Resources

A team at its best is unstoppable in how it responds to daily challenges (and even crises) in large part because each member of that team has the potential to lead from wherever they are, regardless of their title or position. Capable of achieving great things, a balanced team of leaders has several distinguishing characteristics.

A business is only as strong as its employees. When they grow dissatisfied and aren't delivering their best work (or are leaving to join other companies), the organization starts to falter and will soon find itself running on borrowed time. By leveraging effective rewards and compensation packages, businesses can keep their employees happy and engaged.

As a general rule, it always pays for organizations to get ahead of certain issues and be connected, empathetic, and transparent when communicating with employees about them. To maintain strong employee relationships and avoid getting caught off guard, companies should consider preparing a communication plan to address inflation. When a company lets its employees know that it’s aware of and sympathetic to their struggles, employees are more likely to feel heard and valued—and less likely to take any drastic, stress-induced actions. There are several ways that organizations can demonstrate their care and support for their employees.

Taking a close look at executives across various industries, geographies, and company sizes provides insights into the commonalities and differences in style and approach that work best in different settings. The best leaders know their own strengths-and their own weaknesses. Their self-awareness isn't the only significant determinant of leadership success, though. The ability to be "patiently intense" is another correlative success factor. Patience and intensity might seem like opposites, but the two competencies actually create balance that leads to leadership success.

As the business world tries to define its post-COVID landscape, the media is full of news stories about the CEOs who want their employees to return to the office after working from home for two years. Many of these stories seem to paint these CEOs as cruel "monsters" for enacting back-to-the-office policies. But this interpretation is a mistake.