As the world begins to uneasily re-open, all signs point toward a future that looks different from our past—and while the talk track is focused on a “new normal”, life in the Covid-19 context looks to be anything but. According to the American Psychological Association, psychologists define resilience as “the process of adapting well in the face of adversity, trauma, tragedy, threats or significant sources of stress”.
Brand builders and guardians know all too well that while a brand isn’t a human being—it shares some characteristics with humanity. Brands, like people, form relationships with consumers and other stakeholders built on trust, reputation and recommendation.
It’s Interesting to read various surveys around how the shift to remote working has changed employees expectations of leaders around effective engagement and communications.
We’re seeing a clear shift from generic, scripted corporate narrative to much more of a personality-led approach where organisations present themselves more informally, based around authentic people stories which are tailored to the audience.
Whatever your politics, daily briefings involving specialists make Governments around the world feel more accessible – as mirrored by rises in global trust in the recent Edelman CV19 Trust Barometer.
Business valuation fluctuates not only on the ability of the business to turn a profit but also from the reputation the business builds over time.
In the Covid-19 context, recent research by Edelman highlights that people are looking to employers not only to demonstrate leadership through this tumultous time, but also help, assist and serve.
Employees losing confidence in leaders throughout coronavirus pandemic Employee confidence in coronavirus-related decision making is taking a huge hit, according to a new survey. In mid-May, 59% of 11,000 respondents saw a decrease in the number of employees agreeing that their leaders were making effective decisions in the crisis. Compared to the result of the same survey taken at the start of the pandemic in mid-March, this proportion represented an average decrease of nine percentage points. Leader visibility was also shown to be in decline, with 57% of companies observing a fall in the number of employees agreeing that their leaders are appropriately available when compared to responses in March.