Editor’s note: Veteran entrepreneur and investor Donald Thompson writes a weekly column about management and leadership as well as diversity and other important issues for WRAL TechWire. His columns are published on Wednesdays. Thompson of The Diversity Movement was named an Entrepreneur Of The Year 2023 Southeast Award winner. Note to readers:...
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While I certainly don’t want to dismiss the many challenges we face if artificial intelligence implementation goes wrong, I want to explore the upside of AI. Let’s focus on some ways executives can think about and use AI to help their organizations win in the marketplace.
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In this new era, inclusive leadership provides a new mental framework, prompting a profound shift in leadership paradigms. Together, executives and their teams can use inclusive leadership to create cultures that breathe resilience, authenticity and genuine empathy with each team member empowered to embrace change, adapt swiftly and innovate continuously. Are you?
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Leaders around the world spend countless hours thinking about talent. Here’s a twist: The results of a new global survey on midcareer employees indicate that employers need to “radically rethink” how they engage with those who are age 45 and older.
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When The Diversity Movement asked TechWire columnist Grace Ueng to be a part of their “Ask the Expert” series, she synthesized her thinking into her diversity belief statement that she begins to share with us today …
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In today’s dynamic nonprofit landscape, the most successful boards are actively cultivating – and transforming – culture by implementing diversity, equity and inclusion (DEI) as core tenets of their efforts.
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Right now, CEOs are taking a deliberate approach to AI implementation, but recent studies reveal that many are uncertain of where the technology is headed or whether it can truly be trusted. Given these challenges, it is essential that senior leaders ensure that AI serves as a force for positive change and use their power wisely as the technology continues to develop and expand.
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No one expects their manager or boss to cancel out the noise they are hearing on social media and every time they turn on the television, but they do want to feel respected, safe, and fulfilled at work. My advice is to “show, don’t tell.”
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The executives I coach, regardless of their level in their organizations, are accustomed to bearing the weight of decisions. Yet, the pace of change and toll that transformation takes means that leaders need to navigate their own mental health, both for themselves and their companies. Let’s have a conversation about this.
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