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According to the Digital Transformation Survey of 550 executives, 93% of business leaders are investing more in technology, but only 27% say their technology is fully aligned with business goals. While almost everyone is investing in technology initiatives, the resulting technology is often ill-suited to meet business needs. To fix that disconnect, companies must approach their tech strategy with discipline where AI, blockchain, quantum, and other digital transformation initiatives are in alignment customer needs that can convert technology investments into revenue growth.

The future is human. With all the talk about how the newest generation of technology is going to change our world, this research clarifies that it’s the human factors that are most important. Across nearly every dimension of this survey, business leaders identify “people side of business” factors as central and essential to their competitiveness now and well into the future.

For entrepreneurs who love running their businesses and intend to do so for a long time, succession planning can feel like a distant or irrelevant concern. However, every business owner will eventually decide that it’s time to make their exit—and it’s never too early to consider the optimal way to do so. Having a thoughtful plan in place can help protect the value of the business, ensure business continuity, and help carry on the owner’s original vision.

In a time when disruption is the norm, business resilience has become a strategic imperative. Here are critical steps business owners and leaders can take to help identify vulnerabilities, bolster preparedness, and drive smart, sustainable growth.

Owners of family businesses sometimes find themselves spending more time working in the business than working on it, specifically on ensuring its longevity. This is partly due to dynamics which may require owners to choose between what’s optimal for their business and what’s best for their family.

Pressure is building for professional services firms to tackle industry trends head-on, including M&A strategy, technology adoption, tax considerations, and succession planning. Some are also rethinking fee structures and commoditizing service lines; others are restructuring their partnership agreements and expanding their global reach as part of improving their client experience and meeting expectations. Instead of simply reacting to megatrends, competitive organizations and future-focused firms are making changes.

Effectively transitioning a business to the next generation of owners through a business succession plan that incorporates estate tax planning will result in the most value being retained by the owners and their families. Whether the business is entirely family owned or has unrelated owners, each scenario comes with its own complications but with considerable overlap in planning opportunities.

Enhancing risk management is no longer optional but essential when the global landscape is fraught with uncertainties and disruptions that include changing business dynamics, shifting trade tensions, a tough tariff environment, geopolitical conflicts, and a volatile economic landscape. Building resilience across all aspects of the business is imperative now and for the long-term.

At the current rate of progress, a young woman starting her career today will be working for more than a quarter of a century before she can expect to work at a mid-market firm with gender parity in top roles. While understanding that gender diversity is a fuel for potential growth that brings benefits to the bottom line, many businesses often lack a clear purpose behind their gender equality strategies at the risk of another missed generation of opportunities. This year’s Women in Business research gives reason for optimism and there is a great deal to learn.

When companies gather and use behavioral insights to accelerate behavioral and cultural change, they can have a positive impact on their company’s vision, priorities, work environment, and more. By understanding what employees are doing—in addition to how they are feeling—companies can address the people and culture issues that can hold back transformation and value realization. Here, we identify five key steps to using behavioral data effectively to support and foster a successful cultural transformation in your workplace.