Andy Lopata

Despite widespread availability of mentorship in organizations, actual uptake remains low. Employees cite time pressures, unclear expectations, limited training, and poor program visibility as reasons they do not participate. And while some groups benefit more than others—high-potential employees, for instance—this selective approach misses the wider opportunity. By creating a culture of mentorship across the organization, all employees—and the company itself—reap the rewards. To do this, organizations must first broaden access by adopting a mentoring-for-all approach, where everyone is assigned a mentor and mentee, unless they explicitly opt out.

Cate Hutson

Before the pandemic I was always on the move, and I would have told you always learning. I found myself at various events, talked to many different people, was always …

Johanna Rothman

By now, you've probably seen the Wall Street Journal article on happy hour, or seen the various news coverage stories mourning the loss of drinking after work. What caught my eye was a video of a man asking, “Why should I work longer for free?” He has a point. He should not work longer for […]

Ayesha Moarif

When mapping isn’t the right starting point, these five interventions help teams see their service clearly and move toward shared outcomes.

Joost Minnaar

You’ve seen this before. Something goes wrong at work: a project stalls, a system crashes, a customer complains. Suddenly, the question isn’t “How do we…