Publications and Posts

Relationships drive the world of business. So how do you prepare to make the best impression in a business environment? We provide a simple toolkit to regain control of our body language and make the most of opportunities from job interviews to high-stake presentations.

Read it here at PM360

With the era of Artificial Intelligence (AI) upon us, we reenvision a future in which AI is a work enhancer that turns the daily grind into an adventure. We explore managing organizational change with AI, in-demand skills in this AI era, and what skill can’t be replaced.

Read it here at PM360

Organizations are not just built on great products or services; they are built on great leadership. When groups emerge, so does the opportunity for leadership. Whether in organizations, sports teams, or international affairs, leadership is one of the most relevant phenomena. So, at its core, what is leadership in the workplace? We explore the answer to this question.

Read it here at HRM Outlook

While organizations invest heavily in technology, real transformation depends on leveraging people analytics to understand and empower their workforce. HR leaders who align analytics with business goals can turn insights into action, improving decision-making and outcomes.

Successful people analytics focuses on leadership, team dynamics, and business impact. It's not just about gathering data—it’s about interpreting it, diagnosing root causes, and acting quickly to drive retention, engagement, and performance.

Finally, people analytics should be a continuous habit, not a one-off project. Regular check-ins, celebrating progress, and embedding data-driven thinking into leadership help organizations stay adaptable and competitive.

Read here at HR Executive

Pharmaceutical and biotech organizations advance therapies through a sequence of interdependent stage-gates in which delays, rework, and knowledge discontinuities have outsized economic and patient consequences. Here, we argue that people strategy should be treated as an explicit pipeline–risk control. We introduce the People Analytics + Industrial-Organizational Psychology for R&D (PA‑IOP‑R&D) framework, which fuses people analytics with organizational psychology to reduce avoidable rework, protect time-to-milestone, and preserve tacit expertise. 

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