One of the biggest sunk costs to businesses is in recruiting the wrong person to a role.

That isn’t just about what it costs to advertise, interview and onboard a candidate. It also relates to the time it takes for you as a business leader or senior manager to go through the long- and short-listing process, the cost severing ties when it doesn’t work out, and the cost of re-advertising the role and repeating the recruitment process.

Warning: this blog contains spoilers relating to Season 4 of Succession

Sky Atlantic’s Succession is one of TV’s biggest and most talked about hits in a decade. Not since Breaking Bad closed its door in 2013 has a show gripped the imagination of audiences around the world.

The show can need little introduction for most TV connoisseurs, but if you did happen to miss all four seasons but plan to catch up with it, you might want to look away now. For everyone else, as long as you’ve finished S4 you can read on safely.

One of the biggest challenges facing senior business leaders in modern organisations is how to identify and then successfully manage change. 

All businesses have to be able to adapt quickly – either to fluctuating markets, changes in the economic outlook, or purely to drive efficiencies. But all change brings the risk of a negative impact on culture and behaviour.

Implementing change successfully in a business can be a complex and challenging process. Get it right and the chances are you’ll see a rapid upturn in productivity, employee retention and, ultimately, profitability.

Anyone who’s been in business for a while knows that all organisations are only as good as the people who work in and for them – which is why so much focus is now directed at strategies that aim to ensure employees understand their value at work.

People policies that are designed to foster an environment in which people feel motivated ad inspired to bring the best of themselves to the workplace tend to look beyond the extrinsic rewards of remuneration and holiday, and instead place an emphasis on training, career development, work/life balance and recognition.

We hear a lot about culture in business these days. Like diversity and inclusion and organisational values, there has been growing recognition that broader workplace culture is a key lever for the delivery of success.

But what is culture, and why is the way you and your people think and behave so important to what you see on your bottom line?