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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.

In a perfect world, executive succession planning for executive departures is an orderly process. Organizations work with key leaders to plan out departures, and successors are groomed and ready to go. But, as we all know, executive departures do not always cooperate with this planful approach. We offer six strategies that will help you avoid a crisis and assure there is a process in place to manage the transition smoothly.

If a recession does occur in 2023, most market watchers and economists believe it will be fundamentally different than any that have come before. What it means is that all the traditional strategies that business organisations have used in the past to weather recessionary storms will be of little value.

Just taking that one brief moment to acknowledge the source—be it from an article, contact, or colleague—not only shows good etiquette, but helps us foster trust, strengthen our network relationships and invite others to participate in the conversations our content ignites.

With the lowest unemployment rates and most pronounced skills gaps in the global labor market, the tech industry has been diligently searching for a more perfect solution to finding talent.

Executive coaching is fundamental if you want your organisation to be successful. Novartis CEO Vas Narasimhan tells us why he’s such a big advocate of executive coaching

There are a number of great benefits for professionals to take on a short-term assignment.

Interim executives are brought in for two main reasons: to fill an immediate or emergency gap; or to support a short to medium-term strategic need in the organisation.