When growth gets complicated, leadership alignment is everything. GLG’s coaching and mentoring programs are designed for institutions navigating high-stakes transitions, communication challenges, and team development. Here’s how we help leaders move with clarity and purpose.

New U.S. tariffs are disrupting global trade and forcing institutions to rethink everything from sourcing and compliance to leadership messaging and public trust. In this moment of economic and geopolitical volatility, strategic clarity isn’t optional—it’s urgent.

The controversy surrounding American Eagle's Sydney Sweeney campaign shows how quickly cultural messaging can become political. Here’s what brands and institutions can learn about reputation, representation, and trust in a global marketplace.

As global brands enter new markets, the unintended consequences of expansion are becoming harder to ignore. From rising housing costs to cultural erasure, gentrification is no longer just a local issue—it’s a global signal that companies must grow with more care. This blog explores how cities like Barcelona and Rio are pushing back, and what businesses can do to lead with integrity, inclusion, and respect for place.

A Generation at Risk: Why Defunding Youth Programs Hurts Everyone

The sudden closure of Job CORPS displaced hundreds of at-risk young people overnight, highlighting a growing national crisis. Across the U.S., youth justice alternatives and workforce development programs are being cut, leaving vulnerable teens with fewer pathways and harsher consequences. This isn’t just a youth issue—it’s a societal one. When we lose these programs, we lose public safety, workforce stability, and the future economic health of our communities.

Why Improving Employee Engagement Is No Longer Optional

Employee disengagement isn’t a trend—it’s a warning sign. With global unrest, burnout, and shifting expectations reshaping the workplace, leaders can no longer treat engagement like an afterthought. Today, it signals the health of your institution, the strength of your culture, and your ability to retain top talent. In this piece, Glass Ladder Group breaks down six actionable strategies organizations can implement now to build morale, retain employees, and create resilient systems that reflect the lived experience of work today.

The rise of artificial intelligence isn’t just changing tools, it’s reshaping the workforce. We’re entering the age of agentrification, a term used to describe the replacement of human workers with AI agents across knowledge-based and managerial roles. This shift is faster and deeper than previous automation waves, and it’s already impacting global employment systems.

According to the World Economic Forum, an estimated 92 million existing roles will disappear over the next five years. While 170 million new roles are projected to emerge, this disruption doesn’t come with a built-in safety net. In fact, 41% of employers globally report plans to reduce their workforce as AI automates key tasks.

For leaders, this isn’t just a technical challenge, it’s a cultural reckoning.

At Glass Ladder Group, we’re helping institutions confront this moment with clarity and compassion. Because how you integrate AI, who is trained, who is displaced, and how you communicate it, will shape your legacy and your workforce for decades to come.

We live in a time of constant connection—yet many people have never felt more disconnected. As digital tools reshape how we work, communicate, and lead, a quiet crisis is emerging: the erosion of genuine human connection. From remote workplaces to AI-driven interactions, the speed and scale of digitization often leave little room for empathy, nuance, or shared presence.

But restoring connection isn’t about resisting technology—it’s about rebalancing it.

At Glass Ladder Group, we believe that human-centered strategy is the antidote to digital fatigue. Whether it’s rethinking how teams collaborate, how leaders show up, or how institutions communicate their values, restoring connection requires intentional design. Because in a world where attention is fragmented and trust is fragile, organizations that prioritize real relationships—not just reach—will lead with greater impact.