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People who embrace lifelong learning and bring a growth mindset to their careers are more likely to take on new challenges and are typically better able to cope with disruption and adapt to change. These attributes will serve them well, enhancing their employability both now, and throughout their journey.

Traditional leadership development can be very effective on its own. However, coaching can take the skills, behaviours and mindsets that form the curriculum in a classroom or group learning experience and turn them into personal, customized solutions that help leaders learn more, more quickly, and retain that knowledge longer.

The pandemic amplified the need for Ericsson to bring about a paradigm shift in their leadership culture. Priyanka Anand, VP and Head of Human Resources and Linda Lindberg, VP and Head of Commercial Management for Ericsson Market Area South East Asia, Oceania and India, share how Ericsson helped their line leaders evolve into strong coaches.

Transformational leadership will be critical for organizations as we look to the future. With such high demand, organizations must adopt an agile recruitment strategy to secure the right executives. As competition for top leaders intensifies, organizations that act swiftly and strategically will be best positioned for success.

When building a coaching culture, leaders must focus on key qualities such as continuous learning, leadership development, and performance coaching to foster an environment where employees feel confident, engaged, and empowered to contribute innovative ideas. By incorporating these principles, organizations can create a supportive framework that drives long-term success.

Resilience is like a battery; to maintain a full charge, it must be properly maintained and periodically recharged. Run the resilience battery too long in an environment that is harsh and unwelcoming, and it will eventually be drained and lose power. Understanding how to build and sustain resilience in the workplace is essential—here’s how to get started.

Coming out of the pandemic, some organizations will lead in human capital management by treating their talent as a renewable resource. Others will lag, focusing on wasteful layoffs. This is the moment to position your organization for the future of work by prioritizing employee development and skill development.

A global survey from Peakon—with views from tens of millions of respondents—confirms that future business success requires employers to identify and deliver on a variety of employee expectations, most importantly the desire to work for an organization that supports mental and physical well-being.

The pandemic has reshaped leadership, emphasizing compassionate leadership, emotional intelligence, and adaptability. Leaders must focus on trust-building, employee engagement, and resilience to support teams and cultivate a positive workplace culture, ensuring long-term success through values-based leadership and effective crisis management strategies.

An increasing number of organizations are assessing their senior executives’ readiness for current and future challenges. Those who delay strategic succession planning and workforce transformation will face the toughest leadership shake-ups, as leadership resilience and crisis management become more critical.

Empathy and compassion are key principles of Emotional Intelligence and Psychological Safety, redefining leadership by shifting focus from technical skills to soft skills. Leadership training, resilience, and creating a psychologically safe workplace are vital for fostering positive organizational culture and employee well-being.

The COVID-19 pandemic has rapidly accelerated the shift to remote work, reshaping employee engagement, productivity, and team management. As businesses adapt to this new norm, understanding remote work trends, policies, and best practices is essential for leading successful remote teams and preparing for the future of work.