Practical tips, tools and ideas on leadership, management and organizational success

The challenges are real—but so are the opportunities for leaders willing to think differently. What’s the smartest hiring or retention strategy you’ve seen work in the past year?

Hiring for Growth: Embrace Diversity and Challenge to Avoid the Echo Chamber

But here’s the real opportunity for leaders: ✅ What story do former employees tell about your culture? ✅ Did they leave because they outgrew the role—or felt undervalued? ✅ Would they come back… and would you want them back

It’s also: 👉 “What did their exit teach us about how we develop and retain talent?” Because every exit is feedback. And every return is a second chance—to get it right. What’s your take on hiring back former employees? Have you done it successfully—or regretted it?

As a leader, I’m excited by LinkedIn’s new AI job search tools that let recruiters and candidates speak naturally about goals – a simple phrase finds relevant roles without exact keywords. Hiring teams can now describe roles in plain language, and the system will surface matching candidates. For example, typing “business partner in a gaming startup” finds relevant people even if those exact words aren’t listed.

Here’s what worked then—and what still works now: ⭐ Build early relationships: Partner with schools, training programs, and communities to create talent pipelines before you need them. ⭐ Leverage global talent: Tap into passive candidates and talent beyond borders. The right fit may not be next door. ⭐ Invest in upskilling: The skills you need might already be on your team—just waiting for the opportunity.