What is it that holds you back? What pushes your employees or peers to burn themselves out? What halts growth and stifles innovation? What keeps cultures from overcoming periods of apathy? Some might point to poor company culture, faulty leadership, or even personal mental health and wellness. But one thing ties them all together—permission.
The Affordable Care Act (ACA) requires applicable large employers (ALEs), meaning employers that averaged at least fifty full-time employees (including full-time equivalent employees) during the preceding calendar year, to offer at least 95% of their full-time employees and the children of those employees who are under age 26 medical coverage that qualifies as minimum essential coverage.
In the social media beehive, you’ve likely come across the term thought leader. You’ve probably seen posts about how people can become the most trusted advisors and experts in their fields.
Many people want to be considered a thought leader, and with all the advice floating around, it may be hard to know what your first steps should be to carve out such a position within your niche.
The federal No Surprises Act protects health insurance consumers from being billed for anything other than typical in-network cost-sharing when they receive emergency care from an out-of-network facility or when they are treated without notice from an out-of-network provider while at an in-network medical facility. In these cases, healthcare providers must work out any billing differences directly with the consumer’s group health plan and/or health insurance issuer.
The Administration recently announced its intention to end both the COVID-19 pandemic national emergency period and the public health emergency as of May 11, 2023. The end of each will bring about many public health developments, including very significant changes related to employer-sponsored health plans.
The art of leading a productive and enlightening conversation is at the essence of success. Whether you’re conducting a job interview, talking to a client, or working with your team, you need the power to get as much out of every conversation as you can.
You need to inspire, to be purposeful and clear, to obtain and share quality information, and to connect on a human level—all of which needs to happen naturally and in as few words (of yours) as possible.
As your organization has settled (or is just now settling) into offering remote work as a long-term solution after the pandemic, it’s time to re-evaluate your employee benefits strategy to match the needs of your remote employees.
It’s not surprising that employees working from home have different needs than those working in an office. While it may seem obvious, it will still take time and effort to design a strategy that matches these new needs.
Cultivating a self-aware team is crucial if you want to increase performance.
Awareness is more than a personality trait—it’s a competency directly linked to high-performance teams. Teams with high self-awareness make better decisions, interact with each other better, and manage tensions and conflicts more effectively. Just imagine what your team and organization could accomplish with self-awareness!
Powerful businesses stem from successful teams, and strong teams stem from effective leadership.
But all too often, people are placed in managerial roles because of their technical skills, without considering their ability to lead effectively. This can set managers up for failure, as they may not have learned and developed the necessary skills and tools.
A recent survey in the UK found that over a quarter of respondents who managed other people had never received formal management training. As research done by Gallup showed, the quality of the manager or team leader was responsible for at least 70% of a noted change in employee satisfaction with recognition and workplace relationships. This demonstrates the significant impact a manager’s skills and abilities have on the team’s engagement and motivation.
Ninety-five percent of people think they are self-aware, but only 10-15 percent actually are. It is a hard truth to swallow, but that only means growth is ahead.
When leaders are self-aware, they know what emotions and feelings drive their behaviors and actions. Their ability to recognize these emotions and feelings can help them understand what drives their team members and how to effectively lead them.
