In today’s business landscape, credibility is no longer built in the room alone—it’s built online. 

Risk isn’t static. With novel threats continuously emerging, internal and external pressures that challenge normal business operations are evolving rapidly. Staying ahead and preparing to navigate around these obstacles require organizations to create and maintain effective risk management programs so they can respond in a timely, organized fashion.

Almost everyone in your company is probably using AI. Microsoft and LinkedIn's 2024 Work Trend Index survey found that 75% of global knowledge workers are using AI at work. According to a McKinsey survey, some organizations have already had AI mishaps, with 44% of respondents saying their organizations have experienced at least one negative consequence.

Tools for collaborating online—email, instant messengers, videoconferencing apps, cloud storage, and so many others—have become the norm for most of us. But few leaders have taken the time to learn the best ways for their teams to use these ever-present tools.

Living with so much uncertainty is hard. Our brains perceive ambiguity as a threat, and they try to protect us by diminishing our ability to focus on anything other than creating certainty. But sometimes — maybe always — it’s more effective for us not to attempt to create certainty. 

Diversity and inclusion (D&I) can play an important role in a workplace regardless of size. In fact, recent studies have shown that employees of companies that embrace D&I are able to make better, faster business decisions and are more likely to spur revenue growth through innovation. 

From remote work and flexible scheduling to cloud computing, many of these changes have been centered around technology, and it’s not hard to see why: Leaders who embrace digital transformation often see greater cost savings and efficiency gains.

Effective conflict resolution is more than just de-escalation—it’s about fostering understanding, preserving morale, and keeping teams focused. 

At its core, leadership is about clarity—seeing situations for what they are, not just how they appear. 

When it comes to growing a career—or scaling a team—culture isn’t just a feel-good factor. It’s a structural consideration. 

From the outside, consulting can look like a mysterious world of slide decks, jargon, and vague recommendations.