Busy schedules and constant activity are often mistaken for productivity, but what "truly" sets professionals apart is the ability to concentrate deeply and intentionally, an innovation expert says.
The fact AI outputs can "look like expert work" means employers need new ways to assess performance, or they risk promoting people based on capabilities they don't have, an HR leader warns.
One of the most "high-impact productivity tools" available to employees is sleep, according to a global executive who successfully shifted from being sleep-deprived and "always on" to sleeping for longer and being "intentionally on".
Some high-performers operate within an "impossible" system that rewards over-functioning and ends up keeping them "stuck", according to a performance specialist.
The brain focuses more on incomplete tasks than finished ones, according to an accredited coach, so if leaders don't practise "mental decluttering" the resulting build-up can become a major drain on their energy.
Researchers have developed a new metric that they say gives HR leaders a diagnostic lens for job design, employee development, and retention strategies.
Workplaces and work practices that cater for cognitive difference benefit everyone, according to an occupational therapist who describes neurodiversity as "one of the great untapped sources of innovation in the workforce".
The best ways to motivate employees in 2026 are much the same as they were 50 years ago, but many employers continue to rely on tactics that have "zero" long-term impact, according to a performance specialist.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.