Leadership Readiness: What It Is and How to Measure ItÂ
Many leadership promotions still happen based on gut feel, long tenure, or strong past performance. An employee delivers good results, stays with the company for years, or becomes the go-to technical expert. Over time, this person is seen as the ânaturalâ next leader. While this approach feels familiar, it often relies more on assumptions than real evidence. Organizations often assume leadership readiness instead of measuring it. They expect high performers to succeed in leadership roles without checking [...]
The First 90 Days of 2026: Where Most Hiring and Risk Decisions Will Go Wrong
At the start of 2026, many organizations believe their biggest hiring risk comes later in the process. They worry about poor interviews, wrong offers, or weak onboarding. In reality, most hiring risk now happens much earlier. It happens before interviews even begin. In Q1, teams are under pressure to move quickly. Budgets are approved. Headcount opens. Hiring targets are set. To keep things moving, leaders make fast decisions about roles, skills, and success criteria. These early choices [...]
âTis The Season for Motivation: How to End the Year with Energy, Not Exhaustion
December often brings a different rhythm to the workplace. Projects wrap up, deadlines pile up, and planning for next year begins. At the same time, people are juggling personal commitments and trying to close the year on a good note. Not everyone enters this month with the same level of energy. Some employees feel proud of what theyâve accomplished. Others feel tired from a long year of work. This mix of emotions can affect motivation, [...]
Bridging the Gap: Why Employees and HR Struggle to Connect
Employees and human resources (HR) have always had a complex relationship. While HR maintains compliance, manages and develops the workforce, and lays the foundation for a positive organizational culture, employees often view it through a narrow lens. For instance, their outlooks may be shaped by grievances, ambiguous processes, or limited interactions, forming the perception of HR aligning more with corporate interests than people. Workers, however, overlook HRâs role in balancing their welfare with business outcomes. [...]