writer, stickler for professionalism, wannabe athlete, fun wife, mediocre mom ... but always trying
United States (National)
Not enough data
Michele McGovern's focus is on human resources and employment, aiming to provide practical insights into workplace dynamics. She predominantly cites data and provides how-to guides, indicating an interest in evidence-based approaches and actionable advice.
Given her emphasis on citing data and providing practical guidance, Michele may be particularly interested in pitches that offer unique insights or original research related to human resources trends, employee engagement strategies, leadership development, or evolving workplace cultures.
She does not appear to have a specific geographic focus but instead seems to address universal aspects of the workplace environment. Therefore, relevant experts with global perspectives or insights applicable across various industries would likely capture her attention.
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If you're looking for a new generation of finance professionals — or just trying to hire one or a handful — you're likely at a disadvantage.
At work, across industries, continents and generations, this is one thing that will always be welcomed: Appreciation.
Click, watch and listen for more details on getting employees to adopt, embrace and make an impact with AI.
These six proven tactics from top-notch schoolteachers can help any finance leader become a better coach.
By: Michele McGovern
How much harder would you have to work to be a top-notch leader?
Some roles are defined by what you do . Marketing, sales and engineering, for example, are measured by action. Others are defined by what they know . That's finance.
Don't you hate the regret that sinks in after you make a poor decision? That feeling is exactly why finance leaders want to be better at decision-making.
For HR, summer isn't all sunshine. In fact, it usually presents some challenges for HR pros.
When you're a manager, it can be difficult to escape the whining these days.
When you hire, the ideal candidate would be talent-ready. Even if new hires didn't have all the skills and experience you need to fill each role, having them more prepared to take on the job would help.
