In offices around the world Millennials are rapidly becoming managers and even senior executives. Some assistance from their employers could help, but at least right now, many organizations don’t prioritize grooming millennials as leaders. To some degree, the shift has caught many off guard.
Organizations that want to develop or retain a competitive advantage should create a diverse and inclusive environment where all can thrive. This means addressing both the company-wide structural and behavioral issues that may be preventing people from achieving their full potential.
One of the biggest hurdles for family businesses is the need to develop an attractive long-term incentive plan that recognizes enterprise value over time and is competitive with plans offered by public and private equity owned businesses.
Whether an employee leaves for another job or because the employer decided it was time for the employee to go, employers typically need to figure out how to replace a departing worker. Sometimes, the break is clean. Other times, it can be complicated.
Finding the right talent to lead a single family office (SFO) is a bit like hunting an elusive, mythical creature. Legend has it they’re out there, but sightings are few and far between. SFO leadership positions require a trifecta of skills. The search takes time and preparation.
The trend of states legalizing both medical and recreational marijuana use continues to gain momentum. Unfortunately for employers, this also means having to wade through an ever-growing patchwork of marijuana laws across the country.
Laurence Vanden Boom, Manager, Learning and Development – Plante Moran
Wednesday, August 14, 2019
One of – if not THE – most essential skills necessary in our profession is the ability to influence the outcome of our interactions with clients and colleagues. Ultimately, we need to be aware of the human element of business if we want to achieve our intended results.