The 2020s have been an unpredictable decade, to say the least. Stressful events have forced many people to reevaluate their careers, their work-life balance, and their relationships with employers.

Every day, we partner with leaders who strive to become more inclusive employers. They know that diverse teams can benefit their company in many ways, from offering different perspectives, being more innovative, and driving business performance – not to mention that it makes work more interesting and fun!

So, your company has been shortlisted, and you're in the running for an exciting GovCon opportunity. There's a good chance that you'll soon be picking up where the previous contractor left off.

Staff turnover is an unavoidable fact of life at every level, including the C-Suite. Every person in an organization will move on eventually—even if that person is the CEO.

When competing for a government contract, success can be a matter of fine margins. Every detail of your proposal needs to show that your firm is the right choice for this engagement.

I was recently at lunch with a CEO, and he stated how frustrated he was with their ability to find a C-level executive matching their organizational goals and culture. He felt they were wasting time and money with no actual results. I asked him what the biggest stumbling block was, and he thought it was that his team was struggling to find qualified talent. Not because they weren't capable, but because they didn't have the time to give the search the attention it needed to succeed.