Stuart R. Levine

Really smart leaders elevate the dialogue. They focus on building their organization’s culture based on standards and providing opportunities for people to grow together.

What better way to learn about leadership than to also study the beliefs, actions and values of leaders who believed in this process and created companies that have influenced the world.

Employees not only want meaningful work and fair pay, but they are now seeking jobs with purpose, where leaders are trusted and their values are recognized.

Bringing directors back to being engaged as high performing boards is critical. It’s difficult to build the depth of trust from afar, whether it’s related to board culture or an organization’s culture.

Big Tech’s top five companies, Amazon, Apple, Facebook, Google, and Microsoft collectively increased their profits more than 55% in 2021 and grew sales 27% despite supply-chain disruptions, labor shortages and rising prices.

Research shows that diversity yields outperformance of teams and companies.

Values-based choices are impacting where employees want to work, brands they want to buy and people they want to associate with.

The formal and informal ways that employees interact continue to be in flux, calling for continuous examination and re-examination of the many aspects of organizational culture.

Focus is shifting to more individual values-based choices which will impact where employees want to work, brands they want to buy and people they want to associate with.

Managers and teams having a mix of inherent and acquired forms of diversity appear to be most productive of all. Employee diversity takes multiple forms.