America’s CEOs cite the ability to attract and retain talent as a top business challenge for 2019. Rather than see rampant employee turnover as inevitable, CEOs and management can help spearhead robust advancement pipelines within their organizations.
Bottlenecks in the flow of information encourage silos, halt transfer of best practices, and stunt your future leaders’ professional growth. Poor information flow also creates blind spots, a potentially critical error in strategy execution.
Businesses in the U.S. spend in excess of $150 billion per year on employee learning, yet research indicates that 90 percent of its impact disappears within a year. Why are we all so ridiculously bad at this?
If you initially tolerate ambush communications, it can become a pattern of behavior. Unchecked, these “well-intended requests” can wear you down, change your mood and worse, affect your value of the messenger.
Employees don’t have to be corporate founders or CEOs to be innovators—by giving them independence, supporting their goals and staying open to new, risky ideas, you can unleash your employee’s inner entrepreneurs for a healthier culture and even new, profitable products or services.
David Novak, founder and CEO oGoLead, founder, retired Chairman and former CEO of Yum! Brands, talked with some of the brightest and most successful CEOs he knows during his podcast to help identify the traits you need to look for in a future leader. Novak was named Chief Executive CEO of the Year in 2012.
SunTrust, an Atlanta-based financial-services giant, launched an internal platform for improving financial literacy a few years ago after Rogers learned that even bank employees experience huge stress and uncertainty about their own economic futures.
A survey of 300+ CEOs conducted in early May shows declining confidence in business conditions, even as economy reopens in many parts of the country and around the world. But there could be a silver lining.