Social media has undoubtedly revolutionized the way we communicate and connect with others. Platforms like Facebook, Twitter, and Instagram have become integral parts of our daily lives, allowing us to share thoughts, experiences, and emotions with just a few taps on our screens. However, this digital transformation has also had a significant impact on language and communication. In this blog post, we will explore the various ways in which social media has influenced our language and communication patterns.

The year 2023 was the coming out party for artificial intelligence (AI), and it was a raucous celebration, from the historic popularity of ChatGPT to the enormous investments in AI-related companies. While its real-world impact is still being determined, one thing is sure: We’ve entered a new era of technological advancement, and these solutions are here to stay.

Everyone experiences unexpected hardships. You can bounce back and learn from them with an important soft skill: resilience. The more mentally resilient you are, the more quickly you can recover from challenges or persist in the face of them, according to Wharton psychologist Adam Grant. The trait helps you take smarter risks, beat burnout at work and live a happier life.

Most of us were taught to measure success by ticking off boxes on a to-do list or hitting predetermined milestones. It’s easy to fall into the trap of what is called the Performance Mindset. We’re inundated with the notion that setting SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals and striving for peak performance is the golden ticket to success. This is the familiar way each of us evaluates whether we’re “doing a good job” in every aspect of life, whether it’s work, health, or even parenting.

With more baby boomers putting off retirement, the share of older adults in the workplace is greater than it’s ever been. Indeed, workers aged 75 and older are the fastest-growing age group in the workforce. But the biggest news is this: We’re experiencing the widest-ever age gap at the office, with workers ranging from 22 to 75 years old. Four different generations are in the office together at the same time—baby boomers, Gen Xers, millennials, and Gen Yers.

In our fast-paced and volatile environment, every leader is now a change leader. The time when leaders could operate in isolation, focusing on the day-to-day without acknowledging the rapid pace of change, has long passed. Whether you're at the helm of a Fortune 500 company, a mid-level manager or an emerging entrepreneur, your role as a catalyst for change is more critical than ever before. But what makes a great change leader?

In order to achieve a healthy and productive workforce you need trust. Doug Conant, the former CEO of Campbell’s Soup, called it, “the foundational element of high-performing organizations.” When he took the helm at Campbell’s, Conant made “Inspiring Trust” his first mission in turning around the company’s performance, which eventually led to shareholder returns in the top tier of the global food market and among the highest levels of employee engagement in the Fortune 500.

Mentors often impact their mentee’s career in a life-changing way. Because of this profound influence, they have a responsibility to embody certain characteristics and behaviors. How do they excel in mentoring leadership?
And what steps can they follow to ensure a successful relationship?

We are not born with certain skills, though it could be such a great default option, right? If we could choose the level of patience, emotional intelligence, and empathy right away, we would overcome all life challenges much easier. So, what are soft skills? Can you learn them? Why can they add some extra points when you are networking or looking for a job?

Being a CEO and leading in today's business world can often feel akin to orchestrating a high-stakes symphony performance in front of thousands. While it's not a literal performance, the continual complexities and changing landscape of business can leave executives feeling as though they're conducting a high-stakes symphony due to the necessary strategy, resilience, pressure, and adaptability required for success.

During my 21 years in corporate America, I spent thousands of hours observing others. Now, as a coach and consultant, I often get asked what attributes I value most in people — and these five stand out. If you're looking to achieve new levels of happiness of success this year, consider how well you embody the following five attributes. Not only do they drive success in leadership, but they drive success in life.

As a keynote speaker, I simplify and break down leadership into its most basic form: helping people and supporting them to be and do their best. When employees don't have the right tools, training, time, or support, their morale drops, and they might not put in much effort. This can happen right from the start, within their first few weeks. It's important to realize that not all managers are created equally, and many must learn how to lead effectively.

“Procrastinators of the world unite!… Tomorrow.” This pithy saying appears on novelty t-shirts all across the internet. But behind the joke, it hints at a major habit haunting millions of adults today – the habit of putting off until tomorrow, or the next day, or someday soon, what can be done today. From the Latin pro, meaning “forward,” and crastinus, meaning “of tomorrow,” the practice of procrastination has plagued humankind for centuries.

Many global organizations are looking to Asia as the center of future growth. The International Monetary Fund forecasts real GDP growth of 6.5% in India and 4.1% in China in 2025, and more than half the world’s consumers live in Asia. The region also has an outsized proportion of future talent, with 60% of the world’s youth. According to Rupali Gupta, a Korn Ferry Senior Client Partner based in Singapore, this is an opportunity for global companies to leverage the innate (and sometimes undervalued) strengths of the region’s leaders.

Back in the late 1980s, when I was in the early stages of establishing my advertising agency, an invitation came my way to speak at a Chamber of Commerce event in Upstate New York. I turned it down. At that moment, the idea of declining might have seemed counterintuitive, especially given my aspirations to grow my business. The reason? I was afraid. Fear held me back from seizing an opportunity that could have propelled my agency forward.

When someone rises to a leadership position, they are often expected to have both technical expertise and the ability to think strategically. However, what happens when an individual becomes a leader without demonstrating essential people skills? A leader who lacks soft skills can inadvertently lower team morale and damage interpersonal relationships, ultimately hindering productivity.

The skills-based revolution isn’t the future, it’s already here: It’s been over a year since major employers like Google, Microsoft, IBM, and Apple, eliminated their long-held degree requirements for jobs to remove barriers to entry and recruit more diverse talent—much to the dismay of those who have splashed out thousands on a college degree. Now, LinkedIn has put the final nail in the coffin for those hoping that a stellar education alone is enough to land you a killer job.

In the high-stakes world of professional sports, I've often seen leaders feel the pressure to present themselves as infallible, unerring, and flawless. I've seen coaches act as if they needed everyone to know they hold the playbook for every possible scenario, and athletes constantly feel the urge to justify their mistakes, not to have to accept their imperfections.

Effective leadership extends beyond simply completing rote management tasks: It requires a high level of emotional intelligence (EQ). This crucial skill, encompassing the ability to understand, manage, and express one’s emotions and handle interpersonal relationships ethically and empathetically, has become essential to leadership success. EQ is not only about being aware of your emotions, but also about using that awareness to lead, inspire, and positively impact your team and organization.

Over the last twenty years, I've coached and trained hundreds of leaders to be more effective on the people side of the business. Observing middle and senior-level managers overcome their limitations and develop greater emotional intelligence to become better leaders has been an immensely gratifying experience.