We all know the business landscape is constantly evolving, and many organizations are realizing the need to adapt their approach to remain competitive.
Agile decision-making is an approach to making choices and solving problems within the context of the agile methodology, which emphasizes adaptability, collaboration, continuous improvement, and iterative progress.
Hands down, one of the most important aspects of my work is helping organizations and individuals create psychological safety in the workplace.
I’ve already established my endorsement of mentoring as one of the very best ways to not only retain top talent (by providing mentorship) but to become top talent (by becoming a mentee), so today I want to expand on this topic by addressing micromentoring.
Change is an inevitable part of life, and our ability to navigate it successfully often hinges on our level of self-discovery.
In today's rapidly changing business environment, organizations are increasingly realizing the importance of promoting self-discovery among their employees, particularly in the roles of agile coaching, professional development, and corporate mentorship – 3 areas I am going to address in turn in this article.
If 2020 taught all of us anything, it is that both our personal and professional survival requires a mix of perseverance and resilience.
Coaching and training professionals, including Agile coaches and trainers, often face unique challenges when it comes to maintaining a healthy work-life balance.
Even before the pandemic left us all with the renewed colloquial symptom tracking around “brain fog,” I think it’s safe to say it’s something we have all experienced at one time or another.
Looking to retain top talent? Consider implementing a mentorship program. Looking to BECOME top talent? Find a mentor and implement your own mentorship program.