I have served on a wide array of corporate and nonprofit boards. Based on that experience, I want to share a list of questions I created to distinguish between the silk purses and sow’s ears of board opportunities.
For the “live-to-work” generation, “loyalty” was a requirement to succeed at the highest levels. They define themselves by their jobs, the companies they work for and the roles they play at work. Therefore, retirements and corporate transitions are hard.
Scholars have debated whether ideas determine actions, or vice versa. Do we eat brown bread because we like it, or do we like it because we eat it? Social psychologists have found that change can flow in either direction, and often does.
Organizations, whether for-profit or nonprofit, want to be noticed in order to gain new customers and grow. But the amount of information available today sometimes makes it hard to stand out.
A commercial interior design firm works to help companies find a space that’s an effective setting for their operational and aesthetic needs, and tailors its services to best suit specific client goals.
Significant and growing scientific evidence shows that the primary determinant of health or disease is not genetics, but lifestyle. In recognition of this connection, a relatively new style of treatment, known as lifestyle medicine, is increasingly being seen as an alternative to traditional treatments used on chronic diseases.
The Pittsburgh region is nonprofit rich, which helps make the area a special place to live and raise a family. But it also makes it incredibly competitive for funding, which means nonprofits need to build powerful boards of directors who can help advance the mission of the organization and ensure its perpetuity.
It’s never too early to start thinking about your ownership-transition strategy, regardless of where your business is in its life cycle. Here’s an overview of some of the choices, in order to help you consider all the options you can pursue.
Many of the key reforms of the Affordable Care Act became effective in 2014, including health plan design changes, increased wellness program incentives and reinsurance fees. Additional reforms become effective in 2015 like the Shared Responsibility Penalty for applicable large employers. Here’s how to review these upcoming requirements and develop a compliance strategy for 2015.
This time of year is a great time for businesses to look back at their performance for the calendar year and do some forensics. What
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