Companies today increasingly rely on teams that span many industries for radical innovation, especially to solve "wicked problems." So leaders have to understand how to promote collaboration when roles are uncertain, goals are shifting, expertise and organizational cultures are varied, and participants have clashing or even antagonistic perspectives. HBS professor Amy Edmondson has studied more than a dozen cross-industry innovation projects, among them the creation of a new city, a mango supply-chain transformation, and the design and construction of leading-edge buildings. She has identified the leadership practices that make successful cross-industry teams work: fostering an adaptable vision, promoting psychological safety, enabling knowledge sharing, and encouraging collaborative innovation. Though these practices are broadly familiar, their application within cross-industry teams calls for unique leadership approaches that combine flexibility, open-mindedness, humility, and fierce resolve.
Most leaders don't have the luxury of building their teams from scratch. Instead they're put in charge of an existing group, and they need guidance on the best way to take over and improve performance. Watkins, an expert on transitions, suggests a three-step approach: Assess. Act quickly to size up the personnel you've inherited, systematically gathering data from one-on-one chats, team meetings, and other sources. Reflect, too, on the business challenges you face, the kinds of people you want in various roles, and the degree to which they need to collaborate. Reshape. Adjust the makeup of the team by moving people to new positions, shifting their responsibilities, or replacing them. Make sure that everyone is aligned on goals and how to achieve them-you may need to change the team's stated direction. Consider also making changes in the way the team operates (reducing the frequency of meetings, for example, or creating new subteams). Then establish ground rules and processes to sustain desired behaviors, and revisit those periodically. Accelerate team development. Set your people up for some early wins. Initial successes will boost everyone's confidence and reinforce the value of your new operating model, thus paving the way for ongoing growth.
Over the years, as teams have grown more diverse, dispersed, digital, and dynamic, collaboration has become more complex. But though teams face new challenges, their success still depends on a core set of fundamentals. As J. Richard Hackman, who began researching teams in the 1970s, discovered, what matters most isn't the personalities or behavior of the team members; it's whether a team has a compelling direction, a strong structure, and a supportive context. In their own research, Haas and Mortensen have found that teams need those three "enabling conditions" now more than ever. But their work also revealed that today's teams are especially prone to two corrosive problems: "us versus them" thinking and incomplete information. Overcoming those pitfalls requires a new enabling condition: a shared mindset. This article details what team leaders should do to establish the four foundations for success. For instance, to promote a shared mindset, leaders should foster a common identity and common understanding among team members, with techniques such as "structured unstructured time." The authors also describe how to evaluate a team's effectiveness, providing an assessment leaders can take to see what's working and where there's room for improvement.
Too often, teams struggle to collaborate effectively because of destructive conflict within the group. While respectful differences of opinion can yield positive change, a perceived incompatibility between how different people think or act can have a serious impact on productivity and work culture. Based on team dynamics research as well as their personal experience working with executive teams, the authors propose a new approach for leaders to proactively address conflict in the workplace and lay the foundation for effective collaboration. Before tackling any specific work issue, they suggest that team leaders facilitate conversations about how people look, act, speak, think, and feel, in order to build a shared understanding of the process - rather than the content - of the team's work.
People today are under intense pressure to be "ideal workers"-totally committed to their jobs and always on call. But after interviewing hundreds of professionals in many fields, the authors have concluded that selfless dedication to work is often unnecessary and harmful. It has dysfunctional consequences not only for individuals but also for their organizations. The authors discuss three typical strategies for coping with demanding workplaces, and the risks associated with each: Accepting involves prioritizing the job above all else and remaining available 24/7. Because accepters fail to cultivate outside interests, they're often slow to recover from professional setbacks. And they may be too focused on their own responsibilities to mentor others-a drawback for their organizations. Passing involves portraying oneself as an ideal worker while quietly pursuing a life beyond the office. But passers may feel isolated from their colleagues because they are hiding parts of themselves, and their perpetuation of the ideal-worker myth keeps the pressure on everyone. Revealing involves openly embracing nonwork commitments. Revealers may unwittingly put their careers at risk, however, and bosses who penalize them may drive away talent. So how can organizations build a healthier-and more productive-culture? Managers can act as role models by leading multifaceted lives themselves. They can reward employees for the quality and results of their work rather than the time put into it. And they can enforce reasonable work hours, require vacations, and take other steps to protect employees' personal lives.
Not long ago, the ability to create smart data visualizations (or dataviz) was a nice-to-have skill for design- and data-minded managers. But now it's a must-have skill for all managers, because it's often the only way to make sense of the work they do. Decision making increasingly relies on data, which arrives with such overwhelming velocity, and in such volume, that some level of abstraction is crucial. Thanks to the internet and a growing number of affordable tools, visualization is accessible for everyone--but that convenience can lead to charts that are merely adequate or even ineffective. By answering just two questions, Berinato writes, you can set yourself up to succeed: "Is the information conceptual or data-driven?" and "Am I declaring something or exploring something?" He leads readers through a simple process of identifying which of the four types of visualization they might use to achieve their goals most effectively: idea illustration, idea generation, visual discovery, or everyday dataviz. This article is adapted from the author's just-published book, "Good Charts: The HBR Guide to Making Smarter, More Persuasive Data Visualizations."
With longevity increasing and thousands of Baby Boomers turning 65 every day, the face of retirement is changing. Interviews with executives and managers conducted by the authors show that very few people now follow the tradition of ditching the job and embracing a life of leisure in their midsixties. This article describes the different paths being taken and offers four principles that will help you navigate your late-career journey: (1) Prepare to go off-script. Careers end in many ways--often unpredictably. Most of us will have little control over our exit, so we must be ready to adapt. (2) Find your metaphor. Do you see retirement as liberation from the grind, the loss of your professional identity, or a chance for transformation? The language that resonates most with you can signal your best way forward. (3) Create a new deal. Many are stepping back gradually or staying on at their firms with redesigned schedules and responsibilities or as contractors. Explore the possibilities. (4) Make a difference. Shelving your expertise at retirement no longer makes sense. The new model is to apply your talents to improve your community and the world.
Yolk-ay, a United Arab Emirates restaurant chain specializing in traditional Indian egg dishes, recently opened its eighth location in 10 years--but turnover is flat, and competitors are gaining market share. Should Yolk-ay go after new customers by adding vegetarian and chicken dishes to the menu? Or stick to what it's known for rather than risk diluting its brand identity? The chain's father-son owners are on opposite sides of the issue. This case includes expert commentary from Rajiv Meherish, the founder of the Dubai-based restaurant group Raju Omlet, and Anthony Ackil, a cofounder of the U.S. fast-casual chain b.good.
Yolk-ay, a United Arab Emirates restaurant chain specializing in traditional Indian egg dishes, recently opened its eighth location in 10 years--but turnover is flat, and competitors are gaining market share. Should Yolk-ay go after new customers by adding vegetarian and chicken dishes to the menu? Or stick to what it's known for rather than risk diluting its brand identity? The chain's father-son owners are on opposite sides of the issue. This case includes expert commentary from Rajiv Meherish, the founder of the Dubai-based restaurant group Raju Omlet, and Anthony Ackil, a cofounder of the U.S. fast-casual chain b.good.
Yolk-ay, a United Arab Emirates restaurant chain specializing in traditional Indian egg dishes, recently opened its eighth location in 10 years--but turnover is flat, and competitors are gaining market share. Should Yolk-ay go after new customers by adding vegetarian and chicken dishes to the menu? Or stick to what it's known for rather than risk diluting its brand identity? The chain's father-son owners are on opposite sides of the issue. This case includes expert commentary from Rajiv Meherish, the founder of the Dubai-based restaurant group Raju Omlet, and Anthony Ackil, a cofounder of the U.S. fast-casual chain b.good.
The Spanish Riding School (SRS) was an icon of Austrian national identity, the oldest riding school in the world and the primary exponent of the art of classical dressage (a "ballet" with horses). In 2012, 447 years after its founding, the School confronted a serious threat: how to survive its so-called "privatization" by the Austrian government. Elisabeth Gürtler, recently reappointed to a five-year term as Managing Director needed to address three interrelated challenges: how to counter the critics of the SRS and its leadership and the avalanche of bad press they had generated, how to consolidate the significant organizational changes she had implemented during her first five years as Managing Director, and how to generate additional revenue so that the SRS would continue to breakeven financially - and in the long run, achieving financial sustainability for the SRS and preserving both its exalted status as the world's foremost institution of classical dressage and its responsibility to preserve and improve the breed of Lipizzaner horses. Since her appointment (on a 5-year contract) in December, 2007, Gürtler had acted quickly to implement a series of initiatives aimed at reducing costs, increasing revenue, and improving organizational capabilities. While these changes appeared to be successful at staunching the SRS's financial losses, they were not without cost. Internally, a number of experienced riders had strongly resisted the changes and had been subsequently dismissed; externally, critics had initiated a media campaign claiming that the quality of the SRS's performances had declined and been "debased" as a consequence of the changes. As Gürtler looks to her second term as Managing Director, students are asked to evaluate her organizational change efforts, and consider her strategic options going forward.
In April 2012, Karen Oldfield, President and Chief Executive Officer of Halifax Port Authority (HPA), was considering urgently needed action on the disposition of the financially troubled Halifax Seaport Farmers' Market (HSFM). One of 18 Canada Port Authorities, HPA's mandate was to "develop, market, and manage its assets in order to foster and promote trade and transportation." The organization exercised management authority over Halifax Harbour and 258 acres of adjacent federal land and HPA-owned facilities. Its lines of business encompassed cargo handling, cruise, and real estate operations. HPA had launched a Seaport Redevelopment Plan in 2005. An integral component of that plan was the establishment in 2010 of a six-day-a-week HSFM that would service the cruise trade and provide the local community with a gathering place. The market was operated by the City Market of Halifax Cooperative Ltd. (CMHC), which leased the property from HPA. By 2012, CMHC revenues were failing to support operating expenses and debt. Current obligations that totaled $732,436 were past due. A consultant concluded that the performance failure was due to a high debt load, governance and management problems, an unclear identity, construction flaws, and insufficient revenue on weekdays. It was clear that without intervention, HSFM would fail soon. Should HPA allow the market to fail and put the property up for lease? Should the organization continue providing financial and management support to the current tenant? Should it endeavor to find another organization to operate the market? Or should it commit to operating the market, even though HPA did not normally operate the facilities it governed?
Billy Cordasco, as President of Babbitt Ranches, was looking for alternatives to his current business model, where calves were born on the ranch, kept on the range for over a year, and then sold on the hoof at the market price. Interest in alternatives to the grain-fed beef offerings of supermarkets was growing. Health and sustainability issues had increased the popularity of grass-fed beef. Beef production and sales were generally low margin businesses, but if consumers were willing to pay a premium price for sustainable grass-fed beef, it might be possible for Babbitt Ranches to respond to the consumer need and increase the firm's bottom line at the same time. Because of Babbitt Ranches' financial resources, size, and reputation, numerous business model options existed. Billy needed to brainstorm which business models made sense for Babbitt Ranches. Presented with information necessary to understand the complex beef value chain, financial data on different value chain functions, and several options that were previously considered by Babbitt Ranches, Billy was able to both quantitatively and qualitatively the evaluate taking over one or more of the following functions: slaughter, hanging, processing, distribution, wholesale and/or retail sales. Under consideration was Babbitt Ranches' ability to acquire or develop the necessary resources for a new business model. Recognizing the opportunity presented by the increasing demand for grass-fed beef and the challenge of a complex beef value chain, Billy's goal was to limit the number of business model options to those that were feasible so he could put additional resources toward due diligence on a reasonable set of models.
Bayou Side Hospital (BSH) is a critical access hospital in rural Louisiana that has offered labor and delivery services to its community since its beginning. However, the viability of this department and the hospital could be threatened by the changing healthcare reimbursement structure brought about by the Affordable Care Act. The decision to discontinue obstetric services would impact BSH's bottom line, but it may also complicate the hospital's relationship with its community and compromise its mission statement. The case will give insight into the complex ethical nature of hospital decision making and the way in which community reciprocity affects rural organizations. The instructor's manual offers a quantitative financial analysis and a qualitative discussion and review of literature on mission statements and community embeddedness. Further, the instructor's manual provides learning objectives, student preparation questions, and an outline for class discussion of the case.
This case provides a fascinating true story that will engage students and provide them with a real life example of corporate law and governance in the context of a socially responsible company. Specifically, the case addresses minority shareholder rights, fiduciary duties of directors and controlling shareholders, ethical decision-making in the business context. The case useful for an advanced business law course and is positioned to discuss social entrepreneurship and options for directors and officers of social enterprises who want to focus on social and service missions without risking a breach of their fiduciary duties. The instructor's manual provides theoretical frameworks in the areas of corporate social responsibility, business ethics and principles of corporate law to guide the discussion of the case. The manual also provides additional multimedia teaching aids and updated information regarding expanded choices of entity currently available for social enterprises.
This case explores the nature of the relationship between Uber Technologies, Inc., and its driver-partners. Uber touted itself as a technology company that licensed an app to independent contractors acting as drivers. However, some Uber driver-partners were unhappy and their lawyers filed lawsuits seeking class action status. The driver-partners believed that Uber should have treated them as employees and should have given them benefits (e.g., workers' compensation and reimbursement for their expenses). They complained that Uber unfairly denied them gratuities. The case provides a brief history of Uber Technologies, its competitors, and the taxi and limousine industry, discusses the requirements for working as an Uber driver-partner, and delves into litigation related to Uber's labor practices. It raises substantial questions about how to classify workers (employee v. contractor) and how to develop human resource practices in the sharing economy.
Namal College, Mainwali - Pakistan, was the brainchild and dream project of Imran Khan-world-renowned cricketer, philanthropist, and one of the most popular politicians of Pakistan. Namal's case opens at a critical juncture in the fall of 2012 when the board meets to discuss the organization's impending challenges, vision, and future. On one hand, Namal's leadership saw commendable achievements in a very short span of time while on the other there were major logistic, financial, infrastructural, and human resource related challenges. In the midst of this, the VC began to openly disagree with Mr. Khan and the board's dreams and ambitions for Namal. This conflict in the perspective of the college's leadership began to instill despair and confusion in the minds of the faculty as well as the students. The question that many were asking was "Where is Namal heading towards?" Namal's vision that had served as the bind¬ing force throughout its history was now being questioned by some. There were rumors that the VC and some of the faculty members were thinking of resigning from the college. Mr. Dawood, the chairperson, felt that it had become extremely important to rethink and clarify Namal's vision for the next 10-20 years. He believed that a well-articulated shorter term vision would enable the Board to address the existing challenges and take the institution forward.
As Angela Laramie compiled her thirteenth annual report on sharps injuries (SIs) among hospital workers for the Massachusetts Department of Public Health's Occupational Health Surveillance Program, she noted that the prevalence of injuries had remained at the same level for six years in a row. From 2002 through 2009, the SI rates had trended downward as hospitals implemented sharps injury prevention plans, but starting in 2009, the decline in rates and number of sharps injuries appeared to have stalled. Angela hoped to evaluate the reasons for the apparent lack of progress over the last few years, and to reassess the state's approach: were the data they had been collecting adequate to meaningfully capture the sources and incidence of SIs in Massachusetts hospital workers? Did it clearly indicate where interventions should be targeted? Were there other data that could help her better understand the flat trend line? What did the data tell her, and what more should she know?
David Lee is a highly motivated individual who overcame some setbacks in his life to rise through the ranks quickly, and at the age of 27, became the country manager of the NZ Foods' representative office in Singapore. However, Lee soon begins to encounter problems upon stepping up to his new role.