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.

As October 1st, the end of the fiscal year gets closer, so does the potential for a government shutdown. Understandably, questions about how to prepare for a shutdown are top of mind for government contractors. We’ll discuss considerations and how to prepare your workforce for an uncertain situation.

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.

Growing a successful business is all about having the right strategy. Most leaders know this, which is why they pour so much energy into crafting the ideal market-facing strategy.

When your company starts work on a government contract, you might that you’re spending a lot of extra time on HR. You still have to tackle private-sector HR challenges--such as attracting, engaging and retaining people—but now you also have to deal with a new set of federal HR regulations.