Effective training is essential for employee success, yet many organizations still struggle to provide new hires with the tools and support they need. From rushed onboarding to outdated mindsets, a variety of issues can hinder learning and long-term growth.

Eleven years ago, I launched Statice with the belief that the right question can change everything. Today, we’re celebrating more than a milestone. We’re celebrating momentum, impact, and the human potential behind leadership growth.

One challenge many CEOs and board leaders face is navigating the often blurry line between staff leadership and board governance. Whether it’s a board president stepping in to make staffing decisions or an executive director weighing in on committee appointments, crossing these boundaries can cause friction, erode trust and ultimately impact the effectiveness of both roles. Both roles are vital to executing the mission and strategic goals of an organization.

When a crisis hits a business, there’s no time for guesswork. The way leaders respond in those first hours and days sets the tone for their team, stakeholders and the future of the business. This is when leadership is tested and defined.

Trust is the cornerstone of successful organizations. A leader's journey toward fostering trust involves embracing transparency, clarity, vulnerability, and feedback. Two case studies exemplify the transformative power of these elements using the Five Behaviors of a Cohesive Team model: trust, conflict, commitment, accountability, and results.

You don’t need to become an expert overnight, but building AI literacy and sharpening your digital skills can help you lead more effectively, make smarter decisions and stand out in your field.

In a recent Forbes Coaches Council article, members of the Culture Architects Group shared eight ways to use technology and data analytics to proactively shape and sustain a resilient company culture. Below are our proven strategies.

Even the most capable of professionals can find themselves caught up in unproductive thinking—especially when under pressure. Left unchecked, these patterns can affect decision-making, communication and how you show up for your team.

As organizations adapt to shifting structures, new leaders and post-pandemic expectations, one thing is clear: Trust is the glue that holds everything together. That was true for two organizations I recently worked with. In both cases, changes like workforce reductions, leadership transitions, restructuring and new values created environments where team members hesitated to admit mistakes, speak up or fully trust each other.

Want to help your team embrace a growth mindset?

In a recent Forbes Coaches Council expert panel, our founder Kathy Shanley had the opportunity to contribute alongside other leadership coaches on this very topic.

Want to get the recognition you deserve—without feeling awkward about it? Instead of boasting about your big wins, try demonstrating the impact of your work.

Change manifests in various forms—new policies, organizational rebranding or the launch of a new business line. Often, we create a vision for change and rush into execution, focusing on developing processes and success metrics. However, we may overlook a critical component of effective change management: building alignment at all levels—upward with senior leaders, downward with direct reports and laterally among peers.

Returning to the office doesn’t have to be a daunting transition!

As organizations bring employees back to full-time office work, balancing logistical concerns with employee well-being is key. One of the most effective ways to ease the process is by understanding and aligning with your team’s values.

When you step into a new executive leadership role, one of the most important things you’ll need to do is quickly establish trust with people within your organization. Without trust, even the best strategies and initiatives can struggle to gain traction.

The transition from a remote or hybrid schedule to full-time office life can be quite an adjustment, whether you’re returning after some time away or stepping into an in-person workplace for the first time. Understanding shared spaces, adapting to new routines and balancing your workload with co-worker interactions all require a shift in one’s mindset.

I’ve previously written about the four steps employees can take to exit their jobs gracefully, but exiting gracefully isn’t just about the employee who leaves. It’s also about how the organization handles that transition. I recently got a great question: “What about the organization? How can leaders exit employees gracefully when they resign?”

Stress and burnout are common among today’s workforce, as professionals often find themselves facing heavier workloads, shifting or unclear expectations and a lack of support.

When a friend becomes your boss—or you become theirs—it can create a challenging dynamic for many professionals.

Reflecting on how one’s work impacts the “big picture” within an organization is often considered the domain of executives and senior leaders. Though middle managers and lower-level employees play vital roles in shaping a company’s success and culture, they aren’t typically encouraged to reflect on their broader impact in the same way.

Read the latest Forbes Coaches Council expert panel on accountability. Follow their advice to refine your practices and create an environment where responsibility and ownership thrive, driving better outcomes for your team.