Coqual

A surprising statistic: 1 in 5 Gen Z workers say they've brought a parent to a job interview. In this new article by Jason Walker PsyD, PhD Psych in Forbes, it's easy to focus on the headline, but the bigger question is: What does this tell us about today's transition from school to work? As entry-level roles evolve and expectations rise, young professionals need more than technical skills, they need opportunities to build confidence, judgment, and independence. That growth happens through mentorship, constructive feedback, and workplaces willing to invest in early-career talent. This article offers an important reminder that preparing the next generation of leaders isn't just the responsibility of students or parents, it's also a responsibility of employers. Read the full piece here: https://lnkd.in/ga5qdYFx #FutureOfWork #Leadership #Mentorship #EarlyCareers #GenZ #TalentDevelopment

Sometimes the career you planned isn't the one you're meant to have. Jennifer Brown arrived in New York with dreams of Broadway. A vocal injury changed everything, but it also led her to discover a different calling: helping leaders build workplaces where people can thrive. In Coqual's latest blog, Jennifer reflects on reinvention, belonging, allyship, and why the most effective leaders today aren't defined by having all the answers, but by their willingness to stay curious, keep learning, and make room for others. It's also the story behind Coqual's Luminary Exchange, a community of leaders committed to navigating what's next, together. Read the piece here: https://lnkd.in/gHZSj47s #Leadership #FutureOfWork #Belonging #LuminaryExchange #LeadershipDevelopment

Most students spend months preparing for interviews, polishing résumés, and trying to become the "perfect" candidate. But what if they're asking the wrong question? In Coqual's latest blog, Bailey Anderson reflects on a realization many early-career professionals don't have until much later: the most valuable part of an internship isn't just the work. It's the people willing to invest in your growth. As organizations rethink early-career talent, this piece is a timely reminder that internships aren't just about gaining experience. They're about building confidence, judgment, and mentorship. Read the piece here: https://lnkd.in/gUtfvcXD #FutureOfWork #Mentorship #Internships #LeadershipDevelopment #EarlyCareers 

Here's a mind-blowing statistic: 70% of the workforce are caregivers. Yet most workplaces still operate as if employees don't have responsibilities beyond the organization. As @Julie Kratz writes so eloquently for @Forbes, supporting caregivers isn't just a benefit, it's a business strategy. Organizations that normalize leave, equip managers to support employees through caregiving transitions, and create pathways back to work retain more talent and build stronger cultures. One idea that stood out to me: returnships. As companies search for experienced talent, many overlook skilled professionals ready to re-enter the workforce after time spent caregiving. The future of work isn't just about flexibility. It's about designing workplaces that reflect the realities of the people who make them work. How is your organization supporting caregivers; not just in policy, but in practice? Read the full piece here: https://lnkd.in/gVWPgekW 

Who gets invited into the room where it happens? Once you're there, what do you do with the opportunity? Coqual's latest blog, "You're Invited Into the Room Where It Happens," by Arpan Narayan from DSG Global is a reminder that influence isn't just about having a seat at the table. It's about showing up with curiosity, asking better questions, and helping shape what's next. As workplaces continue to evolve, leadership is becoming less about having all the answers and more about creating space for meaningful dialogue, fresh perspectives, and shared learning. The future won't be built by one voice, but by the conversations we have together. Read the latest from Coqual here: https://lnkd.in/gSVhQwbk #Leadership #FutureOfWork #WorkplaceCulture #LeadershipDevelopment #Coqual

Movie theaters for naps. Fitting rooms for a moment to cry. It sounds like a social media trend, but it's also a signal. For many Gen Z employees, these spaces have become makeshift escapes from the pressures of work. The question isn't whether young workers are resilient enough. It's what this says about the workplaces we're asking them to navigate. If employees need to leave the office just to find a moment of peace, perhaps it's time to rethink not only how we work, but how we support people at work. India Today published this interesting piece on how the youngest generation in the workplace is dealing with burnout. Read it here: https://lnkd.in/gwxEwRYP Think about workplace norms that need to change to reduce burnout before it starts. Comment below.

Sixty years of research on women in leadership points to a surprising conclusion: attitudes have improved, but the experience of leadership hasn't. Harvard Business Review argues that organizations possess the tools to fix these gaps but have not yet summoned the will. Scholars Dwayne Whitten Wendy Boswell and Susan Grace O. found some interesting data: - 90% of women say women are judged more critically in executive roles, compared with 35% of men. - 83% of women believe they must be more exceptional than men to succeed. The takeaway isn't just that bias persists; it's that opportunity is still shaped by informal decisions about who gets visibility, sponsorship, stretch assignments, and the benefit of the doubt. As organizations rethink performance and talent in the AI era, we should also be asking: Are our systems truly recognizing potential, or simply reinforcing old patterns? Read this week's Weekly Pulse article here: https://lnkd.in/gqpzbsc2

Everyone knows performance management isn't working. Employees dread it. Managers avoid it. Leaders rarely trust it to tell them where their best talent actually is. Now add AI. As work changes faster than our performance systems can keep up, organizations face a much bigger question than how to improve annual reviews: How do we recognize and develop the human capabilities that matter most? One of the clearest windows into that question comes from the experiences of neurodivergent employees. Their experiences don't just reveal where current systems fall short for one group; they expose the hidden assumptions, blind spots, and outdated measures that prevent organizations from recognizing valuable talent across the workforce. It's time to rethink what performance systems are actually designed to measure, and whether they're measuring the right things. Join Coqual for The Future of Performance Management in the AI Age, where Isis Fabian - ACC, Amber Madison, and Dr. Victoria V. will share research, practical best practices, and real-world stories that challenge conventional thinking about feedback, evaluation, and talent. You'll leave with: • Practical approaches to building better performance systems. • A new perspective on the human capabilities today's systems routinely overlook. • An opportunity to partner with Coqual on upcoming research on this topic Whether you're rethinking performance management today or preparing your organization for what's next, we'd love to have you join us. Tuesday, July 28 at 12:00 p.m. ET Register here: https://lnkd.in/gT48mnHE

AI may be transforming work, but people remain at the center of every meaningful change. Coqual's recent session with the UBS HR team highlighted the vital role HR leaders play in shaping how AI is adopted, strengthening judgment, trust, and learning along the way. Thank you to everyone who made this conversation so candid and energizing. We’re excited to continue building a future of work that puts people first. Meaningful workplace change starts with meaningful conversation. If your organization is ready to explore what comes next, let’s talk about how Coqual can help.

Nearly half of employees surveyed said work had made them feel depressed at least sometimes in recent weeks. That's a sobering statistic, but what stood out to me most wasn't the problem. It was the solution. The Weekly Pulse this week features an article from Inc. Magazine by Kit Eaton tackling workplace depression. The research found that one of the strongest buffers against workplace depression isn't a costly wellness program or another employee perk. It's autonomy. When people have more control over how they work (their priorities, pace, and approach) they report better mental health, even when workloads are demanding. It's a reminder that leadership isn't about maximizing control. It's about creating the conditions for people to do their best work. A few questions worth asking: - Are we managing outcomes or micromanaging processes? - Do our teams have enough trust and decision-making authority? - Are we measuring productivity at the expense of well-being? Mental health isn't just an HR initiative, it's a leadership responsibility. Sometimes the highest-impact change costs nothing at all. Read the full piece here: https://lnkd.in/gqrETUPh What's one thing leaders can do this week to give their teams more autonomy?