Myriam Lonneville advocates Smart Change/smart restructuring as a continuous and effective strategy in navigating the current challenging economic climate. Restructuring and Change should be approached strategically and with careful consideration of various factors like market dynamics, organisational capabilities, and long-term goals. In “The Actual Economic Climate: A Threat or Opportunity for Sustainable Entrepreneurship?”, Myriam elaborates in a clear and well-founded manner on the 7 key elements which need to be aligned to support companies through Smart Changes and thus securing Sustainable Entrepreneurship.

What does the acronym VUCA actually cover? Ann Leonard provides a clearly formulated answer to this in “Wat is VUCA en wat kan het betekenen voor het HR-beleid van uw onderneming?”. She also shows through a number of examples the crucial role HR can play in a VUCA context as well as the contribution management as employees can make to the success of the organisation in a world characterised by Volatility, Uncertainty, Complexity and Ambiguity.

In the dynamic landscape of modern business, mergers, acquisitions, and carve-outs have become integral strategies for organizations seeking growth, efficiency, and market expansion. However, these strategic moves bring forth a number of challenges, especially when it involves people. In “Navigating the HR Transformations and Post-Merger Success: A Masterclass with NS People”, Ness Sbai delves deeper into the world of post-merger HR integration, exploring nuances and challenges.

Change communication, a subset of strategic internal communication, is crucial as it focuses on rallying employees during change. Over the past 2 decades, Martine Van Driessche has experienced some key principles related to leadership to be game changers, such as “Acknowledge the timing and how each phase requires a different communication ‘sauce'” and “Change without supporting people managers is doomed to fail”.