Glenn Llopis

You can keep hitting those short-term targets and maintain a false sense of control. Or, you can risk those short-term targets and get yourself, your organization and your clients ready to shape the future rather than surrender to it.

How do we prepare students and workers to do jobs that don’t even exist yet? Higher education is facing one of its biggest periods of unknowns in recent memory. There’s not a single person or aspect of education that hasn’t been utterly shaken by the pandemic.

The Great Resignation, Quiet Quitting – call it what you want, but if people are leaving your workplace, or staying but choosing to hold themselves back, that’s on you as their leader.

Whether you’re a teacher, employer or parent, preparing for (or parenting) the next generation can be baffling. But they can’t be defined as a group. They are individuals that want to explore. They want to achieve at their highest capacity and be supported in their fullest humanity.

Higher education is facing one of its biggest periods of unknowns in recent memory. There’s not a single aspect of education that hasn’t been challenged by the pandemic. But that’s not the only source of uncertainty.

From record rates of quitting, to the rise of so-called “quiet quitting,” to now increasing threats of layoffs – the word “uncertainty” hardly seems adequate to describe how both employees and employers are feeling as we head toward a new year.

While some try to turn DEI & ESG issues into more fodder for the culture wars, most recognize that commitments to doing good and to advancing inclusion are commitments to organizational growth. Both are crucial for the long-term sustainability for an organization.

The rate of mental health issues has increased dramatically in recent years - specially amongst young adults. How can colleges, universities, businesses and other organizations prepare for this future generation of students and employees?

In this article, I’ll explore a way to methodically remove the deeply embedded barriers that make it challenging to create a culture that not only acknowledges uncertainty but prepares for it through inclusion and individuality.

Nearly 4 out of 5 business leaders expect a recession, but only 1 out of 3 feel “very prepared” for it. Whether or not an organization is ready for adversity depends on its leaders. To effectively assess and prepare for risks, a new type of leadership is needed: the sustainable leadership.

Gain insights from an interview with Dr. Lee Isley, CEO of UNC Nash, as he shares his experience in leading a nonprofit hospital across diverse communities in NC.

In this article we’ll explore how people can lead multiple teams to function together as a resilient operating unit.

Learn how shifting organizational culture can foster adaptability and resilience, and discover 5 essential steps to enhance both individual and organizational strength.

Explore the power of resilience and reinvention in business strategy with examples from University of Phoenix and City of Hope.

Explore the crucial role of resilience and reinvention in volatile times. Insights from the 2023 LAOP Summit, featuring Chris Lynne, University of Phoenix president.

In an era where rapid change is the norm, the skills and knowledge that once defined professional relevance may no longer suffice.

Discover the nuances of building resilient teams while promoting diversity of thought, leveraging insights from Gen Z, and utilizing AI in problem-solving.

This is the level at which it’s easy for individuality to be sacrificed in the name of efficiency, as leaders struggle with creating systems to manage dozens, hundreds...

If we try to transform before we even know how to activate the talent and capacity within our organizations, we won’t be ready.

Unlock resilience strategies with insights from industry leaders at GM, UOPX, and PNC Healthcare. Embrace failure, overcome friction, and foster a ‘learn-it’ culture.