Core Viewpoint - The article discusses the unexpected decline in U.S. private sector job growth in June, attributed to the impact of government layoffs, particularly from the Department of Government Efficiency (DOGE), which is expected to cut 288,628 federal positions this year [1][4]. Group 1: Employment Data and Trends - The ADP data for June revealed a surprising decrease of 33,000 jobs in the U.S. private sector, contrary to economists' expectations of a 100,000 increase, marking the first negative reading in over two years [1]. - The job vacancy rate in government sectors has decreased by 5% from January to April, while the application rate remains stagnant at levels seen in 2014, indicating a challenging environment for job seekers [2]. - Job applications from government employees have surged by 150%, particularly in knowledge-based roles such as data analysis and software development, as employees seek new opportunities amid fears of layoffs [2][3]. Group 2: Layoff Statistics and Industry Impact - In the second quarter of 2025, cumulative layoffs reached over 2.47 million, the highest for the same period since 2020, with a year-on-year increase of 39% [4]. - The government sector experienced a 46% month-on-month increase in layoffs in June, while the retail sector led private sector layoffs with 79,865 positions cut, a staggering 256% increase year-on-year [4]. - The technology sector has also seen significant layoffs, with 76,214 positions eliminated this year, reflecting a 27% increase, as companies face challenges due to high interest rates and reduced hiring needs post-pandemic [5].

Financial Data and Key Metrics Changes - Consolidated fee revenue for the fourth quarter was $712 million, growing 4% year over year at constant currency [15] - Adjusted EBITDA grew 8% to $121 million, with an adjusted EBITDA margin increase of 70 basis points to 17% [15] - Adjusted diluted earnings per share increased 5% to $1.32 [15] - Estimated remaining fees under existing contracts totaled approximately $1.7 billion, up 12% year over year [16] Business Line Data and Key Metrics Changes - Executive Search grew 15% year over year at constant currency, marking the fourth consecutive quarter of growth [14] - Digital subscription and license new business grew to 40% of total digital new business, up from 37% in the prior year quarter [14] - RPO (Recruitment Process Outsourcing) secured $119 million in new business awards, with 77% attributed to new logos [14] - Average hourly bill rates in consulting and interim portions remained strong at $454 and $131, respectively [14] Market Data and Key Metrics Changes - Fee revenue in The Americas was flat year over year at constant currency, with growth in Executive Search and RPO [17] - EMEA fee revenue grew 9% year over year at constant currency, driven by growth in Executive Search and Professional Search [18] - APAC fee revenue grew 8% year over year at constant currency, primarily due to growth in Executive Search and RPO [18] Company Strategy and Development Direction - The company is focused on extending its offerings and solutions, particularly in technology and AI, to drive organizational performance for clients [8][10] - The strategy emphasizes synergistic fee revenue sources, with 77% of clients purchasing two or more solutions [7] - The company aims to innovate and enhance its TalentSuite product, which is expected to create a significant impact in the market [9][14] Management's Comments on Operating Environment and Future Outlook - Management acknowledged the ongoing economic challenges, including a cost of living crisis and its impact on client spending [33][34] - Despite the challenging environment, the company remains optimistic about future growth opportunities and its ability to drive performance for clients [19] - The leadership team is focused on adapting to changing market demands and the need for different leadership qualities in the current economic climate [50][51] Other Important Information - The company returned $173 million to shareholders through share repurchases and dividends in fiscal year 2025 [18] - The company invested $44 million in M&A and $62 million in capital expenditures focused on technology platforms and product enhancements [18] Q&A Session Summary Question: Insights on new business trends and revenue trends by month - Management noted that May was stronger than April, indicating a positive trend despite ongoing uncertainties [23] Question: Executive Search growth specifics - Management indicated that long-term growth has been consistent, with quarterly fluctuations expected [26] Question: Update on sales cycles and client spending behaviors - Management highlighted a cost of living crisis affecting client spending and overall economic growth [33][34] Question: Performance of consulting and digital segments - Digital business grew 4% year over year, while consulting remained flat, reflecting larger engagements taking longer to implement [41] Question: Impact of international news on business confidence - Management expressed uncertainty about the impact of geopolitical events on business confidence, emphasizing the ongoing cost of living crisis [58][59] Question: Headcount productivity and revenue generation - Management discussed the importance of monetizing intellectual property and the scalability of their offerings [73][74] Question: Changes in leadership qualities sought by boards - Management emphasized the need for leaders who can embrace ambiguity and adapt to rapid changes in the market [50][51]

Core Insights - The report by Adecco Group highlights that despite increased investments in AI, only 10% of companies are considered "future-ready," meaning they have structured strategies to support employees in adapting to AI transformations [1][3]. Group 1: AI Investment and Employee Support - Digital transformation, generative AI, and artificial intelligence are identified as the three major technological trends impacting businesses before 2030, yet most companies lack adequate employee support programs [3]. - 60% of leaders expect employees to update their skills for AI, but 34% of companies have not established policies for AI usage in the workplace [3]. - Only one-third of leaders have engaged in enhancing their own AI capabilities over the past year [3]. Group 2: Leadership and Strategic Consensus - 53% of CEOs report difficulties in reaching timely strategic consensus within their teams, with confidence in AI strategy declining by 11 percentage points from 2024 to 2025 [3]. - In 2025, 58% of leaders express confidence in their AI strategies, down from 69% in 2024 [3]. Group 3: Data and Skills Gap - The lack of investment in data to understand and bridge skill gaps is a significant barrier to digital transformation, with only 33% of companies investing in this area [3]. Group 4: Characteristics of "Future-Ready" Companies - "Future-ready" companies are defined by their structured and accountable management of AI, employee adaptability, commitment to skill development, and preparedness for rapid changes [5]. - 64% of "future-ready" organizations report improved decision-making due to AI application, compared to 49% across all companies [5]. - 71% of "future-ready" organizations are very confident in their AI implementation strategies, while this confidence is at 58% for all companies [5]. - 65% of "future-ready" organizations are adopting skills-based workforce planning, compared to 56% of all companies [5].

今天分享的是：2025全球领导力展望｜中国报告 在历经巨变重塑的世界里,领导力正变得前所未有的关键且复杂。从疫情到人工智能 (AI)，全球性 的冲击相互交织,时刻都在考验着组织与个人的韧性。如今的商业环境对领导者提出了更新、更高的 要求,一个组织的健康状况以及长久维系,越来越取决于身处其中的领导者及其领导力的质量。 在达成业务成果的同时,领导者必须具备敏捷性 -- 能够应对快速变化,调整战略,并引导团队穿 越变革的浪潮,同时促进成长、推动创新以及建立有效的人际联系。他们必须将组织转变为更以人 为本的职场,打造能够适应变化、在不确定性中蓬勃发展的韧性团队。然而,现实情况却是,在有效 的领导力最为关键之时,人才储备却岌岌可危。我们的调研数据揭示了当下领导者面临的挑战与机 遇。那些有策略地投入资源以支持领导者成长的组织，在领导者效能、敬业度和留任率方面都有显 著的成效。 报告共计：67页 《2025全球领导力展望｜中国报告》围绕中国领导力展开深度剖析，通过对2568位中国领导者和228位HR专业人士的调研， 并与全球数据对标，呈现当下领导力发展的现状、挑战与机遇。在充满不确定性的商业环境下，中国CEO最关注经济衰退 ...