Practical ideas about people, organization and AI.
Simple keys that help SMEs, startups and growing companies get organized and grow well.
The body's nine responses to a threat, from alertness to people-pleasing, how they show up at the office, why each person reacts differently and what a leader can do about each one.
Eighteen statements across six areas to review how you lead your team, how to read your result depending on whether you have been a manager for one, five or fifteen years, and how to compare it with your team's view. With a downloadable template.
Fifteen questions in six blocks, ready to copy into your tool, how to launch the survey in a week, how to read the favourable percentage and eNPS, and how to share the results with the team. With a downloadable template.
What Google found when it studied 180 teams, why psychological safety matters more than personality, the four MBTI dimensions and how they help a team, and five decisions for this quarter.
What must be provided in writing from 5 October under Royal Decree 723/2026, what the EU pay transparency directive will require, and five decisions for this quarter.
Why the most valuable people are the first to leave, the four causes behind almost every departure, the seven signals that come before a resignation and six measures to stop the drain, with Gallup data from 2026.
The ten symptoms Flamholtz and Randle use to measure whether the structure has been outgrown, the order BE 2.0 proposes for starting with people, and a table of who decides what at each size, from ten to a hundred people.
Recruitment, training, compensation, organisation, culture, communication, technology and coaching: the eight people decisions an SME makes every year, and what each model to lead them costs, from the payroll bureau to fractional HR.
Five ideas from the book Agentic Enterprise on what happens to an organization when part of the work is done by agents: the 10 / 30 / 60 split of the work, the diamond that replaces the pyramid, the five layers of governance and the three company models to choose between.
Six steps to hire well when there is still no HR department: define the contribution before the profile, set the salary band, choose the channels, screen against written criteria, interview for evidence and support the first ninety days.
Four steps to identify which tasks an AI agent can take on: analyse tasks rather than roles, choose the pilot on criteria, decide governance before deploying, and talk to the teams before touching the processes.
The AI Act timeline has changed: the toughest obligations are now delayed to December 2027. What's already in force, and why it's worth looking at how AI is used across the whole company, not just HR.
How to design the organization, assign owners per milestone, set up document traceability, and make the project coexist with day-to-day business after securing European or Next Generation funds.
Three free self-assessment tools to find out where your company stands today in HR, artificial intelligence and talent retention, and what your priorities are.
How to structure hiring order, salary bands and internal communication in the first 90 days after closing a round, a credit line or a grant.