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McLean & Company Publishes New Guide to Help HR Leaders Stabilize Culture Amid Workplace Disruption

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The new resource from McLean & Company outlines a practical Triage, Protect, and Reset model to help HR leaders and their teams identify culture impacts, reinforce cultural strengths, and apply disruption insights to future culture planning.

TORONTO, Oct. 22, 2026 /CNW/ — From leadership changes and strategy shifts to restructuring, hypergrowth, and new technology, disruption has become a constant feature of today’s work environment. While organizations often move quickly to maintain operations, focusing on continuity alone can leave employee experience gaps unaddressed and create longer-term culture impacts. To help HR leaders address these risks early, global HR research and advisory firm McLean & Company has released its new Guide to Stabilizing Culture Amid Disruption, a practical resource for strengthening cultural foundations during internal disruption and supporting resilience, continuity, and performance.

“Disruption is unavoidable. What matters is how deliberately an organization responds and recovers,” says Erin Shepherd, manager, HR Research & Advisory Services at McLean & Company. “Operational continuity matters, but recovery is incomplete when the cultural impacts the disruption creates are left unaddressed. HR can help leaders understand what employees are experiencing, reinforce what needs to remain stable, and carry those lessons into future culture efforts.”

In the recently published resource, McLean & Company explains that internal disruptions, whether direct events like C-suite leadership changes and restructuring or indirect pressures such as hypergrowth, reputational fallout, and legal challenges, put strain on systems, operations, and people. In the firm’s 2026 HR Trends Survey, organizations citing too many simultaneous changes as a top challenge were 24% less likely to rate their culture-building ability highly than those that did not report it as a top challenge, underscoring the importance of treating disruption as both a cultural and operational issue.

The Guide to Stabilizing Culture Amid Disruption uses McLean & Company’s Triage, Protect, and Reset model to help HR leaders organize their response across three clear elements:

Element 1: Triage. 
Determine what is happening now and where culture has been impacted. Separate temporary employee reactions from lasting culture impacts, assess patterns across employee responses, and communicate clearly about what is changing and what will remain steady.
 Element 2: Protect.
Create cultural stability by reinforcing strengths while disruption unfolds. Identify the cultural drivers most critical to recovery, equip leaders to respond with intention rather than reactivity, and help teams lean on existing strengths and support continuity.
 Element 3: Reset. 
Reflect on the disruption response to strengthen future culture work. Use after-action review insights to understand what changed, what worked well, and where culture was challenged so the organization is better prepared the next time disruption occurs.

The guide emphasizes that culture stabilization is not a linear process and that organizations do not need to finish Triage before moving into Protection or Reset activities. Effective culture management requires HR and leaders to keep listening, reinforcing what matters most, and applying lessons learned as disruption continues to unfold.

McLean & Company advises HR leaders to look beyond isolated indicators and assess culture impacts in context. Patterns in employee questions, pulse survey comments, manager observations, town hall themes, escalation patterns, and turnover concerns can help HR see whether disruption is creating lasting shifts in trust, engagement, norms, or ways of working.

To access the full resource, please visit McLean & Company’s Guide to Stabilizing Culture Amid Disruption page, or contact Senior Communications Manager Kelsey King at kking@mcleanco.com.

Media seeking McLean & Company commentary on culture stabilization, organizational disruption, change communication, employee listening, or HR’s role in maintaining culture through uncertainty can contact kking@mcleanco.com.

About McLean & Company

McLean & Company is a global HR research and advisory firm and trusted partner to people leaders navigating today’s most pressing workforce challenges. Informed by its work with thousands of HR professionals and executives, the firm provides evidence-based research, diagnostics, practical tools, hands-on support, and services spanning advisory, learning, and coaching. From workforce strategy and leadership to culture, engagement, retention, and AI adoption, McLean & Company helps leaders move from direction to execution and deliver measurable results for their people and organizations.

McLean & Company is a division of Infotech.

Media professionals can register for unrestricted access to research across IT, HR, and software, and hundreds of industry analysts through the firm’s Media Insiders program. To gain access, contact pr@mcleanco.com.

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SOURCE McLean & Company

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LEAP Group Relaunches HumanView, a Growth Intelligence System Built to Explain Why Customers Behave the Way They Do

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4 hours ago

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October 24, 2026

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Reimagined from the ground up, HumanView pairs statistical modeling with expert analysts to turn millions of real-world customer signals into business decisions

LOUISVILLE, Ky., Oct. 23, 2026 /PRNewswire/ — LEAP Group today announced the relaunch of HumanView, its growth intelligence service. The new version has been rebuilt from the ground up and now has a dedicated home at leapgroupnetwork.com/humanview.

HumanView analyzes what customers say and do across social platforms, e-commerce sites, review platforms, search behavior and user-generated content, including signals from Reddit, TikTok, YouTube, Meta, Amazon and Walmart+ that general AI tools cannot always access. Because the data reflects unprompted, real-world behavior, it avoids the response bias built into surveys and focus groups.

The service works in three layers. HumanView captures signals at scale, decodes millions of records through validated statistical models such as regression, correlation and clustering, and then relies on experienced analysts to interpret the patterns. Clients receive clear, human-validated insights instead of another dashboard.

“Machines find the patterns. Humans find the point,” said Alan Gilleo, CEO at LEAP Group. “The first version of HumanView showed us how much customers reveal when nobody is asking them questions. This version is built to explain why they act the way they do, and to put those answers in front of everyone making decisions, from product to service to marketing.”

HumanView focuses on three areas:

Growth Intelligence: customer motivations and how people perceive a brand and its competitors

Market and Category Intelligence: product pain points, service friction, unmet needs and competitive gaps

Audience Intelligence: new segments, positioning opportunities and gaps in the market

Every model is designed and validated by data scientists and benchmarked before it informs a recommendation.

To learn more about HumanView, visit leapgroupnetwork.com/humanview.

About LEAP Group
LEAP Group is a boutique marketing agency holding company with offices in Louisville, Indianapolis, Cincinnati and Chicago. Guided by the belief that brands should “Market Less. Matter More.,” LEAP gives clients access to specialized experts across its entire network. Learn more at leapgroupnetwork.com.

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SOURCE LEAP Group

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STEPHEN A. SMITH ADDRESSES WHITE HOUSE DINNER ATTENDANCE, REAFFIRMS COMMITMENT TO HBCUs AND PROTECTING CORPORATE INVESTMENT IN BLACK EDUCATION

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5 hours ago

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October 24, 2026

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NEW YORK, Oct. 23, 2026 /PRNewswire/ — Stephen A. Smith, media mogul, New York Times bestselling author, and proud 1991 graduate of Winston-Salem State University, is addressing the public discussion surrounding his decision to attend a White House dinner with President Donald Trump, emphasizing his commitment to the long-term financial stability of Historically Black Colleges and Universities (HBCUs).

For Smith, the decision was rooted in a commitment to institutions that have educated generations of Black leaders, professionals, entrepreneurs, and public servants.

“I will always advocate for HBCUs and the students whose futures depend on them,” Smith said. “My reason for attending the White House dinner was to discuss the challenges these institutions face in securing long-term funding and to make the case that corporate America must continue to invest in them.”

Smith acknowledged federal support through the FUTURE Act while expressing concern that political tensions surrounding diversity, equity, and inclusion (DEI) could discourage private companies from supporting HBCUs. He maintains that these institutions deserve sustained corporate partnerships, philanthropic contributions, and public investment.

“If we truly believe in free-market capitalism, businesses should be able to support educational institutions and charitable causes without fear of criticism or repercussions,” Smith said. “HBCUs have made extraordinary contributions to this country. They deserve sustained public and private investment.”

Ashley Christopher, Esq., Founder and CEO of the HBCU Week Foundation, recognized Smith’s advocacy and decision to engage with the administration.

“Stephen A. Smith has been a powerful advocate for HBCUs, using his platform and influence to shine a national spotlight on our institutions,” expressed Christopher, “His continued support of HBCU Week helps advance our mission of connecting students with life-changing educational opportunities, and we are proud to have him as our ambassador.”

Since Smith became an HBCU Week Ambassador in 2019, the initiative has facilitated more than 15,000 on-the-spot college acceptances and raised and awarded more than $150 million in scholarships, according to the HBCU Week Foundation.

As public discussion continues, Smith is emphasizing the importance of ensuring HBCUs have the resources and partnerships needed to educate future generations and expand opportunities for students.

CLICK HERE to watch Smith’s full response to his White House visit.

MEDIA CONTACT:

media@mrsasinc.com

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SOURCE Straight Shooter Media

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Advantex Announces Completion of Financing and Extension of Maturity Date of Previously Issued Debentures

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5 hours ago

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October 24, 2026

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TORONTO, Oct. 23, 2026 /CNW/ — Advantex Marketing International Inc. (CSE: ADX) (“Advantex”), a leader in the merchant cash advance and loyalty marketing products for merchants, today announced the completion of a $250,000 secured debt financing. Advantex issued a $250,000 non-convertible debenture which bears an interest rate at 12% per annum and matures December 15, 2027. The proceeds raised from this issuance of the Debenture will be used for working capital purposes.

Advantex has also extended the maturity of its existing $700,000 in 12% secured debentures from October 10, 2026 to December 15, 2027.

About Advantex Marketing International Inc.

Advantex provides working capital to merchants. Advantex also provides specialized marketing programs that enable members of Aeroplan to earn Aeroplan points at participating merchants.

Advantex shares trade on the Canadian Securities Exchange under the symbol ADX. For more information go to Advantex’s profile on www.sedar.com

Forward-Looking Information

This news release contains “forward-looking statements” within the meaning of applicable securities laws relating to the future business and operations of Advantex. Actual results and developments may differ materially from those contemplated by these statements. The business and operations of Advantex described herein is dependent on a number of factors and is subject to a number of risks and uncertainties. Factors that could cause actual results to differ material include, but are not limited to, changes in Advantex’s economic and competitive conditions including but not limited to the industry sectors in which Advantex operates.

The statements in this news release are made of the date of this release. Forward-looking statements are made based on management’s beliefs, estimates and opinions on the date the statements are made and Advantex undertakes no obligation to update forward-looking statements if these beliefs, estimates and opinions or other circumstances should change, except as required by applicable law.

SOURCE Advantex Marketing International Inc.

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