Gerald Chertavian, an HBS graduate and successful tech entrepreneur, founded Year Up in 2000. He sought to provide opportunity via education and job training to disaffected American youth, focusing on young people in urban areas. In 10 years, he built the company from one site with 22 students to 10 sites, successfully training 1,300 students a year. However, after three years of high unemployment in the United States, Chertavian became concerned about the growing opportunity gap and wondered whether Year Up would ever make enough of an impact. In 2011, he and his board wrestled with the question of how to address this issue, and they weighed the fate of the small but highly successful Year Up program. Chertavian and his team were considering options for scale and how to maintain the organization's model.

The Facilitative Leader: Managing Performance Without Controlling People is a five-chapter book written by Steve Reilly, an author, business coach, and consultant to Fortune 100 companies. It provides tools to new managers who are struggling to figure out how to lead a team without being too controlling. He stresses that providing clear expectations, honest and constructive feedback, and personal accountability, it is possible to manage people's performance without controlling their behavior. In Chapter 1, the author outlines six factors that impact a person's ability to perform in their role: selection, expectations, resources, motivation, feedback, and accountability. He argues that managers can control these factors and therefore the performance of the people they manage. He writes that managers owe employees accountability so that employees can learn and grow in their positions. He then outlines the characteristics of autocratic behaviorist leaders and facilitative leaders, which will serve as the foundation for his discussion of leadership throughout the book.

The Facilitative Leader: Managing Performance Without Controlling People is a five-chapter book written by Steve Reilly, an author, business coach, and consultant to Fortune 100 companies. It provides tools to new managers who are struggling to figure out how to lead a team without being too controlling. He stresses that providing clear expectations, honest and constructive feedback, and personal accountability, it is possible to manage people's performance without controlling their behavior. In Chapter 2, Reilly begins by arguing that most managers do a poor job of communicating expectations, even though this type of communication is essential to ensuring the success of both the manager and the people under him or her. He explains that when managers don't set expectations, employees get them from other sources. He outlines two types of expectations, standards and goals, and describes the case of Genie Industries, a company that has used an "Expectation Letter" to communicate expectations and ensure mutual accountability. He then describes how to effectively use these types of letters and further develops his understanding of standards and goals.

The Facilitative Leader: Managing Performance Without Controlling People is a five-chapter book written by Steve Reilly, an author, business coach, and consultant to Fortune 100 companies. It provides tools to new managers who are struggling to figure out how to lead a team without being too controlling. He stresses that providing clear expectations, honest and constructive feedback, and personal accountability, it is possible to manage people's performance without controlling their behavior. In Chapter 3, Reilly provides rules that should guide managers as they give feedback to employees. He states that cheerleading is not a form of effective feedback. The rules he outlines include being honest and constructive, getting to the point, and establishing a dialogue (not a monologue). He instructs managers to understand the difference between praise and encouragement (which is more constructive and focuses on behavior rather than value judgments). Finally, the author tells managers how to give constructive feedback.

The Facilitative Leader: Managing Performance Without Controlling People is a five-chapter book written by Steve Reilly, an author, business coach, and consultant to Fortune 100 companies. It provides tools to new managers who are struggling to figure out how to lead a team without being too controlling. He stresses that providing clear expectations, honest and constructive feedback, and personal accountability, it is possible to manage people's performance without controlling their behavior. In Chapter 4, the author discusses why getting people to hold themselves accountable to their expectations is always better than forcing accountability on them. He defines the former as self-management and the latter as control. The best managers, then, facilitate accountability by making employees confident and giving them some control over their own work. Reilly also discusses intrinsic and extrinsic motivation and the pros and cons of both. He then outlines three tools that facilitative leaders have to help people become more responsible: feedback, strategic nonintervention, and choice of consequences.

Having worked for two VC firms before entering academia, Lakshmi Balachandra was mystified: Why did a proposal that looked so promising on paper become a nonstarter when it was actually pitched? She spent almost 10 years capturing what happens in pitch meetings and quantifying the results, and drew four broad conclusions: (1) Passion is overrated--VCs prefer a calm demeanor, which they equate with leadership strength. (2) Trust beats competence. (3) Coachability matters--most angel investors want to be hands-on mentors. (4) Gender stereotypes play a role--VCs respond poorly to high levels of stereotypically feminine behavior. Entrepreneurs should approach the pitching process less as a formal presentation and more as a give-and-take conversation in which attitude and mindset matter more than business fundamentals, she says.

If your industry is in turmoil, your instinct might be to double down on innovation so that your firm can get ahead of all the change. But new research from a team led by a professor from City University of London suggests you might want to hold off. Its study of innovation in Formula 1 racing showed that when car technologies were undergoing rapid shifts, the teams that produced very basic vehicles outperformed the rest.

The Facilitative Leader: Managing Performance Without Controlling People is a five-chapter book written by Steve Reilly, an author, business coach, and consultant to Fortune 100 companies. It provides tools to new managers who are struggling to figure out how to lead a team without being too controlling. He stresses that providing clear expectations, honest and constructive feedback, and personal accountability, it is possible to manage people's performance without controlling their behavior. In Chapter 5, Reilly describes how managers should have "come to Jesus" conversations with employees. He instructs them to frame the conversation in order to be firm and clear and impose a consequence that makes employees change their behavior or attitude. He then outlines how facilitative leadership can work in the context of American businesses.

Increasingly, big data is viewed as the most strategic resource of the 21st century, similar in importance to that of gold and oil. While sitting on these vast pools of data, many organizations are simply not ready to take advantage of this new strategic resource. Embracing big data requires addressing a number of barriers that fall into the domains of technology, people, and organization. A holistic, socio-technical approach is required to overcome these barriers. This article introduces the specific tactics we recommend for addressing big data barriers, which involve changes to technology infrastructure, a focus on privacy, promotion of big data and analytic skills development, and the creation of a clear organizational vision related to big data.

Big data represents a new technology paradigm for data that are generated at high velocity and high volume, and with high variety. Big data is envisioned as a game changer capable of revolutionizing the way businesses operate in many industries. This article introduces an integrated view of big data, traces the evolution of big data over the past 20 years, and discusses data analytics essential for processing various structured and unstructured data. This article illustrates the application of data analytics using merchant review data. The impacts of big data on key business performances are then evaluated. Finally, six technical and managerial challenges are discussed.

When organizations are confronted with a crisis, they sometimes have the opportunity to decide whether or not to disclose that information. Organizations may hesitate to reveal such negative events out of fear of drawing unnecessary attention to the crisis, legal liability, or other related problems. The aim of this article is to discuss the pros and cons of self-disclosure and to offer tools to public relations practitioners that will help convince management of the advantages of self-disclosure in a time of crisis-what has been labeled stealing thunder. Research repeatedly has illustrated several valuable ways in which the self-disclosure of crises can benefit organizations in trouble, the most important of which is that it allows organizations to behave in an ethical manner. The article also lists and refutes several arguments often given in favor of crisis concealment and aims to clarify why organizations should never hesitate when they have the opportunity to self-disclose a crisis.

This year, chief marketing officers (CMOs) will spend more money on IT than chief information officers (CIOs). This rapid shift in responsibility is creating a growing divide between CIOs and CMOs over firms' IT investment decisions and actions, which is of increasing significance to firm performance. Understanding and managing this CIO-CMO divide is important in light of the magnitude of investment involved-global IT spending is estimated to exceed $4.1 trillion by 2018-and CEOs' belief that technology is a critical success factor for future firm performance. Heretofore, there has been little investigation regarding the unique relationship between the CMO and CIO. The research reported herein addresses this shortcoming by revealing the results of in-depth interviews with CMOs and CIOs across multiple industries. The results identify the nature and sources of conflict between the two roles as well as the management-related mechanisms to overcome them, revealing the need for CEOs to focus on managing four specific sources of CMO-CIO conflict: perspective, goals, accountability, and structural conflict. While the CEO has the power to create the management-related mechanisms that promote greater CMO-CIO alignment, we also detail steps that the functional leaders can take to put the mechanisms in place should the CEO fail to do so.

This article provides an organized approach for managers to develop social marketing strategies that target upstream decision and policy makers. A conceptual application model and five-stage process is presented for an upstream social marketing strategy based on integrated marketing communications (IMC). IMC concepts are described in the context of social marketing, as well as specific stages for creating an IMC social marketing strategy; these include target audience research and determination, channel selection and integration, strategic message creation, and measurement and control. A central and novel feature of the IMC social marketing strategy model is the simultaneous targeting of an upstream decision maker and influential peripheral (upstream) audiences in order to triangulate and increase campaign effectiveness. An IMC approach to upstream social marketing ensures consistent, persuasive messages specifically crafted for the selected target audiences and coordinated through precise channels to maximize impact. This multi-channel, multi-audience approach to message creation and channel selection produces synergies that increase the potential to influence an upstream decision/policy maker.

Organizations are challenged to develop leaders who can think strategically about the business and solve systemic problems. How can mid-level leaders develop this capability? Herein, we describe five strategic shifts in perspective that are essential for mid-level managers in transitioning successfully to strategic leadership positions. All five shifts improve mid-level leaders' ability to look beyond tactics to see wider opportunities and enable strategic impact. The shifts are iterative and build on each other. We offer a new model that guides managers in shaping strategic leaders using these five perspective shifts to impact the organization positively and substantially. Further, we provide specific techniques that mid-level managers can employ to shift their perspectives and build personal strategic capabilities. Finally, we share specific 'Try It' exercises that mid-level managers can engage in to learn about the proffered concepts.

While there have been many articles written on the advantages and techniques of goal setting, there has been far less written to guide practicing managers on how to put this powerful motivational tool to work. This article offers a three-step process that begins by identifying the combination of performance, learning, and behavioral goals to best match the unique knowledge, skills, and abilities of the employee to the task requirements of the job. Once this best-goal combination has been determined, the manager's letter, a managerial tool developed by Peter Drucker, is presented as a well-accepted process for implementing a goal-setting strategy that emphasizes employee participation. The third step in the implementation of a goal-setting strategy is to introduce subconscious primes that can reinforce the value offsetting performance, learning, and behavioral goals.

Many technology experts believe the internet cannot be shut down as it was built by the military to be redundant. Organizations have accepted this premise and generally do not have the means to ensure continuing connectivity in the face of disruption. As early as 1997, however, the internet did experience disruption, leaving millions of users disconnected. It is argued that because the internet has been embedded into all business operations it is necessary for managers to review their policies regarding continued connectivity should a disruption occur. In this article I offer several practical suggestions regarding how managers can continue to operate critical processes in the face of short or extended internet outages. Further, I suggest that a view of corporate data processes based on traditional accounting perspectives needs to be revised to consider these data processes as a matrix interacting across customer, vendor, employee, and human interfaces.

As firms from across all manufacturing sectors are rethinking their outsourcing and offshoring strategies, there is the potential for a manufacturing renaissance in the U.S. The findings from this case study suggest that the current manufacturing relocation shift is not perceived by manufacturers as a long-term business strategy (as outsourcing has been). As such, the results suggest that manufacturing relocation decisions based exclusively on models such as total cost of ownership (TCO) will not deliver anticipated near-term costs savings. In addition to TCO, firms must have access to information concerning the complexity of the outsourced manufacturer's manufacturing and supply chain processes in order to fully evaluate the 'as-is' outsourced function against 'to-be' manufacturing relocation opportunities.

Brand pages in social media are a great way to foster consumer gathering around a brand, but it can be challenging to keep fans engaged and coming back to see updated content. Brands with millions of fans on Facebook have seen organic reach fall below 2% of their base. In this article, we describe how the creation of virtual brand communities can help brand managers increase fan engagement. We suggest the steps, conditions, advantages, and limitations involved in nurturing a brand page as an online social gathering that assumes some of the characteristics of a virtual brand community. The results of our study show that a brand page can have some of the characteristics of a virtual brand community-topical information exchange, identity communication, and establishment and internalization of cultural norms. We also show the importance of having celebrities among fans in order to foster social interactions and legitimate social practices on brand pages.

Firms must excel at both exploration and exploitation to ensure long-term survival and prosperity. However, firms often have difficulties in doing so because they have to accommodate the contradictory logics of exploration and exploitation. This article examines the logics of exploration and exploitation, evaluates the difficulties of accommodating both logics, and identifies dynamic ambidexterity as a new way to overcome these difficulties. To achieve dynamic ambidexterity, firms need to support structural ambidexterity at the corporate level, contextual ambidexterity at the business-unit level, and sequential ambidexterity at the project level. I believe that the notion of dynamic ambidexterity and its managerial practices can help firms manage exploration and exploitation and ensure long-term survival and prosperity.

A major factor in the success of an organization is its culture. Organizational culture can significantly influence the performance and effectiveness of a company, the morale and productivity of its employees, and its ability to attract, motivate, and retain talented people. Unfortunately, many leaders are either unaware of the significant impact culture can have, are aware but overwhelmed by the extensive and sometimes conflicting information available on culture, or are not well informed about how to build and sustain cultures effectively. This article integrates the most consistent findings that leaders need to know about culture and what they can do to build strong, successful cultures that bring out the best in people. Developing organizational culture requires far more than talk about culture and emphasis on its importance. In order to achieve the best results, culture development requires leaders who see it as one of their key tasks and who understand the importance of aligning organization strategies and decision making with cultural ideals.