• Revamp Onboarding Plans: Onboarding, everboarding and professional development plans should be continuous. Take a look at your current onboarding plan through the eyes of your younger employees (ask for their feedback too) and integrate microlearning, collaborative learning, hands-on learning, mobile learning and personalized learning.
• Train on Email Communication: 73% of business is done via email and yet, no one is taught how to effectively communicate via email. Train Gen Z, and all staff, on the best practices of email communication. Offer microlearning opportunities such as LinkedIn Learning courses or allow employees to enroll in courses like Email Tip Academy. 
• Establish Meeting Etiquette: Create explicit guidelines, rules and best practices for meeting etiquette and expectations when running in person meetings, virtual meetings, client meetings and internal meetings. Gen Z needs a playbook, give it to them.
• Incentivize Relationship Building: Give Gen Z a reason to feel a sense of belonging in the workplace. While Gen Z is reliant on technology, they are also susceptible to isolation and loneliness. Curate opportunities to build professional relationships and facilitate relationship skill building.
• Teach Executive Presence: Teach Gen Z how to have executive presence. Gen Z knows their value but they struggle to communicate it, and how to communicate it humbly. Younger generations always think they are better than older generations. While they have a lot of learning to do, they also have good ideas too. Teach them how to convey their ideas in a productive way and watch the innovation of the company progress.

Relationship Mapping – This tool maps the connections between individuals or groups within a network, making it easier to identify key influencers, understand communication patterns, and reveal collaboration opportunities. The strategic visualization enables organizations to leverage existing networks to strengthen internal connectivity and optimize the flow of resources.

Social and Emotional Competence Training – The quality of connections in a human-centric network is deeply linked to social and emotional skills. Social and Emotional Competence Training is a structured approach that improves the quality of relationships within the network, reducing stress and enhancing communication. In fostering these skills, organizations boost network resilience and promote a more supportive, connected culture.

Strength-Based Assessments – In any network, energy flows most effectively through individuals’ strengths. Strength-Based Assessments help leaders tap into these natural energy channels by recognizing and activating what people do best. These assessments focus on individual strengths as a way to improve collaboration quality, resulting in more engaged, productive teamwork.

Network Connection Modules – These small-format, virtual sessions (for 10–25 participants) emphasize peer-to-peer learning and network building. Each 90-minute session follows a structured content plan, guided by a trained Learning Ambassador, to promote active engagement and meaningful knowledge-sharing among participants.

Community Learning Events – Designed for up to 200 participants, these events can run from 90 minutes to a half-day and are adaptable to in-person, virtual, or hybrid formats. They focus on community building and exchanging best practices. Community Learning Events foster a networked learning culture, promote collaboration, and strengthen organizational connectivity.

Through Talent Labs, organizations transition from traditional talent management to an adaptable, network-centered model that not only meets current demands but also positions them for future success. This approach addresses root talent challenges, while building a sustainable, interconnected workforce ready for the complexities of a rapidly evolving landscape.

Some participants talked about their coaching experience leading them to do more of what could be described as ‘ambassadorial behaviour’; a proclivity to talk positively about their employers both internally and externally.

Overall, five lasting effects of coaching emerged from the study:

– Sense making and better-quality thinking.

– Better performance-related behaviours.

– Boosted confidence and self-awareness.

– Better health and feeling energised.

– Positively impacting colleagues.

Humans are social creatures. While managing time and energy for deep work is essential, long-term isolation can negatively impact mental and physical health.

Remote work can reduce movement, with many people going from desk to sofa to bed without the natural activity of a commute. Without intentional habits like walking, stretching, or regular breaks, this sedentary lifestyle can lead to health issues.

On the other hand, commuting and office environments aren’t a universal solution. The key is recognizing that wellbeing requires balance. Organizations must create spaces, whether physical or virtual, that encourage connection, movement, and support.

Higher education serves as an excellent case study for the impact of refined DEI recruitment advertising.

Universities using targeted DEI advertising have seen remarkable results.

For instance, one state university refined its DEI recruitment advertising strategy by leveraging data-driven insights and targeted ad placements.

They saw a substantial increase in diverse applicants for faculty positions over two years, directly attributable to their refined advertising approach.

Access to advanced advertising technology, expertise, and data analysis allows organizations to make informed decisions about job ad placements and significantly improve diversity outcomes.

This insight highlights the importance of leveraging specialized tools and partnerships in DEI recruitment advertising efforts.