Influencing Elections Overnight Through Tiktok: Let’s Test the Power of the Digital Services Act?

December 1, 2024

The recent election results in Romania have shocked the political scene. Călin Georgescu, a political outsider until recently but a name sporadically mentioned in Romanian politics, managed to secure victory through an unexpected and largely overlooked campaign predominantly conducted on TikTok. However, his success raises alarming questions about mass influence, electoral interference, and insufficient regulation of digital platforms.

Is this the new formula for becoming Head of State? Can one become President overnight through TikTok? Is there a legal framework to investigate what happened and identify who financed the online campaign? Could the European Commission and Romania Digital Services Coordinator, namely the National Authority for Management and Regulation in Communications (ANCOM), pursue a deeper investigation?

TikTok can help you become President overnight

Călin Georgescu leveraged TikTok in an unprecedented way for presidential elections, turning the platform into a highly effective electoral propaganda tool in a remarkably short time. His content, launched primarily in October, consisted of short, emotional videos with nationalist messages that quickly captivated audiences. TikTok’s algorithms are designed to maximize user engagement by prioritizing content that evokes strong emotions such as anger, pride, or fear—emotions easily exploited in political contexts. Georgescu’s campaign capitalized on these vulnerabilities, generating a near-hypnotic wave of support that garnered over two million voters.

Unlike other candidates, Georgescu had little public presence outside TikTok, yet he managed to overtake the content on the platform. His campaign was bolstered by networks of micro-influencers, many of them paid, and anonymous accounts that aggressively shared pro-Georgescu messages while attacking his political opponents with disinformation. For instance, videos falsely claimed that other candidates were puppets of foreign interests.

Even more concerning, subsequent investigations revealed potential involvement by external actors amplifying this propaganda. Bots and accounts coordinated from outside Romania contributed to the promotion of his messages, suggesting electoral interference. The question remains: do we have the tools to trace these activities?

Additionally, many videos featured misleading or outright false information, presented in accessible and oversimplified formats. For example, Georgescu was portrayed as the “savior leader” of Romania, while his opponents were vilified through conspiracy theories. The cumulative effect was extreme polarization and massive mobilization among his electorate.

Let’s see if the Digital Services Act can provide some answers?

The European Union recently adopted the Digital Services Act (DSA), legislation aimed at combating disinformation, regulating online content, and ensuring algorithmic transparency on digital platforms. In theory, the DSA provides robust tools to prevent such abuses:

Algorithmic transparency: Platforms like TikTok are required to disclose how their algorithms function and allow external audits.
Reporting of illegal Content: Governments can request the rapid removal of disinformation or content that violates electoral laws.
Platform accountability: TikTok could face financial penalties for failing to prevent the spread of false or manipulative content.
Systemic risk prevention: TikTok is obligated to conduct periodic evaluations of systemic risks associated with the platform, such as the spread of disinformation or electoral interference. In the Romanian context, the platform could be investigated for negligence in identifying risks linked to the dissemination of manipulative content.
Cooperation with national authorities: The DSA mandates platforms to cooperate with member state authorities regarding the removal of illegal content. Electoral authorities in Romania could invoke the DSA to request the removal of disinformation videos and explanations regarding their origins.
Transparency in political advertising: Platforms must provide clear information about political ads, including their funding sources and purposes. If videos widely distributed on TikTok were funded by external actors or opaque networks, TikTok could face sanctions. TikTok maintains an ad library, for instance, where all sponsored content can be accessed.
Illegal content dissemination: Electoral disinformation may qualify as illegal content under Romanian law. TikTok should have taken prompt action to remove such materials.

Challenges in Implementation

Although the DSA offers a robust framework, its implementation is still in its early stages, and Romania has proven vulnerable to such campaigns before the regulations became fully operational. TikTok, for example, maintains an ad library where all sponsored content should be accessible. Yet, in this case, the clarity and transparency of sponsorships remain questionable (example).

The DSA also allows the European Commission to impose sanctions on platforms failing to meet their obligations, with fines of up to 6% of their global revenue. Romanian authorities can refer cases to the Commission for formal investigation in collaboration with Digital Services Coordinators (DSC), such as ANCOM in Romania. ANCOM could request details about the financial backers and accounts used to fund political ads, leveraging TikTok’s ad library as a starting point.

While the DSA does not directly address foreign electoral interference, it provides a basis for investigating bot networks or coordinated fake accounts operating from outside the EU. Romania can also collaborate with the EU Cybersecurity Agency (ENISA) to identify and counter such threats.

Additionally, TikTok is a signatory of the EU Code of Practice on Disinformation, which sets voluntary measures to combat disinformation. EU authorities could examine whether TikTok adhered to its commitments under this code.

What’s Next for Romania and the EU?

Călin Georgescu’s victory demonstrates the susceptibility of European democracies to digital manipulation. Romania must urgently modernize its electoral legislation to address technological threats, while the EU must rigorously enforce the DSA and work closely with member states to safeguard election integrity.

Public education on digital literacy is equally crucial. Voters must understand how digital platforms operate and how they can be manipulated. Only through a combination of regulation, education, and vigilance can Europe mitigate the devastating effects of disinformation on platforms like TikTok.

Romania’s case should serve as a wake-up call for the entire European Union. While technology offers immense opportunities, without adequate regulation, it can become a dangerous weapon against democracy.

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About the Author

Denisa Avram is an affiliate expert for Europuls – Center of European Expertise, public policy analyst and political communication expert, specialized in technological regulation, digital security and combating disinformation. With a career in European public affairs, Denisa previously worked for various technology companies such as Glovo or eBay. Her articles, published in leading European publications, address topics such as the influence of digital platforms, algorithmic transparency and the role of the European Union in technology regulation. Denisa frequently collaborates with experts in cyber security and European legislation, providing detailed analysis on contemporary challenges in the digital space.

She graduated with a BA in European Studies as well as a MA in Public Affairs at Maastricht University. He then continued his academic career with an Advanced Master’s in International Relations and Diplomacy at the College of Europe in Bruges, Belgium.

Denisa is passionate about digital education and supports initiatives that promote media literacy and responsible online platforms. Through her work, Denisa aims to raise public awareness and help strengthen democracy in the technological age.

The Impact of Geopolitical Tensions on International Corporate Law

December 1, 2024

By Friedrich Helml and Julia Helml

In recent years, the increasing influence of geopolitical tensions on global business operations has become undeniable. From sanctions to supply chain disruptions, international corporate law is evolving to meet the challenges posed by shifting political landscapes. Companies are no longer just concerned with navigating the complexities of business regulations—they must also account for the economic and legal consequences of global conflicts. The escalating tensions between the U.S. and China, as well as the ongoing Russia-Ukraine conflict, highlight how geopolitical risks can swiftly impact international commerce, trade, and investment.

One of the key mechanisms through which geopolitical forces influence corporate law is the use of economic sanctions and trade restrictions. These legal tools, designed to exert political pressure on specific nations or entities, have far-reaching effects on multinational companies. Sanctions targeting Russia, for instance, have created ripple effects across Europe and beyond, forcing businesses to reconsider their dealings in the region. Companies that fail to comply with sanctions or navigate these changes effectively risk significant reputational and financial damage. Legal teams are now tasked with not only ensuring compliance with sanctions but also managing the reputational risks of operating in politically unstable areas.

Beyond sanctions, geopolitical tensions also create logistical and legal complications for businesses operating in conflict zones or politically unstable regions. Traditional legal systems, such as courts, may become unreliable in war-torn areas, prompting businesses to seek alternative dispute resolution mechanisms like arbitration. However, even arbitration can be politically charged, and, in any event, any judgement or arbitral award must also be enforced in countries or regions affected by geopolitical tensions. The need for agility in such environments has never been more apparent, as companies must remain flexible to adjust to rapidly changing legal and political circumstances.

Another prominent example of geopolitical tension shaping corporate strategy is the ongoing U.S.-China rivalry. With both economic and political friction between these two global powers, businesses are increasingly caught in the middle. U.S. export controls, which limit the sale of American technology to Chinese firms, add layers of complexity to cross-border transactions. Similarly, China’s data localization laws, which require foreign companies to store data domestically, challenge businesses to reconcile competing legal frameworks. Companies must constantly balance these conflicting regulations, ensuring they remain compliant while protecting their global operations.

Geopolitical tensions not only influence operational and legal strategies but also corporate governance. Corporate boards must now incorporate geopolitical risk management into their broader risk assessment frameworks. This goes beyond traditional financial or operational risk analysis and requires legal teams to be fully engaged in identifying potential geopolitical vulnerabilities. Some companies have begun appointing specialized geopolitical risk committees or hiring chief geopolitical strategists to navigate these complexities. These experts provide valuable insights into how political decisions can influence business environments and legal frameworks, helping businesses anticipate potential risks.

In response to the challenges posed by geopolitical risks, many companies are reevaluating their supply chains and market diversification strategies. By expanding operations across multiple regions, businesses can reduce their exposure to geopolitical turmoil in any one area. Diversifying supply chains has become a critical strategy for maintaining operational flexibility and avoiding the disruptions that result from sanctions, trade barriers, or political unrest.

Another legal strategy that has proven effective in managing geopolitical risk is the inclusion of flexible contract provisions, such as force majeure and exit clauses. These provisions allow businesses to suspend or terminate contracts in the event of unforeseen political events, such as sanctions or military conflicts. Force majeure clauses, in particular, have been critical in enabling companies to adjust their obligations when geopolitical events render the fulfillment of contracts impossible or impractical.

Corporate law is also adapting to the new realities of “weaponized interdependence,” a concept where countries use their control over global economic networks as a form of political leverage. For example, the U.S. leverages its control over the SWIFT financial messaging system to enforce sanctions, while China wields its dominance in global supply chains to exert influence over foreign businesses. Companies operating in these economic networks must be acutely aware of how geopolitical actors may manipulate the system to achieve their political goals.

As the landscape of international business becomes increasingly shaped by geopolitical forces, corporate law must continue to evolve to address these emerging challenges. Legal frameworks that once relied on global institutions such as the World Trade Organization (WTO) are being supplanted by bilateral agreements, sanctions regimes, and new forms of economic competition between states. Businesses must now adapt their operations to reflect this reality, ensuring that their legal strategies are flexible, forward-looking, and aligned with the evolving geopolitical environment.

In this context, legal advisors play an essential role in guiding companies through the intricacies of geopolitics. Legal teams must stay informed of developments, help businesses navigate complex regulatory landscapes, and advise on risk mitigation strategies. In an era where political instability can severely disrupt global operations, having a legal framework that is both adaptable and comprehensive is key to ensuring long-term business continuity.

Geopolitical tensions are not going away anytime soon. For companies operating on a global scale, incorporating geopolitical risk management into corporate governance and legal strategies is no longer optional—it is essential. As businesses continue to confront an increasingly fragmented and politicized global market, legal advisors must provide the expertise and tools necessary to safeguard business operations and ensure resilience in the face of evolving geopolitical threats.

In conclusion, the future of international corporate law will be shaped by the continued influence of geopolitical tensions. As countries increasingly use economic tools to further their political objectives, businesses must adapt their legal and operational strategies to navigate the complexities of this new environment. Only by staying ahead of these challenges can companies ensure they are well-positioned to succeed in the global marketplace.

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About the Authors

Friedrich Helml PhD, holds an LL.M. in international law from Duke University. After seven years managing international litigation, arbitration, real estate, and M&A transactions in Vienna, he founded Aliant Helml Rechtsanwälte GmbH in 2014. As Senior Partner, he oversees its offices in Vienna and Linz.

Julia Helml, LL.M., studied in Vienna and California, earning her second LL.M. in U.S. law from Santa Clara University in 2011. An expert in transactional and corporate law, she’s recognized by Chambers for her ability to translate business ideas into legal solutions, advising on high-value transactions and international arbitrations.

Ways to Build Trust with Non-Family Employees in Family-Owned Companies

December 1, 2024

By Alfredo De Massis and Emanuela Rondi

Building trust in family-owned companies involves overcoming challenges from overlapping family and business dynamics. Non-family employees often face a “glass ceiling” due to perceived favoritism and limited career growth. Strategies like transparency, inclusivity, fairness, and leading by example help foster a supportive environment where all employees feel valued and motivated in the family firm.

Trust is the cornerstone of any successful organization, fostering a cohesive and high-performing workplace. In family-owned companies, building trust presents unique and complex challenges. The overlap of family dynamics with business operations creates both opportunities and obstacles. On one hand, the involvement of family members often fosters long-term relationships and stability, with family members and long-tenured employees contributing to low turnover and continuity. In fact, in a family firm, employees are frequently viewed as part of an extended family, fostering a culture where personal relationships are valued. On the other hand, non-family employees may encounter a “glass ceiling,” where their career advancement is perceived to be capped by familial succession plans and favoritism. This perception of nepotism, coupled with a lack of inclusiveness and transparency in decision-making, can lead to feelings of alienation and erode trust. Addressing these concerns is essential to creating an equitable organizational climate where all employees feel valued and supported. Here are actionable strategies for family-owned businesses to build trust with their non-family employees.

1. Transparency

Openly sharing business goals and clearly defining family members’ roles prevents perceptions of favoritism. When employees understand the business’ direction and see that family involvement is balanced with meritocracy and professional qualifications, it reinforces a sense of fairness. Regular team meetings and open communication create opportunities for non-family employees to voice concerns and feel included, fostering a culture of mutual respect and engagement. Transparency also extends to clear performance expectations, evaluation criteria, and career advancement opportunities, which help eliminate uncertainties and build trust.

2. Inclusivity

Employees outside the family often feel overlooked for leadership roles or excluded from strategic decisions. Addressing this requires deliberate actions to create a more inclusive environment. Appointing non-family executives or creating advisory boards with a mix of family and non-family members sends a powerful message about valuing diverse perspectives and relying on independent perspectives. Equally important is offering clear career progression opportunities to all employees, accompanied by merit-based appraisals and professional development programs. When non-family employees see that their contributions are recognized and rewarded equitably, they are more likely to develop a sense of loyalty and trust.

3. Fairness and consistency

Family businesses must ensure that rules governing work hours, benefits, and performance expectations apply uniformly to all employees, regardless of their familial ties. This fairness extends to conflict resolution, where impartial mechanisms should be in place to address disputes. By demonstrating that favoritism has no place in the organization, family-owned businesses can cultivate a culture of trust and mutual respect.

4. Purpose

Communicating the family’s long-term vision and values is a powerful way to build trust with non-family employees. When the family purpose is articulated clearly, employees are better able to understand the “why” behind the business’s goals, helping them align their efforts with the overarching mission. This alignment fosters a deeper sense of belonging and commitment, as employees can see how their contributions directly impact the success of the family enterprise. One key outcome of sharing the family’s purpose is the development of “psychological ownership” among non-family employees, arising when employees start identifying with the business mission, values, and long-term goals, ultimately viewing themselves as integral to the organization, even without any formal ownership stake. When employees feel a sense of ownership, they are more engaged, motivated, and willing to go the extra mile for the success of the business. This shared sense of purpose bridges the gap between family and non-family members, creating a united workforce committed to a common vision.

5. Positive workplace culture.

Leaders in family businesses must try to engage with non-family employees on a personal level, showing genuine interest in their goals and well-being. Team-building activities and collaborative projects that include both family and non-family employees can bridge gaps and foster mutual respect. Moreover, prioritizing job security and stability by sharing clear succession plans and demonstrating financial transparency can alleviate concerns about the future. By communicating and reinforcing the family’s values and long-term objectives, family businesses can cultivate a supportive and motivated work culture where trust and loyalty flourish.

6. Leading by example.

Actions speak louder than words, and for non-family employees, seeing family members uphold the principles they advocate is crucial in building credibility. When leaders demonstrate consistency between what they say and what they do, it signals a deep commitment to shared values, helping to foster a culture of accountability. Treating all employees with equal respect, regardless of family ties, sets a standard that everyone can follow.

Integrity in leadership means being honest and transparent, particularly in difficult situations. Acknowledging mistakes openly, addressing issues head-on, and making ethical decisions, even when challenging, reinforces trust. Humility also plays a key role—family leaders who are approachable, willing to listen, and open to feedback create an environment where employees feel valued and empowered. This willingness to learn and adapt sends a strong message that the organization prioritizes collaboration over hierarchy.

By leading with humility, fairness, and integrity, family leaders can bridge the gap between family and non-family members, ultimately fostering a positive and inclusive work environment. Such an environment motivates employees, strengthens loyalty, and drives collective success.

Conclusion

Building trust with non-family employees in family-owned businesses requires intentionality and effort. By fostering these six key dimensions, family businesses can create an environment where all employees—regardless of familial ties—feel valued, respected, and motivated to contribute to the company’s success. When trust becomes the foundation, family-owned businesses can harness the full potential of their diverse workforce, driving innovation and sustaining their legacy for generations to come.

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About the Authors

Alfredo De Massis is a Professor of Entrepreneurship & Family Business at the D’Annunzio University of Chieti-Pescara and IMD Business School, who serves as adviser to entrepreneurial families and policy makers.

Emanuela Rondi is Associate Professor at the Department of Management at the Università degli Studi di Bergamo (Italy). After graduating in Management Engineering, she got her PhD on Family Business Management from Lancaster University Management School (UK).

Alfredo De Massis and Emanuela Rondi are co-authors of The Family Business Book: A roadmap for entrepreneurial families to prosper across generations  out now, published by FT Publishing

Global Handcraft Artists Gather for Saudi Arabia’s Leading Exhibition

December 1, 2024

Banan, Saudi Arabia’s International Handcrafts Week, is back for its second edition, turning Riyadh’s Roshn Front into a hub for international craftsmanship. The event, which brings together over 500 artisans from 25 countries, is set to run until November 29. It serves as a testament to the Kingdom’s ongoing efforts to preserve traditional craftsmanship while encouraging global cultural exchange. The exhibition, featuring a wide variety of stunning works, from textiles to woodcraft, has turned Riyadh into an energetic celebration of global artistry.

Visitors are welcomed by a stunning collection of unique pavilions, each offering an authentic glimpse into the cultural heritage of its respective nation. China’s presence is particularly notable, with five dedicated pavilions showcasing its long-standing craftsmanship traditions, including intricate textiles, embroidery, and finely crafted artefacts that span thousands of years of artistic history.

Live demonstrations bring the crafts to life, with artisans from Greece and Mexico sharing their time-honoured techniques. Greek craftsmen display their skill in metalwork and traditional textile creation, while Mexican artisans showcase indigenous techniques, such as intricate weaving and pottery-making, offering visitors a hands-on experience of these ancient arts.

The Middle East is also well represented, with Oman and Jordan offering rich, culturally significant exhibits. Omani artisans exhibit their famed silverwork, traditional textiles, and distinctive pottery, while Jordanian craftspeople captivate audiences with their masterful woodcarving, weaving, and intricate embroidery, all of which weave narratives of the region’s deep cultural roots.

A key feature of the exhibition is the contribution of the Royal Institute of Traditional Arts, Saudi Arabia’s leading institution for preserving traditional crafts. The Institute plays a central role in the event’s educational aspect, offering daily workshops in Saudi crafts such as Sadu weaving and palm frond weaving. These workshops bridge the gap between traditional techniques and their contemporary applications, fostering greater understanding and appreciation of these cultural practices.

Aligned with Saudi Vision 2030, the event positions the Kingdom as a cultural epicentre while creating sustainable economic opportunities for artisans. With interactive spaces, including a dedicated children’s pavilion and an entrepreneurship platform, the exhibition ensures that these valuable skills are passed on to future generations, strengthening cultural preservation and encouraging innovative applications of traditional crafts.

For international visitors, Banan offers a unique opportunity to explore Saudi Arabia’s cultural richness, while also celebrating the universal language of craftsmanship. The event underscores the relevance of ancient techniques in today’s world, contributing to both the preservation of culture and the promotion of sustainable development.

All the photos in the article are provided by the company(s) mentioned in the article and are used with permission.

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Trump’s Energy Pick Chris Wright Champions Fossil Fuels to Fight Poverty, Dismissing Climate Change Threats

November 29, 2024

President-elect Donald Trump’s nominee to lead the Department of Energy, Chris Wright, is drawing scrutiny for his stance on fossil fuels and climate change. Wright, CEO of Liberty Energy, argues in a corporate report that hydrocarbons are essential to ending global poverty, which he deems a greater threat than climate change.

In the February report titled *Bettering Human Lives*, Wright contends that the energy transition “has not begun” and criticizes what he calls over-optimism about renewable energy. Instead, he advocates for increased fossil fuel production, citing its role in improving living standards and reducing deaths from extreme weather over the past century.

“Carbon is essential for life,” Wright wrote, pushing back against the treatment of carbon dioxide as a pollutant. He has also launched a foundation promoting propane cook stoves in developing countries.

Critics, including climate scientists, have rebuked Wright’s claims. Peter Reich of the University of Michigan called his logic “terrifyingly absurd,” comparing it to dismissing the dangers of flooding despite water’s necessity for life. Other experts, such as Michael Mann of the University of Pennsylvania, pointed to recent deadly climate events, like Hurricane Helene, exacerbated by warming temperatures.

Morgan Bazilian, director of the Payne Institute at the Colorado School of Mines, described Wright as emblematic of the Trump administration’s pro-fossil fuel agenda, which seeks to maximize domestic oil and gas production while withdrawing from international climate agreements. “The vibes will be better for the oil and gas industry,” Bazilian said, noting that Wright’s stance overlooks the urgent need to reduce global emissions.

Wright has expressed support for certain non-petroleum energy sources, such as geothermal and small modular nuclear reactors, but he criticized solar and wind as insufficient. His report also falsely claims that polar bear populations are rising, a statement contradicted by experts like Charlotte Lindqvist of the University of Buffalo, who highlights habitat loss due to melting sea ice.

A spokesperson for the Trump transition team defended Wright as a “bold advocate” for affordable energy and U.S. energy independence. However, climate scientists warn that his approach prioritizes short-term economic gains at the expense of addressing the accelerating impacts of climate change.

Related Readings:

Trump’s Efficiency Panel, Led by Musk and Ramaswamy, Targets Federal Regulations

Why Trump Won: And Some Consequences .

Trump 2.0: The Most Significant Members of His New Inner Circle

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Trump’s Efficiency Panel, Led by Musk and Ramaswamy, Targets Federal Regulations

November 27, 2024

Elon Musk and Vivek Ramaswamy, appointed by President-elect Donald Trump to lead the Department of Government Efficiency (DOGE), have unveiled plans to overhaul federal regulations. Their strategy includes identifying and repealing rules they deem excessive or unauthorized, aiming to streamline government operations and reduce costs.

In a recent *Wall Street Journal* op-ed, the duo outlined their approach, citing recent Supreme Court decisions that limit agencies’ rulemaking powers. They intend to recommend sweeping regulatory cuts, mass layoffs across federal agencies, and the elimination of billions in spending they claim Congress never authorized. DOGE’s work, they said, would conclude by July 4, 2026, in time for America’s 250th anniversary.

Experts warn, however, that dismantling federal regulations is no small task. The Administrative Procedure Act (APA) requires a detailed repeal process, including public consultation, which could span years. While Trump could issue executive orders to pause enforcement, agencies remain bound by law to uphold many rules.

Legal challenges are also anticipated. Progressive groups and Democratic officials are likely to contest any broad deregulation efforts, mirroring the legal battles that hampered Trump’s first-term rollback of Obama-era policies.

Musk and Ramaswamy’s initiative may leverage recent Supreme Court rulings restricting agency authority, but many regulations are explicitly authorized by Congress or upheld by courts, making them harder to overturn. Legal experts predict a protracted battle over the validity and enforcement of DOGE’s recommendations.

If successful, DOGE’s work could reshape the federal bureaucracy, but the road ahead promises to be legally and politically contentious.

Related Readings:

Trump 2.0: The Most Significant Members of His New Inner Circle
.

Musk’s $1 Million Daily Giveaway for Trump Raises Legal Concerns

Elon Musk’s Top Financial Tips – How to Invest Like a Billionaire

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An Ethical Consultant: Giuseppe Salvato. The Human Aspects and the Tenacity of His work.

November 27, 2024

By Luca Collina MBA

Who is Giuseppe Salvato?

I was a junior colleague in the company where he worked when I met Giuseppe, my mentor and friend. Now, after 12 years, I have decided to reveal his human side and his professional qualities since he was such a profound advocate of approaches and values that these days are indispensable for every consultant and which are priceless in our move towards GEN-AI. We have planned this interview, during which we will discuss his ideas and moral principles.

Perseverance and Empathy: Core Values in a Multifaceted Career

Giuseppe attributes most of his achievements to persistence—a term that today’s language might describe as resilience. To him, tenacity has been an impelling factor enabling him to negotiate professional mayhem, adjust to modifications, or stay focused amid rough periods; however, humility remains equally necessary because it makes him draw lessons from experiences, including triumphs and missteps.

Intellectual curiosity and a great desire to engage other professionals are critical components of Giuseppe’s versatile job that thrives in a rapidly changing environment. The other value which Giuseppe insists upon is empathy, which he says forms the basis of his career in this domain. “To understand what others require should always be the beginning point in offering professional help,” he observes, asserting that rapport with those around you is the key to fulfilling any role.

What is Flexibility and Adaptability?

For Giuseppe, flexibility and adaptability are not just soft skills but transformative competencies that make a big difference in how you work as a professional. These characteristics enable him to develop solutions that are customised to suit clients’ specific needs, guaranteeing personal and efficient strategies every time. It’s like trying to make a suit that fits perfectly; each client requires different handling, just as each suit does.

For him, in his consulting services, where there is fast-paced change within business circles, being able to make changes in his plans or approaches is very important. Because of his continuous learning effort, which involves flexible behaviour in all aspects of life, such as teaching careers and corporate leadership programs, he has succeeded under various circumstances.

Client-Centred Ethics: The Secret to Long-Term Relationships

Resolute ethical inclinations guide his professionalism towards customers; he explains this root notions as the basis governing all his decisions and actions. Clarity coupled with openness (arguably) holds the upper hand amid those who deal with other people or work for them; thus, according to Salvato, ‘It goes without saying that one should, first of all, think about professional and personal ethics while in any relationships.

Among the principles Giuseppe follows is impartiality, arguing, “The company pays me, not its CEO”(no complacency), thereby ensuring that his recommendations serve the organisation’s best interests but not personal agenda or gain. Trust is created by simply being honest with people and giving them practical advice and direction rather than flattering them.

Similarly, he suggests that leaders are agents of change within their organisations. It is crucial to note that leadership styles set the pace and point towards which subsequent changes will take place. This explains why he is widely regarded as a confidant to several corporations for his ability to make it seem simple with great understanding.

Advice for Younger Generations: Seize Opportunities in a Fluid World

Giuseppe sees the changing job market as favourable for younger professionals since their ability to adjust quickly fits the current fast-changing professional field. So, they advise them to make choices that seem unsafe at first because they often result in unknown development or success.

According to him, these attributes are required from youth: being flexible enough to respond positively when the situation demands it. While he talks about mutual support for growth and development, he says it is impossible for someone to give what he does not have because you cannot give out what you do not possess.

To redefine old tracks with new connectivity between the world known as life today means something only available during specific periods in one’s life; still, it requires insistence and ability to survive, though according to Giuseppe, this can only be possible through intergenerational dialogue within the communities of practice.

Insights for Peers: Embrace Change and Responsibility

According to Salvato, his peers should concentrate more on their joint career of mastering and interacting with younger professionals rather than emphasising what sets them apart (like sacrifices or values). This means accepting the good sides of the next generation while inclusively seeking common grounds where experiences can be shared without limitations. “The friendships we make by offering help to others or asking them for it constitute part of our personal journey”, he says. The sense of security no longer lies within external circumstances. Still, it must be grown internally in this fast-changing world because responsibility is a better teacher than experience at the end of the day. Therefore, he maintains that an individual’s advancement stems from him/herself being open-minded enough to alter his/her life whenever needed, and is should begin with one’s career and life.

Final Reflections

Giuseppe’s professional journey and philosophical insights offer valuable lessons for anyone navigating today’s complex and competitive world. By fostering resilience, humility, and and adaptability and by remaining grounded in strong ethical principles, he demonstrates the profound impact of personal and professional integrity on long-term success.

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About the Author

Luca Collina is a transformational and AI Business consultant at TRANSFORAGE TCA LTD. York St John University awarded him the Business – Postgraduate Programme Prize and CMCE (Centre for Management Consulting Excellence-UK) for his paper in Technology and Consulting Research Prize. Author/External Collaborator of CMCE.

COP29 Closes with Controversial $300 Billion Climate Finance Deal

November 26, 2024

The Baku Climate Summit ended on Sunday with a dramatic close as COP29 President Mukhtar Babayev secured approval for a $300 billion finance plan to assist developing nations in addressing climate change impacts. Dubbed the “Baku Breakthrough,” the deal was pushed through in the final moments despite vocal criticism from both supporters and skeptics.

The agreement, set to triple prior commitments by 2035, drew praise from Babayev as a milestone in climate diplomacy. However, many developing nations, particularly least-developed countries and small island states, condemned the plan as inadequate. India’s envoy, Chandni Raina, criticized the deal as emblematic of wealthy nations shirking their responsibilities.

Negotiations were fraught with geopolitical challenges, including fears of the U.S. withdrawing from climate agreements under President-elect Donald Trump. The U.S. delegation’s limited role, coupled with global tensions from the Ukraine war and Middle East conflicts, hampered efforts to increase funding.

Observers worry the divisions exposed in Baku will complicate preparations for COP30 in Brazil, where the world must grapple with deeper emission cuts and rebuilding trust among nations. Tina Stege, climate envoy for the Marshall Islands, expressed frustration, stating, “We came in good faith, yet saw the worst of political opportunism.”

Despite its limitations, experts like Eliot Whittington of the Cambridge Institute for Sustainability Leadership argued the deal demonstrates the enduring importance of multilateral climate diplomacy. However, the path to more meaningful progress appears steep as global climate efforts face mounting obstacles.

Related Readings:

Climate Change, Capitalism, and Invisible Hands of the Market: A Critical Review

Rio Summit Balances Climate Finance and Global Uncertainty
.

COP29 Opens in Baku: Can Nations Unite on a New Climate Finance Goal?

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Why Every Business Needs Content Marketing Services in 2024

November 26, 2024

To develop and succeed in today’s digital age; content marketing approaches have become a vital instrument for businesses. Since competition arises in various sectors, it has become a key tactic for enhancing brand recognition and boosting sales. It is a strategic approach to producing meaningful, relevant, and consistent content that appeals to the target audience. Content marketing has a long-term impact that keeps functioning over time unlike sponsored advertising, which stops generating results once the campaign expires. To increase their reach and maximize return on investment, companies can also reuse current content, including a blog article into a film or info graph.

Increases brand power

Due to its capacity to increase brand awareness and power, every company requires white label content marketing services. To stand out as unique, businesses should regularly offer valuable, high-quality content that helps them establish themselves as credible sources of information.

Content marketing services guarantee that your company generates for your target audience pertinent content that educates, entertains, and informs. Whether it’s through blogs, videos, infographics, or social media posts, regular and educational content helps your company establish credibility in your field of work.

Improves Relationship Development and Customer Engagement

Content marketing is not only about imposing goods or services upon them; it’s about developing deep relationships with consumers. Content marketing is especially important in 2024 when consumers are seeking real connections with brands.

Businesses can instantly communicate with their audience, respond to questions, and handle issues through interactive social media posts, comment sections, or webinars. Consistent, valuable content enables companies to remain top of mind and creates chances to interact with consumers constantly instead of only at the point of sale.

Boosts Search Engine Results

Business success in 2024 depends on a strong online presence; hence the best way to raise the exposure of your website is through search engine optimization. Experts in white label content marketing services assist businesses in enhancing their SEO strategies through the creation of content that is valuable to the target audience and optimized for search engine rankings.

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You Need to Be Mindful About Culture in Distributed Work

November 26, 2024

By Dr. Gleb Tsipursky

The rise of distributed work has transformed how organizations operate. Companies now enjoy the ability to access global talent, optimize real estate, and offer employees more flexibility. However, these benefits come with significant cultural challenges that demand careful management. As Michael Alicea, CHRO at Trellix, emphasized in a recent interview with me, organizations must be intentional about nurturing culture, especially with hybrid and remote work models becoming the norm. Alicea’s insights provide valuable lessons on how to align employees with company values, support managers in adapting to remote management, and ensure new hires feel connected and productive.

Accessing Talent and Managing Flexibility

Distributed work has removed geographical constraints, enabling companies to hire talent from anywhere. This broader talent pool is a clear benefit for technical industries like cybersecurity, where finding specialized skills locally can be limiting. Alicea noted that Trellix has been able to pursue talent in locations outside traditional tech hubs, paying market rates while reducing the need for costly offices in prime areas. The flexibility also appeals to employees balancing personal and professional demands, improving job satisfaction and retention.

But Alicea warns that these advantages can mask deeper cultural challenges. Employees working remotely lack organic touchpoints with colleagues, such as hallway conversations or spontaneous interactions that reinforce company values. Without these moments, organizations need to be proactive in embedding their culture in day-to-day operations. “You really have to take that extra step to make sure employees get the value system,” Alicea explained.

Onboarding and Building Connections Early

Alicea emphasizes that culture-building starts with onboarding. For Trellix, it’s essential that new employees receive more than just technical tools—they need to understand the company’s mission, values, and history. This process, which might once have happened naturally over lunch or through informal conversations, now requires formalized efforts. Trellix ensures that employees are fully “enabled” by shipping company devices pre-loaded with essential software, but it doesn’t stop there.

During the first three months, Trellix brings new hires together in person at a central location. Alicea noted that in-person interactions during these early stages build trust, which is critical for long-term collaboration. The company’s results back this up: 83% of Trellix’s interns either return for another round or transition into permanent roles. This success highlights the importance of planning in-person touchpoints for fostering a sense of belonging early on.

Managing Distributed Teams Requires New Skills

One of the most difficult aspects of distributed work is managing employees who aren’t in the same location. Managers accustomed to the “management by walking around” approach need new skills to stay connected with their teams. Alicea described how Trellix has evolved its management training programs to help leaders adjust to this shift.

New managers at Trellix go through a development program that not only covers traditional topics like motivation and performance management but also focuses on the logistics of managing remote teams. This includes learning how to coordinate meetings across time zones without disrupting work-life balance. In some cases, the team rotates meeting times to accommodate employees in different regions. Alicea stressed the importance of scheduling touchpoints in advance, explaining, “You just can’t say, ‘Let’s meet for 10 minutes.’ It’s very difficult to do that in this world.”

Experienced managers, who might intuitively understand how to guide employees, face the challenge of adapting these instincts into structured processes. Meanwhile, newer managers, who have only known the hybrid work model, may struggle with softer skills like motivation and team-building. As Alicea noted, traditional social events, like office birthday celebrations or happy hours, no longer happen naturally and require deliberate planning.

Cultivating Culture Through Mentorship and ERGs

Alicea pointed out that building connections across departments also requires intention. In a physical office, employees naturally engage with colleagues from different teams. However, remote work makes these cross-functional relationships harder to foster. To fill this gap, Trellix has implemented a mentorship program that pairs employees with mentors outside their immediate teams. This provides employees with opportunities to gain broader insights and form meaningful connections across the company.

Employee Resource Groups (ERGs) also play a vital role in reinforcing culture. ERGs at Trellix create affinity spaces where employees with shared interests or identities can connect. These groups serve as informal communication channels and foster a sense of belonging, particularly for remote employees who might otherwise feel isolated. Alicea highlighted that ERGs have become “essential connection points” and help Trellix distribute important information across the organization.

Balancing Flexibility with Compliance and Structure

While distributed work offers employees more flexibility, it introduces new compliance challenges for companies. Alicea shared an example of how international employees might wish to work in multiple countries throughout the year, creating a web of tax and legal complexities. For instance, an employee spending summers in Hungary and winters in Spain could trigger payroll obligations and visa issues in both countries. “Employees figure out a way around that,” Alicea said, underscoring how companies need to be prepared for these unexpected challenges.

In response, Trellix emphasizes the importance of scheduled check-ins to keep performance management on track. Regular meetings allow managers to address operational needs and discuss employee development, ensuring that everyone stays aligned despite working from different locations. Alicea stressed that performance discussions, now more than ever, must be deliberate: “You have to plan it out and make sure that the performance management component is pretty strong.”

The Future of Distributed Work: A Hybrid World

Looking ahead, Alicea believes that distributed work is here to stay, though the pendulum may swing slightly toward more in-office time, especially for younger employees. He observed that early-career professionals often crave the social aspects of office life and benefit from learning through in-person collaboration. At the same time, companies are reimagining their office spaces, focusing more on client-facing areas or shared workspaces for occasional team gatherings.

Alicea envisions a future where companies strike a careful balance between flexibility and structure. Hybrid models will continue to dominate, but success will depend on how intentionally organizations foster culture and connection. Trellix’s experience shows that distributed work isn’t just about technology—it’s about being mindful of how employees connect, collaborate, and grow within the organization.

The shift to distributed work offers undeniable advantages, from access to global talent to greater flexibility. However, as Michael Alicea emphasized, these benefits come with new challenges, particularly around culture. Companies need to be proactive in onboarding, intentional in managing distributed teams, and thoughtful in fostering cross-functional relationships. By investing in mentorship programs, ERGs, and in-person touchpoints, organizations can build a culture that thrives in a hybrid world. Ultimately, success in distributed work requires more than just good technology—it demands mindfulness and deliberate planning at every stage of the employee lifecycle.

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About the Author

Dr. Gleb Tsipursky was named “Office Whisperer” by The New York Times for helping leaders overcome frustrations with hybrid work and Generative AI. He serves as the CEO of the future-of-work consultancy Disaster Avoidance Experts. Dr. Gleb wrote seven best-selling books, and his two most recent ones are Returning to the Office and Leading Hybrid and Remote Teams and ChatGPT for Thought Leaders and Content Creators: Unlocking the Potential of Generative AI for Innovative and Effective Content Creation. His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, The New York Times, and elsewhere. His writing was translated into Chinese, Spanish, Russian, Polish, Korean, French, Vietnamese, German, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox. It also comes from over 15 years in academia as a behavioral scientist, with 8 years as a lecturer at UNC-Chapel Hill and 7 years as a professor at Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio.

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