According to a recent PwC study, 64% of chief executives report their companies have not completed an acquisition in the last three years, but 60% plan to complete one in the next three. There is tremendous pent-up demand in mergers and acquisitions (M&A).

In the past four years, labor markets have experienced unprecedented volatility. The methods companies use to hire, train, develop and retain talent are rapidly evolving. Amid a cooling job market and a shift toward hybrid work, employers are rethinking their approach to attracting talent. Here’s how to stay ahead.

According to Gartner, a whopping 50% of the planning and tasks managers struggle with daily have the potential to run themselves. The catch? Businesses are automating a measly 15%.

In my travels as a strategy consultant, there is one constant among new clients: a lack of definition around target markets. Clients tell us they have clarity, but when we pull back the kimono, we often find confusion about who their ideal clients are.

Walter Isaacson's book on Musk introduces "de-automation," reflecting on Musk's journey from championing automation to valuing human skill.

Amid accelerating technology disruption, Bill Gates famously once said, "We always overestimate the change that will occur in the next two years and underestimate the change that will occur in the next ten."

We tend to use the word "scalability" freely, as though it applies equally to all businesses. Yet, as companies move through the growth cycle, their approach to scalability changes.

When we hear the iceberg metaphor, our imaginations often drift to the idea that danger lies beneath the surface.

According to Gallup, there has been a measurable decline in employee engagement during the last year.