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The following article is part two of a four-part series about the ins and outs of layoffs and outplacement services.

Employers are continuing to adapt to the changes brought about by what is hopefully a waning global pandemic including remote and hybrid work, a shortage of talent, conflicting economic headwinds and the potential for a recession. Here are some tips to help your organization remain competitive.

As skilled employees continue to look at whether the grass is greener in a new organization, they are leaving huge voids in their former organizations.

Do you still deliver coaching the same way you did 10 years ago? Of course not! Neither do we. New trends are bringing a fresh perspective to coaching.

More than ever before, organizations need high performing teams— teams who can provide outstanding quality of thinking and solve multi-dimensional and seemingly impossible problems.

A business's success depends on a mix of several factors, including strong leadership, a clear vision, a great product, strategic marketing, and thriving company culture.

Is a creative leader a source of great, new ideas; or someone who creates an environment where creative employees could prosper? The ambiguity that surrounds creativity as a leadership competency has meant that it has often taken a back seat to other trends in leadership styles and objectives.

Recruiting and retaining a Best-in-Class workforce in today’s competitive hiring landscape can be intimidating. These ideas can help.

At this stage of a global talent shortage that has been deeply affected by the pandemic, managing risk is a top priority for any hiring manager. Filling a key talent hole can be a genuinely stressful experience. Interim solutions help alleviate some of that stress and allow hiring managers to make the best decisions.

Beyonce recently released her newest single, “Break My Soul,” a dance-beat track with a call to action encouraging workers to leave unhealthy or toxic work environments and to seek out work that they find meaningful.

It’s such a simple but powerful strategy: get in front of your people, one at a time if possible, and ask them how they are doing and what they need to be happier, more productive, and less stressed out.

How are Legal hiring managers filling the need for specific workplace skills? They seem to be shifting their focus to retaining, upskilling, and reskilling their current workforce.