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How organisations can intentionally define, activate, and reinforce a values-based culture that drives competitive advantage.

Can your first-time managers quickly morph from an individual contributor into a leader? If not, there’s pain for the new manager, their team, your customers and the organisation as a whole.

As hard as it is to imagine, business news outlets are rushing to at least ask the question about whether Musk – the billionaire who bought Twitter this fall, laid off half of its employees and pressed remaining staff to go “hardcore” or just go – had somehow become a role model for the modern CEO.

Leadership teams have a great deal to grapple with: accelerating technology and automation, flexible working, demonstrating ethical and sustainable practices, the changing expectations of an increasingly diverse workforce, and the globalisation of work.

The world of work is shifting more rapidly than ever before and so companies are shifting their approach to keep their options open. But when it comes to finding solutions, leaders need to be looking inward before they gaze outward.

There has never been a better moment or need for companies to consider the next phase in their DE&I and talent strategies. Talent scarcity, accelerated transformations due to the global pandemic, the need for innovative thinkers, and new ways to solve increasingly complex problems…the next few years will be the years of fruition for neurodiverse talent.

If Imperial Brands was to have any chance of maintaining its position at the forefront of the industry, it wouldn’t be enough to simply ‘keep up’ with a changing market; it would need to lead the change by building global leadership capability that steers ambitious transformation.

Recruiters are trying to scope jobs as best they can and interviewing for certain skill sets. But, in some instances, I’m hearing from candidates that midstream—between the second and third interviews—they find job requirements have changed.

Redundancies are often unavoidable, and in the current business climate, this is likely to be the case for many organisations. HR leaders must put in place strategies that will allow them to manage this process with compassion and care.

In a world where employees have become more like consumers, how can your company’s brand help attract and retain talent?