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More often than not, resistance to change starts with the superiors and managers at an organization. If top management doesn’t buy into the idea of implementing change, then there is little chance change will occur.

Organizations need a way to connect to the customers they are trying to reach. Every product, brand, and cause presents an opportunity for connection, but what will a person choose? Facing a staggering range of alternatives, people will connect with what is most meaningful to them. What seems most important. What is most relevant.

A tribal casino and resort organization discovered ineffective mid-level managers were creating undesirable work environments and driving a 40 percent turnover rate. The solution involved implementing training for not only mid-level managers but senior-level leaders, as well, to send a message of the importance of the training.

If you want to grow quickly in your career or personal or professional life, you must acquire two great habits: continuous learning and constant feedback.

There is no formula for being a great trainer, but there is a passion for helping others succeed. It’s not coincidental that this passion is also what helps define an exceptional leader. Great trainers lead, and great leaders train.

Turkish retailer Migros’ Perspective program combines in-class training, learning through experience, and cultural development programs. This is not only a training program; it also introduces participants to a different culture, social class, and lifestyle.

Companies must place an emphasis on soft skills development and presenting a bigger picture for their staff members. Soft skills help people to think more broadly about what their work is all about. Training focused on enhancing communication, building trust, and promoting teamwork, for example, fosters collaboration, cooperation, and esprit de corps.

Five key trends and best practices that companies should consider include the use of mobile technology, adoption of social learning tools, alignment with corporate objectives, use of adaptive learning principles, and the ability to measure effectiveness.

Three areas to address to beat ageism once and for all in your job search: Make your resume ageless, practice active job search practices, and tips to overcome the overqualified question in an interview.

How do we lead and manage in ways that help people to grow, rather than tell people to grow? To want to work, rather than have to work? By looking at the forefront of organizational theory, we can see it’s actually a matter of managing progress, not people.