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Organizations either adapt to changing situations or they die.
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Organizations can easily adapt our contemplation and conversation ideas to their own contexts.
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Organizations should also adapt to the different mind-sets of the new generations, who looks for a work and life balance and the opportunity to work smarter rather than harder.
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The networks are very diverse, but the resilient ones are learning organizations that quickly adapt to changing conditions, operating in a virtual world of social media and hidden financial transactions where they present few tangible targets to defenders.
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As that balance of power shifts, media organizations are scrambling to adapt.
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Strategic leaders are needed throughout our organizations if they are to adapt, innovate and succeed well into the future.
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The dynamic nature of the global economy requires that organizations have the flexibility to adapt to changes in the world.
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Growing organizations have a big, latent disaggregated demand for employees that can adapt to and drive change.
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Nevertheless, in order to increase the number of labor organizations and members in the long run, unions must be able to adapt to external economic pressures and be easier to organize.
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This can be done within organizations or with customers, partners and communities to develop new products, teach and adapt business transformation initiatives, or even partnerships to support projects in regional, environmental and civic responsibility.
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