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In an environment like that, “success” may no longer be measured by a tally on the bottom of a balance sheet; companies will have to show they have a firm grasp on agility and innovation.

Boost your profile and build your professional network in ways that will help you land your next job. These key best practices will give you tremendous advantage over a sea of other job applicants.

It’s time to change the way we think about and deploy learning within organizations. We need this shift not only to meet future skills needs, but also to start mining the maximum value possible from human capital, the real engine of growth and success.

Serena Williams’ story and business interests are proof that all athletes, even those who do not have access to the financial resources that Serena has amassed, need to plan for life after sport. And that’s what makes Serena’s story so poignant for other athletes: she was not only a role model while competing but is also a symbol for how satisfying life can be after competition.

Recognizing the value of career progression conversations is one thing; making it a pillar of your talent management strategy is certainly another. It can be done with a patient strategy to equip frontline managers with the tools and mindsets to start the conversation, and a focused process to translate the outcomes of those conversations into talent management.

If Imperial Brands was to have any chance of maintaining its position at the forefront of the industry, it wouldn’t be enough to simply ‘keep up’ with a changing market; it would need to lead the change by building global leadership capability that steers ambitious transformation.

A new survey by The Adecco Group – which captured the opinions of more than 34,000 working people in 25 different countries – revealed just how important it is for leaders to create the culture, working environment and career opportunities that convince skilled workers to stay.

A new global survey by LHH and The Adecco Group reveals that interest in job-jumping remains high and that seeing others quit is creating a “quitting contagion” which is tempting co-workers to take the same path to career advancement.

Our research reveals hard truths about the current state of leadership, identifying the top five characteristics of mediocre leaders and those behaviors that define accountable leadership.

“Everyone needs a coach. It doesn’t matter whether you’re a basketball player, a tennis player, a gymnast or a bridge player. We all need people who will give us feedback. That is how we improve.”