Clear identification of stakeholders and their areas of responsibility is also a key factor in the success of an organization, contributing to achieving its strategic goals.

In this article, we will discuss the issues of organizational development, the role and importance of this process for line managers, as well as methods of implementing changes through organizational interventions and models.

In the modern world, effective planning and goal setting determine the success of organizations and personal development. To ensure a qualitative and rational approach to goal management, managers utilize various methodologies. Among the most recognized and widely used are SMART, SHARP, and CLEAR.

Strategic management is an essential component of any company, and line managers play a crucial role in this process. Success in achieving business results is determined by ensuring interaction between the company's strategic goals and every level of management within the organization.

Contemporary business conditions demand that managers possess the ability to adapt to a dynamic environment, support and develop their teams, communicate effectively, and stimulate employee growth to achieve common objectives. However, line managers often feel a lack of peoplemanagement and leadership skills, which can adversely affect the overall productivity of an organization.

"What is happening now?" is a question we often ask ourselves for various reasons every morning. The answers can be very different, from the well-being of our loved ones to plans for the future. In times of uncertainty, making important decisions becomes a challenging task. Sometimes, we feel like wandering in a fog across a swamp, trying to find support - stones to step on and not sink. These "stones" are our points of support in an uncertain environment.

Currently, companies worldwide are facing numerous challenges such as a shortage of qualified workers, adapting to flexible forms of employment, improving diversity and inclusion processes (DE&I), and more. However, there is another problem that few talk about: a crisis among mid-level managers.

In the past, to be considered a worthy employer, it was enough to provide employees with comfort and safety in the workplace, decent compensation and career growth opportunities. Today, the requirements of specialists have changed. People want assurances of security, the ability to balance work and personal life, to grow as individuals and professionals, and to feel valued and included. Maria Kot tells how employers can satisfy this request.

Despite the situation in the country, many Ukrainian companies continue to work and hire employees. However, recruiting during the war has its own peculiarities. To attract talented specialists to the team, certain rules must be followed. Maria Kot, ex-recruitment director of Luxoft, lecturer at UCU business school, certified SHRM-SCP specialist, talks about them.

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