Narcissistic personalities frequently rise to the highest levels of power, whether in politics, business, or culture. This is no coincidence. It results from a combination of psychological traits and social dynamics that tend to favor such profiles in hierarchical structures.
Across the UK, companies are grappling with substantial resistance from employees as they attempt to implement return-to-office (RTO) policies post-pandemic. The period of widespread remote work has fundamentally altered expectations around autonomy, flexibility, and the nature of work itself.
Blurring lines between work and personal life is a growing issue in our always-connected world. Constant availability through emails, chats, and virtual meetings can make the workday feel endless. This increases burnout risk, harming employees and companies by reducing well-being and productivity. Fortunately, practical steps can restore these boundaries and prevent burnout.
A collaborative leader is someone who actively fosters cooperation within teams and across departments to achieve shared goals. Unlike traditional leaders who steer from the top down, collaborative leaders create space for dialogue, equality, and shared responsibility. The focus is on building connections, leveraging collective knowledge, and encouraging a culture where everyone feels free to contribute.
Hybrid working, where employees work both in the office and remotely, has grown significantly in recent years. This shift has pushed companies to embrace new technologies that enhance efficiency, communication, and collaboration. Artificial intelligence (AI) plays a crucial role in this process, enabling companies to optimize hybrid work models while improving productivity and the overall work experience.
Navigating the Hybrid Work Dilemma – an audio podcast from Harvard Business Review https://hbr.org/podcast/2025/04/navigating-the-hybrid-work-dilemma Prof. Choudhury is the author of the book “The World Is Your Office: How Work from Anywhere Boosts Talent, Productivity, and Innovation“
Teleworking offers advantages for both men and women, but women may benefit more in certain cases. This is due to societal role distributions, the balance between work and private life, and the way women and men handle flexibility. Traditionally, women often have dual responsibilities, combining paid work with unpaid care duties such as household chores and caring for children or other family members. Teleworking helps them balance these responsibilities more effectively.
Remote work has dramatically changed the way we work. What began as a temporary solution during the pandemic has grown into a global movement, driven by technology and a demand for flexibility. However, for some, the shine has worn off: companies and employees are encountering new challenges, and a trend of returning to the office is emerging.
Since the pandemic, companies worldwide have shifted to remote work. The benefits of working from home, such as flexible hours, reduced commute time, and a better work-life balance, made it attractive to many employees. However, now that the world is recovering, a trend is emerging where more companies want their employees back in the office. This shift raises questions: Why do companies want to return to traditional work structures? And is it the right choice for both employers and employees?
