A series of steps—called TACK—can help hiring managers empower independent workers while following company policy.

Why does employee engagement cause so much anxiety among C-level executives? Is it because it is a soft science that wasn't taught in business school? Or because years of change initiatives haven't improved employee engagement in your organization? Whatever the reason, many recent surveys have illustrated the frustration with how to measure employee engagement, and how to interpret data from surveys and initiate changes in the company culture. Many executives don't realize the true employee engagement issues in their workplace until...

Get employees technologically up to speed through hiring, upskilling, and reskilling.

While looking forward, we can’t lose sight of the fundamentals of learning.

Chief Talent Officer Michael Arena is helping build adaptability into General Motors’ workforce.

Learning leaders need to focus on building the skills for the future, rather than just for today.

Use succession business metrics to develop strategies to retain top talent.

Diversity and inclusion requires leaders to set an example to foster inclusive environments.

Five negotiation strategies to take you far in life and in the C-suite.

Build a foundation of knowledge management to handle lost knowledge with employee departures.

A large public accounting firm teams up employees to support the local community.

The argument: Traditional performance appraisals don’t improve performance. Two thought leaders share their contrasting viewpoints on the topic.

Talent development doesn’t belong under the HR umbrella. Or does it? Org charts worldwide differ regarding whether talent development is a separate entity from HR, reporting directly to the CEO, or falls under HR, reporting to a CHRO. Although it’s clear that talent development and HR must work collaboratively, which structure is best?

The success of any organization depends in large part on its top leaders, who establish strategy, direct and align resources, and help shape the company culture. Although CEOs are the most influential individual leaders, the collective C-suite is just as important—or perhaps more so. The executive team’s performance sets the pace for the rest of the organization. Despite the importance of executive teams’ effectiveness, research from the Center for Creative Leadership suggests that most executive teams are underperforming. 

Business acumen is the ability to link keen insights about and a thorough assessment of the business landscape with an awareness of how money is made and then executing a strategy that delivers results. Sounds complicated, right? Well, it is. But you can break it down into simpler terms. At its core, having business acumen means understanding how your business operates, competes against other organizations, and makes money. 

Partner for Performance provides the keys to aligning your learning and development role with your organizations greatest needs. Performance improvement specialists Ingrid Guerra-Lpez and Karen Hicks offer a framework for fast-tracking your growth as an ally to managers and a consultant to business leaders.

Welcome to the age of immediacy. In Learning in the Age of Immediacy: 5 Factors for How We Connect, Communicate, and Get Work Done, learning strategist Brandon Carson argues that these five edge technologies are here to stay.

Visionary teacher and lifelong learner Pat McLagan views learning ability as software for processing daily life. And like all software, learning software require upgradesand regular reboots!