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Developed by the Korn Ferry Institute, Korn Ferry’s global research and innovation think tank, this research-based model is designed to provide a quantifiable method for organizations to turn future threats into opportunities.

Model work/life balance by declining additional work, taking time off, and sending messages and requests inside normal working.; Source:Martin 2021b Additional key findings include: 73% of employees said alleviating burnout is their responsibility (not their employer’s).;52% of employees cite overwork and 33% cite a toxic workplace culture as factors that contribute most to burnout.;42% of women felt uncomfortable talking to their boss about burnout compared with 30% of men.;39% say flexible work hours would help alleviate burnout, more than any other benefit.

The next steps would be to understand all the potential designs, model varying scenarios and consider using, beyond 401(k)s, the other types of financial benefits an employer offers.

At BMS, for example, Gliboff is adding new roles for employees who can source and vet the data feeding AI models as well as craft prompts and verify the output.

“The RETAIN Maternity Leave Transition Coaching Model: Applying Schlossberg’s Transition Theory to Create a New Model of Executive Coaching.”

Hierarchical leadership models often fail to translate in the virtual realm, and are counter to the needs and demands of today’s workforce that seeks purpose and meaning in their work.

Further, by having a caring attitude modeled toward her, she’s become a more caring manager to her staff and helps spread positive word of mouth about the store.

Leaders must demonstrate their commitment to accessibility and belonging by providing necessary resources and support and by modeling the desired behavior.

In the era of the new normal — a mix of remote, hybrid and globally distributed work models, for example — employees want jobs that complement, not disrupt, their lives, and with that, they aren’t looking for a way out.

This is not a sustainable model.