ATD Footer Logo

Adobe Stock 315151793.ai

Content to help talent development professionals understanding the key factors affecting a business.

Business Insight

Man with big pencil. Couple of people flat vector characters isolated on white.

Adobe Stock 267567660.ai

Get a monthly dose of the latest organization development and talent management content, tools and templates, best practices, events, and more.

Open Email envelope icon with document. Newsletter 3d concept. Vector 3d illustration

Adobe Stock 496266585.ai

Talent Management Newsletter

Make the shift from activity-based to results-based talent development programs by applying a comprehensive and scalable evaluation process

Business people, teamwork and meeting for strategy, planning or corporate brainstorming discussion at office. Group of employees in team collaboration or communication in conference at the workplace

Adobe Stock 610212747.jpg

A graphic showing ATD's Certificates Seal

ATD_July2023_CertificatesSeal-128x128-v1

Certificate Program

Make the shift from activity-based to results-based talent development programs by applying a comprehensive and scalable evaluation process.

 Evaluating Learning Impact Certificate

Concept de l’intelligence et de la culture du savoir avec un homme qui arrose un arbre dont le feuillage est symboliquement remplacé par un cerveau.

Adobe Stock 326742352.ai

TD Magazine Article

Take on Tomorrow

Business Insight News Link 1

Motivated and ambitious employees in paper plane flying to professional success. Goals, teamwork. Conceptual collage. Concept of business, office lifestyle, employment, professional occupation, ad

Adobe Stock 619374147.jpg

What Fuels Business Growth?

Business Insight News Link 2

Business Insight News Link 3

ATD Blog

Business person watching leader climb on ladder. Concept business vector illustration.

Adobe Stock 184989116.ai

Why You’re Not Getting Promoted

Business Insight News Link 4

BRAND-Business Insight-Spotlight Card

Google Ad #1 - desktop - 970x90

Google Ad #1 - mobile - 300x200

Ad #1 for Generic Pages

The Latest

Google Ad #2 - desktop - 970x90

Google Ad #2 -  mobile - 300x200

Ad #2 for Generic pages

If you’ve been following the news in recent weeks, you’ve most likely seen the upheaval of the global financial markets. Many of our 401ks have become 201ks. Much of the turbulence and volatility is due to uncertainty. Uncertainty wreaks havoc. Uncertainty is the ultimate productivity killer (and mood killer). It’s the number 1 cause of workplace stress and anxiety too. When people don’t know what’s coming next, whether it’s a market downturn, a restructuring, or even just a shift in priorities, they often freeze. Fear and ambiguity lead to distraction, disengagement, and second-guessing. Great leaders know that uncertainty is inevitable, and more importantly, they know how to lead through it. Leadership isn’t about waiting for stability, it’s about creating clarity and momentum even when the path ahead is unclear. This week, let’s look at what leaders can do to keep their teams engaged, focused, and moving forward, no matter the circumstances.Reinforce Clarity and PrioritiesWhen uncertainty rises, leaders must double down on clarity. A lack of direction creates hesitation, and hesitation leads to stagnation. The best leaders make sure that their teams know exactly what to focus on, even when things are shifting.One way to do this is by clearly defining Team Key Results (TKRs), the critical outcomes that matter most. In uncertain times, teams often feel overwhelmed by competing priorities. By simplifying the focus to just a few TKRs, you create a stabilizing force that keeps everyone aligned. If everything feels like a priority, nothing actually is. Your job as a leader is to cut through the noise and define what success looks like right now.Communicate More Uncertainty breeds assumptions, and assumptions are dangerous. Without clear communication, team members fill in the blanks with worst-case scenarios. Leaders who proactively communicate early, often, and transparently reduce anxiety and build trust.Leaders provide context, not just commands. Instead of simply assigning tasks, they explain the why behind decisions. People are far more likely to stay engaged when they understand how their work contributes to the bigger picture. Even if you don’t have all the answers, being honest about what you do know (and what you don’t) creates a sense of psychological safety.Create Stability Through RoutineWhen the external environment feels unpredictable, leaders can create internal stability through structured routines. Regular check-ins, weekly progress updates, and consistent team meetings act as anchors, providing a sense of normalcy. These aren’t just about status updates, they’re opportunities to reinforce priorities, celebrate wins, and address roadblocks.Moreover, predictable cadence beats crisis mode. When teams operate in reactive mode, they burn out quickly. Establishing stable processes, whether it’s a structured weekly meeting rhythm or a standard way of handling shifting priorities, allows teams to focus on execution instead of constantly recalibrating.Keep Momentum With Small WinsIn uncertain times, big, long-term goals can feel overwhelming or even impossible. That’s why effective leaders break work down into manageable pieces, creating opportunities for quick wins that build confidence and momentum. Progress (even small progress) creates a sense of control.Ask your team: What’s the next best action we can take? When people feel powerless, action is the antidote. By focusing on what can be accomplished today, this week, or this month, you keep energy high and prevent paralysis.Guide With Resilience and OptimismYour team takes its cues from you. If you show signs of stress, uncertainty, or doubt, they will mirror it. However, if you project confidence, resilience, and optimism, they will follow your lead. Optimism doesn’t mean ignoring challenges; it means acknowledging reality while keeping people focused on solutions. The best leaders create a sense of possibility, showing their teams that uncertainty isn’t a reason to stop moving but an opportunity to adapt and grow.Leading Through UncertaintyUncertainty is a constant in leadership. The best leaders don’t wait for things to settle before taking action—they create clarity, structure, and focus even in the most challenging times. By reinforcing priorities, communicating transparently, maintaining stability, celebrating small wins, and leading with resilience, you can keep your team engaged and moving forward, no matter what’s happening around them.Now, take a moment to reflect: Where does your team need the most clarity right now? The sooner you provide it, the sooner you can turn uncertainty into momentum.

Leading With Clarity in Uncertain Times

May 2025 - TD Magazine

HBR IdeaCast

When employees build business acumen, they see how their work connects to the company’s success. 

Why Business Acumen Is Every Employee’s Competitive Edge

April 2025 - TD Magazine

March 2025 - TD Magazine

As the global economy continues to shift, CEOs face myriad challenges. Three key issues dominate their thoughts: attracting and retaining top talent, developing the next generation of leaders, and maintaining an engaged workforce. These interconnected issues highlight the need for a robust and future-forward leadership strategy. Let’s dive deeper into these concerns and explore actionable solutions, including strategies for uncovering untapped leadership potential within organizations.Attracting and Retaining Top TalentThe battle for talent has never been more competitive. Organizations are vying for skilled employees in a tight labor market. This need is complicated because workers seek purpose, flexibility, and growth opportunities in addition to competitive compensation.How to address this concern:Align Organizational Goals and Employee Values: When there is clear alignment between personal values and company mission, employees are more likely to stay engaged and committed. Leaders should articulate the "why" behind the organization's work and ensure it resonates.Leverage TKRs: Clear and measurable goals need to align across teams and foster clarity and motivation. TKRs help employees understand their contributions to broader company success.Plan for a Diverse Talent Pipeline: Companies with strong leadership pipelines show 22 percent more women leaders and 36 percent greater diversity in backgrounds. By intentionally cultivating a diverse bench, organizations can uncover hidden potential and create a stronger, more resilient team.Developing the Next Generation of LeadersSuccession planning and leadership development are critical, especially as leadership benches become leaner. 33 percent of HR respondents anticipate a growing need to develop internal talent. Many companies, however, struggle to identify potential leaders.How to address this concern:Surface Potential Earlier and More Broadly: Traditional markers of leadership potential often miss key talent, especially in hybrid and remote workforces. Utilizing digital assessments can help uncover high-potential employees who may otherwise go unnoticed.Create Dynamic Success Profiles: Defining key leadership competencies for critical roles—and revisiting them as organizational strategies evolve—ensures development programs stay relevant. Leaders cultivated with such dynamic profiles in mind are better prepared to step into new roles.Prioritize Virtual Leadership Skills: With the ubiquity of remote teams, companies must equip leaders with tools to identify and develop talent virtually. Such investment is especially critical for maintaining engagement and collaboration across dispersed teams.Maintaining an Engaged WorkforceEngagement fuels productivity, innovation, and retention, but only a fraction of employees feel truly connected to their work. For CEOs, this is a pressing concern that demands immediate attention.How to address this concern:Enhance Clarity Through Communication: Employees need to understand the purposes and goals of their work. Explaining the “why” behind decisions and tying them to long-term strategies fosters a shared sense of purpose.Foster a Culture of Recognition and Feedback: Employees who feel valued are more engaged. Regular feedback loops and recognition programs are essential for building strong culture.Build Psychological Safety: Employees perform best when they feel safe expressing ideas, taking risks, and admitting mistakes. Leaders should create an environment where collaboration thrives.Uncovering Hidden Leadership PotentialIn a tight labor market, organizations must rely on more than external hiring for leadership roles. Instead, they must look inward and develop existing talent.Key steps to surface internal leadership potential:Expand Leadership Scouting Efforts: Recognize that the greatest untapped leadership potential often resides in the lower ranks. Use unbiased assessments to identify high-potential employees across all levels.Diversify the Leadership Pipeline: Companies with diverse leadership pipelines see significant advantages in innovation and decision-making. Focus on recruiting and promoting from diverse candidate pools.Develop Virtual Capabilities: Strengthen leaders’ abilities to mentor and grow talent in virtual environments, ensuring they can connect with and cultivate potential in remote and hybrid teams.The Road AheadAttracting talent, developing leaders, and maintaining engagement are not isolated challenges; they are deeply interconnected. Lead in 30 provides a streamlined approach to leadership development by emphasizing clarity, alignment, and movement.By investing in tools and strategies that uncover hidden potential, foster engagement, and develop adaptive leadership skills, organizations can address pressing concerns and turn them into opportunities for long-term success.