By acquiring smaller businesses in your country of interest, the groundwork and basic infrastructure are already there for your to build upon.
The reality of the business on the ground is usually messier, more complex, and more nuanced than due diligence ever revealed.
As an employer or manager, you face a genuine dilemma: How do you support your employees' mental wellbeing without becoming overbearing?
Real rising stars usually show evidence that they can do both—they can solve problems independently and they can work collaboratively.
People experiencing workplace negativity are less engaged, less creative, more likely to leave, and more likely to spread the negativity further.
Supporting employees through personal crises isn't peripheral to your responsibilities as an employer; it's central to being someone people can rely on.
When I stepped in and truly listened—to frontline staff, to middle managers, to customers—I discovered insights that completely shifted my strategy.
By assuming that your bread and butter clients will continue to act and purchase as they did before 2020 hit, you could be setting yourself up for failure.
When I'm brought into a distressed business, one of my early assessments involves understanding the existing leadership culture.
Without clear expectations, teams interpret each other's actions through the lens of their own culture, which usually results in misunderstanding.