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Decades of concern about negative impacts of annual performance reviews has crystallized into a growing consensus among academics, HR executives and many business leaders: when they are done badly or the wrong methodology is used, they can do more harm than good.

Selecting the right coaching provider is key to achieving the desired results and return on investment

Future-focused perspectives for business leaders as they navigate today’s changing world of work.

Why an investment in Executive Transition Support is just as important as your Executive Search strategy

The Future of Work is here, but are you ready? New research from LHH uncovers the state of readiness in today’s workforce. Dr. Mary Clare Race, Chief Innovation and Product Officer at LHH, introduces the Readiness Index — a game-changing study of the conscious and subconscious drivers behind preparing for a changing career.

Think beyond the obvious when building a network. “Everybody you know is your network. Everyone—from former colleagues, to suppliers, relatives and friends, to your dentist and people in community or leisure activities. Ask yourself, ‘who do I know?’ That’s your network.”

Whether it’s onboarding new hires, or helping existing employees navigate a complex business transformation, integration coaching is the missing link to getting the most out of your talent.

It’s important for candidates to regain their sense of power and value in their own abilities, and feel they have an equal seat at the table with prospective employers in deciding their fate. Acceptance is that stage in the grieving process when you’ve made peace with what is and are ready to move forward.

We need to start thinking about coaching less as a single tool or an executive-level perk, and more as a toolbox that contains multiple implements to improve overall talent management.

Heavy hitters in the career transition industry are pulling out of long-standing engagements. Career transition support has been pared way back. In a stroke of ultimate irony, the industry that has responded when employers need to downsize is undergoing its own unparalleled downsizing.

Half of all people who are quitting jobs and moving on would have stayed if their employer had “done something.” The bigger question for employers who are losing some of their best people is – done what?

In the current hiring landscape, successful employers must pull off an incredible balancing act by expanding their candidate pools and the diversity of their applicants, streamlining their processes, and improving the candidate experience.