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This article, adapted from the new book Tomorrowmind, looks at how having siloed HR functions hinders the development and implementation of programs that could better support employee mental health and thriving. The authors discuss four hurdles that make it difficult to proactively prevent the onset of physical or psychological health issues and suggest ways that Benefits and L&D teams can work together to execute effective interventions to mitigate workplace stressors.

In the decades to come, creativity will be key to doing most jobs well. In this article the authors offer a new typology that breaks creative thinking into four types: integration, or showing that two things that appear different are the same; splitting, or seeing how things that look the same are more usefully divided into parts; figure-ground reversal, or realizing that what is crucial is not in the foreground but in the background; and distal thinking, which involves imagining things that are very different from the here and now. Most of us tend to think in just one of those four ways. But we can hone our ability to be creative in other dimensions. Managers need to understand both their own strengths and how to balance the types of thinking across their teams to successfully execute creative projects. And organizations can use this typology to optimize innovation across the workforce.