When most organizations strive to increase collaboration, they approach it too narrowly: as a value to cultivate--not a skill to teach. So they create open offices, talk up collaboration as a corporate goal, and try to influence employees through other superficial means that don't yield progress. Companies that excel at collaboration, in contrast, realize it involves instilling the right mindset: widespread respect for colleagues' contributions, openness to experimenting with others' ideas, and sensitivity to how one's actions may affect teammates and outcomes. What's more, these firms have established programs to help employees develop those attitudes. In her research, Gino, an HBS professor, has identified six types of training techniques used by such programs. They teach people to (1) listen, not talk; (2) practice empathy; (3) be comfortable giving and receiving feedback; (4) lead and follow; (5) speak with clarity and avoid abstractions; and (6) have win-win interactions. Drawing from her observations of Pixar, Webasto, and other companies, the author shares specific tools and exercises that show employees how to work well together, learn from one another, and connect more fully.
It's never been easier for workers to collaborate--or so it seems. Open offices, messaging, and virtual-meeting software in theory make people more visible and available. But as the physical and technological structures for omnichannel collaboration have spread, evidence suggests they are producing less interaction--or less meaningful interaction--not more. This happens because individuals, not companies, decide when and how to engage with others. They become adept at shutting people out and reading signs that their coworkers wish to be left alone. Many companies don't understand how to achieve the kinds of collaboration they want. The authors provide guidance on reaching such an understanding. Companies can use new technologies, such as sensors that track people's movements and software that collects their digital "bread crumbs," to learn how members of particular groups are actually interacting. They can then experiment to learn how to achieve the types of exchanges they want: trying various office configurations, testing a pilot floor plan before overhauling the entire space, and exploring the impact of small tweaks. This approach will help them equip employees with the spaces and technologies that best support their needs.
To spur innovation, businesses have spent billions on internal venture capital, incubators, and accelerators. Yet survey after survey indicates these efforts aren't producing results. Why? Because firms fail to address one major obstacle: the day-to-day habits and routines that regularly stifle innovation. These include such things as poorly run meetings, no slack capacity, few opportunities to speak up, and the notion that doing things differently is inefficient and costly. Fortunately, it's possible to hack this problem, using interventions called BEANs, combinations of behavioral enablers, artifacts, and nudges that break down the innovation blockers. Behavior enablers are tools or processes that make it easier for people to do something differently. Artifacts, which you can see or touch, support the new behavior. Nudges promote it through indirect suggestion and reinforcement. In this article the authors describe a variety of BEANs that the bank DBS, the Tata Group, and other companies have devised to unleash innovation. They also explain how any organization can go about creating its own BEANs by identifying the creative behaviors it wants, examining what's getting in the way, and then brainstorming ways to bust those bad habits.
Every year the damage done by cyberbreaches seems to grow bigger. It looks as if hackers just keep getting more effective. But cybersecurity experts Parenty and Domet think there's another reason companies aren't successful at thwarting cyberattacks: They don't truly understand their cyberrisks, because they focus only on their technological vulnerabilities and relegate responsibility for managing threats entirely to security and IT staff. And because of that, they don't muster the right defenses. A better approach involves getting input from a broad range of employees and, especially, board members and company leaders. It starts with identifying the company's critical business activities and the risks to them. Instead of asking how your computer systems could be attacked, for instance, ask how an attack could disrupt your supply chain, expose your trade secrets, or make you fail to meet your key obligations. Next, inventory the systems supporting those activities, examine their vulnerabilities, and identify potential attackers. This information, which should be gathered into a cyberthreat narrative for each activity, will allow you to plan, prioritize, and make more-targeted cybersecurity investments.
In the face of rapid, disruptive change, companies are realizing that managers can't be expected to have all the answers and that command-and-control leadership is no longer viable. As a result, many firms are moving toward a coaching model in which managers facilitate problem-solving and encourage employees' development by asking questions and offering support and guidance rather than giving orders and making judgments. The authors explain the merits of different types of coaching-directive, nondirective, and situational-and note that sometimes no coaching at all is appropriate. They describe how managers can use the four-step GROW model to become more skilled at listening, questioning, and drawing insights out of the people they supervise. The article concludes with recommendations for making coaching an organizational capacity-effecting a cultural transformation by articulating why coaching is valuable for the firm as well as individuals, ensuring that leaders embrace and model it, building coaching capabilities throughout the ranks, and removing barriers to change.
Online reviews are transforming the way consumers choose products and services of all sorts. We turn to TripAdvisor to plan a vacation, Zocdoc to find a doctor, and Yelp to choose a new restaurant. Reviews can create value for buyers and sellers alike, but only if they attain a critical level of quantity and quality. The authors describe principles for setting the incentives, design choices, and rules that help review platforms thrive. To address a shortage of reviews, companies can seed them by hiring reviewers or drawing reviews from other platforms; offer incentives; or pool products. To address selection bias, they can require reviews, allow private comments, and design prompts carefully. To combat fraudulent and strategic reviews, they can set rules for reviewers and call in moderators--whether employees, the community, or algorithms.
For many employees, the key motivator is a sense of purpose--and yet more than half of those surveyed say they're not even "somewhat" passionate about their jobs. If organizations want to inspire their workers, they must clearly communicate why they're in business and what value they provide. When employees understand and embrace those things, their companies thrive: Survey results show that more than 90% of companies with a well-defined purpose deliver growth and profits at or above the industry average. An effective purpose statement, the authors say, answers several questions: Why does our organization exist? Who are we serving? What value do we offer, and why are we uniquely capable of providing it? But a powerful statement is not enough; firms must also deliver on their promises to customers. That requires putting the right people in the right roles, breaking down silos to facilitate cross-functional collaboration, investing in the areas that matter most, and ensuring that leaders demonstrate every day, through their words and actions, their commitment to the firm's articulated goals.
Digital media consumes a large and growing share of our waking lives, but these goods and services go largely uncounted in GDP. That's because the measure is based on what people pay for goods and services. If something has a price of zero, then it typically contributes zero to GDP. Policy makers use GDP data to make decisions about how to invest in everything from infrastructure and R&D to education and cyberdefense, and regulators use economic data to set policy. Because the benefits of digitization are dramatically underestimated, those decisions and policies are being made with a poor understanding of reality. GDP-B is an alternate metric that supplements the traditional GDP framework by quantifying contributions to consumer well-being from new and free goods.
Companies spend millions on antibias training each year in hopes of creating more-inclusive--and thereby innovative and effective--workforces. Studies show that well-managed diverse groups perform better and are more committed, have higher collective intelligence, and excel at making decisions and solving problems. But research also shows that bias-prevention programs rarely deliver. So what can you, as an individual leader, do to ensure that your team is including and making the most of diverse voices? How can one person fix what an entire organization can't? Although bias itself is devilishly hard to change, it is not as difficult to interrupt. The authors have identified several practices that managers can use to counter bias (and avoid its negative effects) without spending a lot of time or political capital. In hiring, leaders should insist on a diverse pool, precommit to objective criteria, limit referral hiring, and structure interviews around skills-based questions. Day to day, they should ensure that high- and low-value work is assigned evenly and run meetings in a way that guarantees all voices are heard. In evaluating and developing people, they should clarify criteria for positive reviews and promotions, stick to those rules, and separate potential from performance and personality from skill sets.
The CEO of a climbing-gym chain whose UK locations are faltering must decide whether to press on or pull back from his international growth plans. This fictional case study by Simon Greathead features expert commentary by Anthony Geisler and David Spigner.
The CEO of a climbing-gym chain whose UK locations are faltering must decide whether to press on or pull back from his international growth plans. This fictional case study by Simon Greathead features expert commentary by Anthony Geisler and David Spigner.
The CEO of a climbing-gym chain whose UK locations are faltering must decide whether to press on or pull back from his international growth plans. This fictional case study by Simon Greathead features expert commentary by Anthony Geisler and David Spigner.
"The Boss Has the Wrong Idea" is a two-person conversation exercise in which an MBA student seeks advice from a mentor in her field about how to handle an incident of workplace sexual harassment. The case consists of two confidential role materials: a role for the student, Julia, which describes her troubling experience with her boss during a summer internship, and a role for the senior mentor, Lee, which mentions that Julia is hoping to receive advice from him about a complicated situation. Julia's story presents a richly detailed, first-hand (fictionalized) account of a young woman's experience in a male-dominated, competitive firm. Her narrative provides a compelling representation of the nuances and challenges associated with experiencing sexual harassment in the workplace. Because it is written as a conversation exercise, the case provides students, faculty, and administrators with not only the opportunity to think about how to address (and prevent) sexual harassment within their own organizations, but also with the opportunity to engage in the difficult conversations that these issues demand. How can we best offer support and guidance? What are strategies for effective listening, question asking, and advice-giving in emotionally-charged and sensitive situations?
"The Boss Has the Wrong Idea" is a two-person conversation exercise in which an MBA student seeks advice from a mentor in her field about how to handle an incident of workplace sexual harassment. The case consists of two confidential role materials: a role for the student, Julia, which describes her troubling experience with her boss during a summer internship, and a role for the senior mentor, Lee, which mentions that Julia is hoping to receive advice from him about a complicated situation. Julia's story presents a richly detailed, first-hand (fictionalized) account of a young woman's experience in a male-dominated, competitive firm. Her narrative provides a compelling representation of the nuances and challenges associated with experiencing sexual harassment in the workplace. Because it is written as a conversation exercise, the case provides students, faculty, and administrators with not only the opportunity to think about how to address (and prevent) sexual harassment within their own organizations, but also with the opportunity to engage in the difficult conversations that these issues demand. How can we best offer support and guidance? What are strategies for effective listening, question asking, and advice-giving in emotionally-charged and sensitive situations?
One oft-cited reason why more female executives don't advance to top management jobs is their lack of access to informal organizational and industry networks. Some blame unconscious bias; others cite obligations such as office housekeeping and child-rearing that disproportionately fall to women. But some female leaders do establish strong networks, winning greater influence and more-senior positions as a result. A new study sheds light on their strategies and behavior. When shaping their professional networks, top women are efficient, resisting nonessential appointments, deflecting low-priority decisions, and running streamlined meetings. They are nimble, changing up the people in their networks as their needs evolve. They span boundaries, connecting with people in a wide variety of functions, geographies, and business units. And they balance their energy, demonstrating both competence and warmth, both intelligence and emotional intelligence.
CircleUp was founded in 2012 as a marketplace that matched accredited investors to emerging consumer packaged goods companies. A tool that the team developed early-on to reduce the friction involved in finding and evaluating new companies, Helio, gradually become very accurate in predicting the growth trajectory of early-stage companies. Ryan Caldbeck, co-founder and CEO of CircleUp, decided in 2018 to shut down the marketplace and focus the company on leveraging Helio's insights to directly provide equity and credit financing to CPG startups. This decision was followed by two difficult, significant discussions. First, Caldbeck met with the board of directors, where one investor reacted negatively and asked to sell his stake in the company. Second, Caldbeck presented the new direction to CircleUp employees, some of whom worried what would happen if the company became an investment firm instead of a tech company. By 2019, Caldbeck was on the precipice of another big change for CircleUp. The firm was raising a large fund to begin systematic investing, but finding investors for the disruptive offering was proving difficult. Additionally, as word spread about the power of Helio's insights CircleUp began receiving partnership offers from large, established companies. These offers caused Caldbeck to debate if CircleUp should further monetize Helio.
Erick Mueller was thrilled! The fledging company that he and two friends had started a few months earlier had been the widely acknowledged 'hit' of the 2007 IAAPA Attractions Expo, a trade show in Orlando, Florida that brought together more than 1,100 exhibitors and nearly 20,000 buyers from most of the world's amusement industry, from companies large and small. From Disney to Ripley's Believe-it-or-Not to Madame Tussauds, a who's-who of the industry had blessed Mueller and his small team with more than 100 leads. "That's the good news," thought Mueller, "but where should I start?"
In the summer of 2018, Richard Bbaale sat in a rural village in Uganda, looking over a banana plantation. He recalled the inspiration behind BanaPads as he contemplated what to do next. It had been 10 years since he had founded the non-governmental organisation (NGO) to help women and girls in rural settings overcome the challenges of menstruation - challenges that he had witnessed first as an older brother to his sister and then as a teacher at an all-girls' school.