When it comes to senior talent management and board composition, why do we think of ‘old’ age the way we do?
The pressures surrounding digital disruption and security are intensifying. And the digitization debate is gathering pace.
In times of Industry 4.0, the Internet of Things, etc., managers need more than ever before to be adaptable, open to change in leadership culture, and break with old patterns if they are to succeed as
Any credible career should follow an uninterrupted, upward trajectory, or so the assumption goes.
How Boards Can Safeguard Digital Assets Today For Success Tomorrow
Günther Tengel, Managing Partner of Amrop Jenewein in Austria, discusses traditional job descriptions and the question of whether the system of the working world is toppling, or evolving in a relative
Talent Management: When it comes to finding tomorrow’s leaders, radical new ways forward will be needed, Amrop’s Günther Tengel advises. The curiosity and motivation of candidates will be decisive.
As organizations venture down the path of globalization, they encounter a fundamental struggle: maintaining their core DNA across the new markets in which they grow.
Corporate leadership has to think in much broader terms today – not just about business strategy and people, but also about how those people engage and interconnect.
The war for leadership talent, combined with pressure on executive compensation packages, is a challenging mix for hiring organizations.