Insights

By: Bego Lozano, PCC Uncertainty has become our companion in leadership. In nearly every conversation with leaders, I hear the same underlying tension: the search for certainty in times when none exists. We're witnessing political shifts, economic volatility, technological disruption, and organizational transformation happening simultaneously. Leaders tell me they feel like they're navigating in fog, making decisions with incomplete information, and struggling to provide the

The world feels extra right now. We've been treading (and sometimes drowning in) messy waters for a while, but somehow, the waves keep getting bigger. Disruption is constant, fear keeps our hearts lurching, and the impact seeps into every corner of our lives—including the workplace.  At work, we’ve gone from the chronic stress of nonstop firefighting and pivoting to utter overwhelm and befuddlement comas  from relentless chaos. And let’s be real—in the chaos, we don’t always

The way we make meaning of people, information, and the world around us shapes, guides, and even determines the decisions we are able to make and the decisions we do make. If you want to make different or better decisions, you have to work on how you're making meaning of the world around you.    The Complexity and Uncertainty Challenge  This is a good news, bad news situation. The world is only getting more complex, and the demand for leaders who are critical thinkers and ca

From building trust to gaining alignment to influencing and navigating change , each one of these outcomes depends on the ability to communicate effectively. On the other hand, the cost of poor communications can be significant for the business. According to a study done by Salesforce, 86% of employees and executives cite the lack of effective communications as the main cause for workplace failures. The ability to communicate effectively and with impact is more critical than

The most critical component of growing a business is ensuring that you have the right leadership talent to support the goals of the organization and the maturity stage it is in. For example, in the early stages of a company the CEO and the executive leadership team need to focus on understanding customers, designing products and services, and selling solutions to the market. However, as the company stabilizes its growth, the leadership needs to prioritize building the intern

Bob is an energetic leader in a large firm. His days are filled with a multitude of meetings and conferences. Many of these meetings are his weekly one-on-one sessions with his direct reports and peers. Bob has on several occasions expressed how important and valuable it is for him to do these weekly one-on-one meetings with his employees and colleagues to give them space to share their concerns, brainstorm ideas, and provide update on their accomplishments. Yet, despite Bob’

Salima Hemani, PCC, SHRM-SCP President, SZH Consulting LLC Many successful organizations do a great job of protecting, investing in and nurturing their top leadership . Fewer among those have the strategies and systems in place to identify and develop the next generation of leaders through succession planning programs. However, for companies to compete, survive and thrive in this increasingly volatile, uncertain, complex, and ambiguous (VUCA) environment, the important “work”