In no time at all, the Coronavirus has gone from a minor concern to those in the West, to a serious game changer. Its impact on global health systems, economy and private lives is significant. It threatens our accustomed way of living. Many people are worried, distraught, frustrated and even angry. Although, deep down, we know most will get through it, in all likelihood these current events will influence our behaviours for the long term.

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No one thinks much about a certain leadership quality — until the you-know-what hits the fan. The quality I’m referring to is crisis management.

Thankfully, true crises are relatively rare occurrences. They are the black swans of leadership.

We’ve done nearly 70 million assessments of executives, so we know what makes a great leader — the best-in-class who are among the top 20%. Our research shows that three of the four qualities of a great business leader are largely intuitive: (1) sets vision and strategy; (2) drives growth; and (3) displays financial acumen.

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Top TA Strategies Every Modern Recruiting Team Should Use!

Almost 100% of senior executive leadership teams of organizations I meet will tell me that recruiting the talent they need to prosper and grow is their biggest challenge. I’ll then ask them, “So, what strategies are you using to make sure you get the talent you need?” At that point, I usually get a lot of blank stares and a bunch of heads turning to the CHRO or CPO of the organization!

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How to Maintain Talent Relationships During Uncertain Times

Savvy and forward-looking recruiting professionals nuance and tailor their candidate communications. This includes cultivating relationships with each applicant or top talent contender, rather than transacting a one-time business deal. It means that building trust matters, and that in order to go faster, hiring managers are slowing down.

This is particularly important amid today’s uncertainties, where your candidates’ energy is likely being pulled in many directions. 

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How to Overcome Talent Management Challenges in Financial Services

Many factors continue to transform the workforce, especially with unemployment in the United States at all-time lows. HR leaders are juggling numerous staffing challenges, from a multi-generational workplace to a shifting focus on performance reviews. Among these priorities and focuses also includes talent management, which focuses on elements such as promotions, learning management, and culture. 

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You Don’t Have to Be a Tech Company to Recruit Tech Talent

All companies need tech skills. The financial sector is a great example of how technology has become essential to its survival and prosperity in the modern economy. Banks are still in the business of managing people’s money, and now they are dependent on tech talent to make this viable. 

“The growth of the tech industry is emblematic of the growth of our nation’s economy – every company today is, or needs to be a tech company,” says Gary Shapiro, president and CEO of the Consumer Technology Association.

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Managing Marketing: The Need For Great Storytelling In Content Marketing

Neal Moore is the Content Strategy & Storytelling Consultant at Moore’s Lore Media in Singapore and he talks about the role of content in marketing and the lessons that brands and marketers should learn from the professional storytellers in Hollywood. He shares his thoughts on how marketers can better develop and share high quality content to attract and engage customers.

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A strategist’s guide to upskilling

Imagine that you’re one of millions of people whose job is threatened by digital technology. You’re the compliance officer at a bank, an operations manager on an assembly line, a technical writer, a programming debugger, or a lighting coordinator for a photographer. Sometimes your job is so bound up in routine, you joke that it could be handled by a computer.

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5 Ways to Motivate Employees

If you want your employees to perform better, a little motivation goes a long way. A paycheck may be what gets your employees to their desks each morning, but it doesn’t necessarily make them work harder. Let’s face it, your employees can get a paycheck elsewhere; what they really want is to feel like an essential part of a team at a company that has a great culture.

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You might think it’s no big deal, but it is! When you hire wrong employees, it slows down a company’s growth process and instead of ploughing forward, teams start concentrating only on delivering right. This lag in pace is highly discerning in the long run.

On the other hand, the right employees are invested in a company’s success, and give in their best shot at everything they do.

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