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Employee disengagement is a silent drain on productivity, innovation, and morale, a challenge faced by organizations worldwide. But when a team member checks out, where does the responsibility truly lie? Is it a personal failing, a lack of individual drive, or is the larger organizational environment — perhaps even global trends — creating conditions ripe for apathy? This question is more complex than it appears, and understanding its nuances is critical for leaders aiming to re-ignite passion in their workforce.

For too long, HR has been perceived as a reactive function. As a Senior Consultant at ANC Global, I believe it’s time to redefine that narrative, especially through the power of Strategic Workforce Planning (SWP). This isn’t just about forecasting headcount; it’s about transforming HR into a vital diagnostic tool and a future-shaping capability for your organization. In this piece, I’ll provide HR Directors with the actionable framework needed to get SWP right in 2025 and beyond, solidifying your strategic role at the highest levels of leadership.

In the high-stakes world of corporate leadership, we often credit CEOs’ strategic prowess or market acumen for a company’s success. Yet, there’s a powerful, often-underestimated strategic partner quietly shaping the battlefield: the Head of HR. This crucial role extends far beyond traditional administration, offering a unique edge that directly helps the CEO win in today’s complex business environment. This article delves into the less-talked-about ways your Head of HR becomes an indispensable architect of organizational triumph.

The rise of AI in the modern workplace presents a fascinating paradox. On one hand, it promises efficiency and unprecedented analytical power. On the other, it sparks a significant concern: could these powerful tools inadvertently kill the creativity of our most valuable asset – our employees? We examine the nuanced ways artificial intelligence is interacting with human creative processes, seeking to understand if it’s a threat, a tool, or something far more complex for your team’s innovative spirit.

The boardroom agenda in the Middle East and North Africa (MENA) region is as dynamic as the economic and geopolitical landscape it operates within. As we navigate 2025, a distinct set of critical issues is commanding the attention of board directors across the region. This article delves into the top three concerns that are shaping their strategic discussions, influencing their decisions, and ultimately impacting the future trajectory of businesses in MENA.

In the pursuit of ambitious sales targets across the MENA region in 2025, the strategic alignment of HR and sales functions is paramount. This analysis of the state of sales leadership reveals the crucial HR and talent priorities that are enabling organizations to attract, develop, and retain top sales talent. Understanding these interconnected priorities is essential for any business aiming to achieve sustainable sales growth in the Middle East and North Africa.

The world of global mobility is in constant flux, and as we move further into late 2025, several key trends are no longer on the horizon – they are here, demanding immediate attention from HR leaders. Ignoring these shifts could leave your organization struggling to attract, deploy, and retain international talent effectively. This article breaks down the five most crucial global mobility trends that require your action now to ensure your workforce strategy remains competitive and compliant.

It’s a question echoing in many marketing departments: why are our talented and passionate team members increasingly showing signs of burnout? The answer isn’t simple. It’s a complex interplay of factors, ranging from unrealistic workloads and a lack of clear boundaries to the constant need for creativity and the pressure to deliver measurable results. This article delves into the key drivers behind this concerning trend, offering insights into the pressures unique to the marketing profession.

The effectiveness of any corporate board hinges on its people and its strategic foresight. In 2025, both of these aspects will be tested by a unique set of challenges. This piece explores the difficulties boards face in fostering strong internal dynamics and communication, alongside the critical need to guide their organizations through an era of rapid technological change and evolving market demands. By understanding these human and strategic hurdles, boards can better equip themselves to lead with clarity and purpose.

Leadership transitions in 2025 are redefining how organizations navigate disruption, culture, and strategy. From Microsoft’s change at the top to TikTok’s structural overhaul, the leadership landscape is evolving fast. In this blog, ANC Global unpacks high-profile transitions and shares how businesses can prepare using proven frameworks like the Leadership Assessment Framework and Cultural Transition Plan.