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Leadership News
Hrexecutive
2M
450
5 actionable strategies to reduce political divisions for the long term
- HR leaders need to address political divisions at work to safeguard the business from the impacts of polarization.
- Building better relationships, especially between managers and direct reports, should be a priority for HR.
- HR should align closely with the legal department to navigate the changing regulatory landscape effectively.
- Creating psychological safety and encouraging open conversations about challenging topics can help reduce political divisions.
- Investing in employees' career growth and celebrating diversity without allowing it to divide the workforce are essential strategies.
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27 Likes
Askamanager
2M
207
Image Credit: Askamanager
should you require video on during team meetings?
- A manager of a team holding weekly Zoom meetings is concerned about team members turning off their video and later reaching out with questions that were covered during the meeting.
- The manager is considering requiring team members to keep their video on to ensure better engagement and attentiveness during the meetings.
- The manager seeks advice on this issue and other workplace questions in an article published on Inc.
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12 Likes
Hrdive
2M
188
Image Credit: Hrdive
Trump just won the presidency. Here’s what it means for DEI
- Former President Donald Trump's policies may impact DEI efforts at U.S.-based companies.
- Trump's anti-immigration stance may affect marginalized workers in the private sphere including working class people, working parents, and immigrants.
- Trump's relationship with labor organizations was critical, making it easier for employers to break up unions.
- Trump's proposed budget included six weeks of paid leave for new parents and potential changes regarding labor organization and reduced taxes could be expected.
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11 Likes
Saastr
2M
349
Image Credit: Saastr
What Really Matters in SaaS in 2025 with Jason Lemkin and Dave Kellogg
- Genesys may be the first of a flood of PE-backed SaaS IPOs in 2025; however, the IPO bar is just spectacularly high right now at around 500 million ARR, growing 50%.
- To get private equity interested, a company has to hit 20 million ARR, with 30% growth and 0% losses.
- AI can enable B2B companies to access more budget. A recent study notes that 74% of respondents expect their budget to rise in the upcoming year, with 59% stating the driver is experimental budget for areas like AI.
- Dave believes customer success remains essential as it drives up each customer's NRR by keeping them happy and helping them achieve better business outcomes.
- Founders must make a credible growth reacceleration plan or drive up pre cashflow if growth is less than 25%.
- Clever pricing models are worth the friction only if your business plan is predicated on price model disruption.
- In enterprise software, vendors can raise prices to a certain point based on value delivered, price of alternatives, and switching costs.
- Vendors may have trouble finding new deals or may renew a customer that will start a replacement project causing the customer to move out.
- Customer success helps drive NRR by keeping customers happy and helping them achieve better business outcomes.
- The role of Customer Success has lost its plot as it used to be focused on driving up NRR by keeping customers happy; instead, it should be a specialization of sales that helps drive revenue.
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21 Likes
Askamanager
2M
128
Image Credit: Askamanager
my dishonest employee blames technology when he messes up
- An employee is using technology as an excuse when confronted about missed deadlines and the use of AI on external-facing documents.
- The employee is defensive and emotional when confronted with potential dishonesty surrounding timestamps on shared documentation.
- The author suggests bringing in IT to further investigate Miles' skepticism surrounding technology.
- The author suggests checking if deadlines are met on the spot, without the involvement of technology.
- Instead of focusing solely on the use of AI, the author suggests analyzing the work product as a whole to spot quality issues.
- The author questions if the employee is meeting expectations aside from these issues and suggests reevaluating their ability to manage their own work effectively.
- Utilizing feedback on specific quality weaknesses and working with an open mind may help the employee improve.
- The author suggests that firing the employee may be necessary if they cannot meet expectations or manage their own work effectively.
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7 Likes
Hrdive
2M
133
Image Credit: Hrdive
3 tips for handling election emotions in the workplace
- Workers across the country may be experiencing high stress due to election outcomes.
- Managers play a crucial role in dealing with the brunt of this stress.
- Employers can implement strategies such as providing managers with scripts for approaching troubled workers, setting clear expectations and boundaries, and supporting groups most affected by the election results.
- It is important to give people some leeway and understanding during this week.
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8 Likes
Hrdive
2M
258
Image Credit: Hrdive
AI tools are biased in ranking job applicants’ resumes, study shows
- Artificial intelligence tools show significant biases in ranking job applicants' resumes based on names.
- AI tools favored White-associated names 85% of the time and female-associated names only 11% of the time.
- The tools never favored Black male-associated names over White male-associated names.
- Researchers emphasize the need for independent audits and regulation of AI tools to prevent bias and discrimination.
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15 Likes
Hrexecutive
2M
147
Election Day is over. The ‘hardest’ weeks are still ahead for HR leaders
- HR leaders must focus on employee wellbeing and maintaining a psychologically safe culture in the aftermath of the US election.
- Although Trump's new policies may bring changes to employment, none will take effect immediately due to compliance and regulatory requirements.
- Political division may deepen and challenge organizations to work with their respective, divided workforce, which may lead to real consequences for companies’ financial results.
- HR should enforce communication standards outlined by their organization and reinforce company’s purpose and values to have a united and respectful company culture.
- HR leaders must also tackle the stress and mental health-related issues that employees may suffer due to the election by providing assistance programs, flexible work options, and check-ins.
- Effective conflict-resolution is necessary for HR leaders to empower managers to help employees keep stress and confrontation at bay and minimize productivity losses.
- Frontline managers are responsible for finding the balance between support and accountability, and they must have the skills and resources to navigate the aftermath of the election.
- HR should focus on business continuity and scenario planning moving forward, reflecting on what has worked in the past to prepare for potential future changes.
- Communicating facts and potential changes and modelling calm confidence can help alleviate anxiety and stress employees may feel about how the new administration could affect their work lives.
- Patience is key, in addition to focusing on what matters for HR as the aftermath of the election plays out in the coming weeks.
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8 Likes
Medium
2M
289
Image Credit: Medium
From Zero to C-Suite: Technical Debt Denial
- Tech leaders who deny the existence of technical debt inevitably find they don't have a system that's fit for purpose and productivity suffers as a result.
- There are symptoms that companies should be aware of: simple bug fixes take longer than they should; productivity drops and endpoint changes can result in coding changes that have to be updated in multiple places.
- Technical leaders might be reluctant to propose refactoring the company's existing codebase, thinking that the emphasis should be on developing new features, but this is a short-sighted approach that is liable to lead to a loss of custom in the long term.
- Technical debt is invisible until it explodes. Business leaders can't afford to ignore the technical department. Technical debt must be seen as just as central to a company's success as feature development.
- Leaders must make technical debt as visible as possible, tracking systems, incident rates, and deployment frequency. A fixed percentage of development time should be assigned to ensuring that systems are healthy.
- Engineers must be aware that technical debt is profoundly dysfunctional and they should keep detailed records of their concerns.
- Engineers should frame technical debt problems in terms of business risk and lost opportunities. They should work with their contacts in other company departments to show how technical debt affects their targets and goals.
- The best engineering leaders will acknowledge technical debt as being like financial debt - it is a powerful tool when applied with skill, and a disaster when it's ignored or denied.
- Leaders must create policies for tackling technical debt; deciding when to apply it and when and how to pay it down.
- Leaders must also be honest about the challenges that they are having with their company's growth, and not blame the technical systems for their growth problems.
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17 Likes
Dev
2M
395
Image Credit: Dev
7 Common AI Startup Pitfalls and How CTOs Can Avoid Them
- Misjudging Data Quality Requirements: Startups often underestimate the importance of data quality, which can lead to unreliable products. CTOs should establish robust data collection and cleaning processes early on.
- Ignoring Ethical and Bias Concerns: Bias in AI systems can lead to flawed outcomes. CTOs should evaluate datasets for bias, audit models regularly, and be transparent about limitations and risks.
- Overpromising AI Capabilities: It's important to manage expectations and be transparent about the limitations of AI. CTOs should start with smaller, tangible goals and ensure scalability once foundational models prove their value.
- Underestimating Infrastructure Needs: AI can be resource-intensive, so CTOs should evaluate computational requirements early on and consider cloud-based solutions or partnerships to manage costs without sacrificing performance.
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23 Likes
Hrdive
2M
363
Image Credit: Hrdive
Liberty Mutual introduces paid leave for military spouses to support moves
- Liberty Mutual will provide up to five days of paid leave for military spouses to support a move.
- The benefit applies to all employees whose spouse or partner has received a permanent change of station order.
- The benefit was developed in partnership with Liberty Mutual's employee resource group for veterans.
- Liberty Mutual supports military workers through various initiatives and provides paid leave and benefits for reservists.
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21 Likes
Hrdive
2M
50
Image Credit: Hrdive
4 employment actions to expect under a second Trump presidency
- A second Trump administration could close US borders almost immediately, accelerate immigration enforcement raids via "supply-side enforcement", which features the arrest of undocumented workers, and raise I-9 audits, according to Jorge Lopez, Littler Mendelson shareholder. Changes to agency leadership, including new chairs for the National Labor Relations Board and the Equal Employment Opportunity Commission, should also be expected quickly. Regulatory activity may significantly slow, while scrutiny is placed on diversity, equity and inclusion initiatives under the Republican administration.
- Aside from the immigration-related changes, many of which were enacted during Trump's first administration, the regulation of DEI initiatives is one to watch. Jim Paretti, Littler shareholder and former senior counsel to the acting chair of the US Equal Employment Opportunity Commission, predicts under a Republican administration "DEI initiatives will be under a lot more scrutiny". These initiatives could be held to stricter interpretations or clarity requirements regarding their impact on the lowest-earning workers, especially under an NLRB that becomes more conservative.
- The regulation and protection of agencies and agencies' work under the Trump administration was limited, however, with commissioners and board members protected by "cause" so the president wasn't able to remove them abruptly.
- On the immigration front, a Trump administration will likely take a supply-side approach via enforcement raids where government officials arrest undocumented workers. Under Biden, demand-side enforcement was used instead, focused on whether or not an employer intentionally or unintentionally hired undocumented workers. Lopez predicted a sharp rise in I-9 audits too.
- With respect to agency leadership, new chairs for the NLRB and EEOC should be expected, despite comments from Littler shareholders that they may still find themselves minority members. Regulatory activity around proposed overtime and independent contractor rules may slow under Trump's administration, with regulations such as the Pregnant Workers Fairness Act at risk of being clawed back.
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3 Likes
Hrexecutive
2M
340
Concerned about retention? Prioritize AI upskilling
- 75% of L&D leaders feel a strong sense of urgency to prepare their organizations for the effects of AI.
- Nearly 40% of employees believe their employers are not prioritizing AI professional development opportunities.
- Offering employees meaningful opportunities to grow—through AI-focused upskilling—can significantly improve their engagement and loyalty towards the employer.
- The World Economic Forum predicts that by 2027, 44% of workers’ skills will be disrupted, with technological literacy—especially in AI and big data—among the top skills gaining relevance.
- Outcomes-focused learning experiences, which highlight specific skills and real-world applications, can help increase employee interest and buy-in.
- To retain workers and attract top talent going forward, organizations must offer meaningful skill development opportunities—especially in AI.
- Learning programs should align with business objectives and career growth, and should be flexible to foster a culture of continuous development.
- L&D leaders must design programs that accommodate varied schedules, work locations and learning preferences, making online learning platforms a key tool.
- Establishing metrics that reflect both employee development and organizational goals is important to make informed decisions and adjust strategies as needed.
- To ensure business remains competitive in a rapidly changing world, meaningful skill development is central to organizational success. Companies can equip their workforce with the skills needed to thrive in an AI-driven future, thereby boosting employee engagement and retention.
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20 Likes
Hrexecutive
2M
41
How CHROs can improve collaboration with the rest of the C-suite
- The influence of CHROs on the rest of the C-suite is rising thanks to the function’s elevated role through the pandemic and efforts to define and lead new ways of working.
- Only about a quarter of CHROs strongly believe they have a sound collaborative relationship with their executive leadership team.
- Strengthening collaboration between CHROs and other C-suite executives can lead to better revenue growth, higher shareholder return, and improved non-financial metrics.
- HR leaders can improve collaboration with other C-suite executives by addressing the issues and working together towards common goals.
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2 Likes
TalentCulture
2M
165
Image Credit: TalentCulture
We Really Need a Better Approach to Talent and Skills
- In today’s workforce and current business environment, employees want something more. Yesterday’s approach to talent does not provide the scalability or sustainability for an agile and adaptable workforce to meet tomorrow’s market demands. We need a better approach, one that sees employees for the potential they possess.
- And here is the real kicker: the workplace cannot only focus on what we, as business leaders, want to get out of our people. We must recognize what they desire and aspire to.
- Most organizations understandably prioritize training efforts around professional development, gaining the skills that drive productivity and lead to business outcomes. The tough questions we need to answer revolve around values, purpose, and mission with respect to our people.
- As business leaders, we can have laser focus on business outcomes AND we can focus on the learning and development of our employees who want to grow beyond the confines of the day job.
- Creating a transparent and skills-driven workplace requires organizations to have clarity about what they are known for, what they excel at (core competencies).
- All this creates transparency for the workforce. Will every employee jump with excitement? Clearly, no, but we at least have a basis for understanding what “good” looks like and the opportunity to strive for greatness.
- We must develop and practice skills sensing to gauge how both people and organizations value those marketable and ever-evolving skills. This practice acknowledges the constraints of the business environment as a system around us.
- The mythology of individualized learning attempts to scare levelheaded managers with extreme scenarios of employees pursuing cocktail mixology and sailing. In reality, employees need to see precise alignment with the skills their roles and work require and the organization’s capabilities.
- The reality of the environment and market around us sometimes override what we aspire to do. That doesn’t mean we can’t pledge a commitment to people.
- Greatness drives adaptability and unlocks potential, even if that means employees see beyond their current roles. And then the roads open up to share just what’s around that next corner.
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9 Likes
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