The outcry over Bud Light’s partnership with a transgender advocate could cause brands to rethink whether and how they address contentious social issues.

I spent seven years at Snapchat. I thought things would be different.

And start raising kind ones.

More executives believe these initiatives are a crucial way to retain and attract the best employees in a tight labor market.

Success is not about winning a competition. It’s about making a contribution.

For better or worse, in today’s world everyone is a brand. Whether you’re applying for a job, asking for a promotion, or writing a dating profile, your success will depend on getting others to recognize your value. So you need to get comfortable marketing yourself. In this article a branding thought leader and a professional dating coach present a guide to creating your personal brand. It’s an intentional, strategic practice in which you craft and express your own value proposition, and it involves seven steps: (1) Define your purpose by exploring your mission, passion, and strengths, and thinking about whom you want to make a difference to and how. (2) Audit your personal brand equity by cataloging your credentials, doing a self-assessment, and researching how other people view you. (3) Construct your personal narrative by identifying memorable, resonant stories that will best convey your brand. (4) Embody your brand by paying attention to the message you’re sending in every social interaction. (5) Communicate your brand through speeches, social media, the press, and other channels. (6) Socialize your brand by getting influential people to share your stories. (7) Reevaluate and adjust your brand by doing an annual audit to find deficits to fix and strengths to build on. This process will not only allow you to better control your image and the impact you have on the world but also help you uncover and share the unique abilities you have to offer it.

Negotiating can increase your base pay — and your job satisfaction.

Wanting to command rooms with her voice, a team leader turned to her coach for exercises. She learned the secrets of “RVP.” Listen now.

DeVryWorks promotes inclusivity in tuition policies and provides an equal path to higher education.

You don’t need to work around the clock if you follow this guide to working smarter, not harder.

Especially in tumultuous times, managers and their teams increasingly depend on candor, speed, and creativity to make progress. Creating psychological safety — the confidence that candor and vulnerability are welcome — in a workplace is truly challenging and takes an unusual degree of commitment and skill. But it can be done. The authors present four essential elements for creating psychological safety based on successful implementation at a Swedish financial group. First, focus on performance. Second, train both individuals and teams. Third, incorporate visualization. Finally, normalize work-related vulnerability. These steps comprise a powerful approach to altering the climate and capabilities of any team.

Learn the prompt crafting knowledge and skills you need to become your company’s expert on generative AI for marketing content creation.

The people I love the best

Bad mentors can go absent, sap your energy or embroil you in their paranoia. Here are five tips for tackling a toxic relationship.

On the business, strategy, and impact of technology.

Find new ideas and classic advice on strategy, innovation and leadership, for global leaders from the world's best business and management experts.

Insecurity does not discriminate and can affect everyone.

The latest edition of a long-running survey finds that the share of customers who say they had a service or product problem has doubled since the 1970s.

I wrote this breakup letter a decade ago, hoping the MBTI would change. It hasn't.

Homogenous groups aren’t as effective as they seem.

There are many interview questions that inspire dread in an interviewee — from “What’s your greatest weakness?” to “Tell me about yourself.” But one in particular is especially complicated: “What are your salary expectations?” If you go too low, you might end up making less than they’re willing to pay. But if you go too high, you could price yourself out of the job. In this piece, the author offers practical strategies for how to approch this question along with sample answers to use as a guide.

Few organizations provide strong guidance or training for managers on meeting individually with their employees, but the author’s research shows that managers who don’t hold these meetings frequently enough or who manage them poorly risk leaving their team members disconnected, both functionally and emotionally. When the meetings are done well, they can make a team’s day-to-day activities more efficient and better, build trust and psychological safety, and improve employees’ experience, motivation, and engagement at work. The author has found that although there’s no one-size-fits-all approach to one-on-ones, they are most successful when the meeting is dominated by topics of importance to the direct report rather than issues that are top of mind for the manager. Managers should focus on making sure the meetings take place, creating space for genuine conversation, asking good questions, offering support, and helping team members get what they need to thrive in both their short-term performance and their long-term growth.

Meetings have proliferated—now everyone just wants them to end. “Sometimes it’s just someone talking nonsense about something”

Some bosses believe in-person bonding is more important than ever in a hybrid work era. Mandatory fun time with colleagues fills a lot of people with dread.

On the evening of January 26th, 2023, from the comfort of his home in Palo Alto, California, Ed Schein logged onto his computer one last time to join an Immersive Learning Circle with participants from around the world. Ed was joined by his incredible son, Peter Schein, and a great mix of Organization Development (OD) enthusiasts, emerging and seasoned practitioners, and professors. All of us were eager to absorb Ed’s unrivaled insight and passion, but none of us realized we were about to bear

It was too easy to fall into a sedentary lifestyle. I had to come up with a self-care regimen.

A limited yet growing body of research suggests that one of the most powerful ways to support someone is also the simplest: Start a conversation.

As business needs and relationships at work continuously change, so does the relative influence of certain departments. In this piece, the author offers strategies to follow if you’re getting the sense that your department is being cast aside: 1) Reflect on the root cause of your exclusion; 2) Tie your department’s work to clear business needs; 3) Broaden your perceived value; 4) Keep driving results; 5) Build up those that are coming up after you.

The hesitance to ask for help can keep us bogged down in more work than is necessary and is a key contributor to feeling constantly overwhelmed at work. In this piece, the author outlines six strategies for unlearning old, unproductive patterns that prevent you from reaching out for assistance when you really need it.

In this article, we’ll outline the ways that the “family” metaphor can lead to dysfunction. As well as the steps team leaders can take to transform their dysfunctional fake families back into the thriving work teams they were trying to build in the first place.