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While some organizations swear by the benefits of transparency and are eager to learn and implement transparency practices, many managers are still reluctant or even afraid to use them. Our research reveals that only a few innovative companies have taken steps to leverage a potentially useful form of transparency: the provision of accessible and objective information to customers (e.g., sharing unbiased benchmark data, publishing unfiltered customer comments, or providing candid product reviews that may praise but also criticize the company's products). Our study also shows that many companies remain wary and view greater calls for transparency as a challenge to be managed rather than an opportunity to be traded upon. This is partly due to limited research into the performance benefits of giving customers access to objective information, and lack of practical guidelines on how to actually implement it. This article addresses these shortcomings. First, we investigate whether performance transparency leads to customer outcomes that can be profitable for an organization and, second, we analyze the characteristics of successful transparency initiatives in a wide range of industries. Our research shows that customers exhibit more trust and are willing to pay a premium to deal with transparent businesses. Also, it uncovers seven effective strategies to leverage transparency. This article provides convincing empirical evidence for the benefits of performance transparency and the ways in which management may implement it successfully.

Two discussions about the interaction between data analytics and competitive analysis have been taking place in the past decade: one focusing on micro-level firm capabilities and the other on macro-level industry competitiveness. We seek to integrate the micro- and macro-level analyses via the lenses of firms in agricultural input markets. Agriculture is undergoing a tremendous transformation in the collection and use of data to inform smarter farming decisions. Precision agriculture has brought a heightened degree of competition for input supply firms, forcing greater interactions among friends and foes.

In 2017, Tomer Zvulun, the CEO and artistic director of The Atlanta Opera, was considering next steps. Zvulun had adapted quickly to the new, dual role of chief executive and artistic director, although there had been a steep learning curve. As he gained traction, the Opera's profile as an up and coming arts organization also grew. However, there was still much to be done if Zvulun wanted the Opera to be ranked among the best in the country. Should Zvulun should hire a chief operating officer to help manage day-to-day operations, and if so, should he focus his search on internal or external candidates? More broadly, Zvulun wondered how could he best balance his significant personal, professional, and organizational aspirations?

According to research into what makes leaders great, executives can leverage the power of music to improve performance while taking a taxi or flying on a plane, or even in the shower. “Having established the importance of leader character for sustained excellence in organizations,” says Ivey Business School Professor Mary Crossan, “the next frontier is researching how to activate and develop character on a daily basis.” Crossan has been exploring how music can activate dimensions of character that may lie latent. In particular, Ivey has been exploring how music can exercise the character dimension of humility and its associated behaviours in future leaders. But while Crossan’s research explores the positive and negative impacts that music can have on character development, she notes that it is misguided to think that one person’s positive playlist will work for another individual. The key to deploying music for leadership development is reflection and self-awareness. Indeed, you first must adequately explore the current state of your strength of character to determine imbalances among your character dimensions. This can be done using a Leadership Character Insight Assessment tool developed by Ivey researchers in partnership with SIGMA Assessment Systems. You then design a song library to promote character dimension balance based on what moves you emotionally in the areas that require development.

In 2014, Randy MacEwen was named CEO of Ballard, where he leads the company’s focus on providing innovative clean energy solutions with fuel cell vehicles. In 2017, Ballard became the first fuel cell company to power buses for more than 10 million cumulative kilometres. In this Ivey Business Journal interview, MacEwen talks with Ivey Professor Gerard Seijts about the leadership skills needed to navigate disruptions in today’s changing business environment. With the exception of the United States, MacEwen says, we have global consensus on the need to keep the global temperature increase by the end of the century below 2 degrees Celsius. That will require deep de-carbonization and major transformation in the energy, transportation, and industrial sectors. The need to reduce carbon-dioxide emissions and improve air quality is driving the trend to electrify propulsion systems in cars, buses, and trains. There’s also a push to make vehicles lighter and equip them with autonomous driving. These efforts are complicated by the trend of transportation as a service. Yet another disruptor is China. Significantly, these mega-trends are not temporal; they are global and converging. MacEwen explains how Ballard reflected on its cultural values and distilled them to five: “Listen and Deliver” (customer centricity); “Quality”; “Inspire Excellence” (urgency, passion, and showing leadership); “Row Together” (trust); and “Own It” (accountability).

The family-run Balaji Wafers Pvt. Ltd. (Balaji Wafers), a savoury snack manufacturer, had adopted a phased strategy in taking on the likes of global multinational corporation PepsiCo in India, an emerging economy. After operating successfully for more than three decades in western India, Balaji Wafers was planning to grow and to go national with forays into north and south India. Balaji Wafers had a strong foothold in western India, where in Gujarat and Maharashtra it had left PepsiCo’s brand Lay’s far behind; however, growing nationally would require more investments, robust business strategy, and marketing acumen. In pursuing growth, should Balaji Wafers expand nationally, or should it strengthen its leadership position in its home territory?

In 2016 the chief executive officer (CEO) of Harley-Davidson Inc., the iconic U.S. manufacturer of motorcycles, was facing a constant decline in sales and stock price due to the company's dependence on a mature U.S. market and the natural attrition of its most loyal riders, who were ageing. In May 2017, the CEO needed to determine how to return his global company to growth amid a protectionist agenda and direct business interference from the White House. Should the company expand internationally or not?

The Kanaka Bar Indian Band, a First Nations community in British Columbia, Canada, had realized impressive economic development in the decades since the 1970s. This progress included development of a profitable hydroelectric system backed by strong community governance and the introduction of a five-year community economic development plan. In 2017, the community was executing the plan with some successes and some challenges. As the band council and community members looked to the coming years of the plan and beyond, they wished to continue making progress towards their community vision of self-sufficiency, vibrancy, and sustainability. As they reflected on their successes, took stock of the community’s resources, and assessed its challenges, they asked themselves whether the plan needed to evolve. Which of the community’s resources could it use to achieve its vision in a way that addressed the challenges at the time and remained consistent with the traditional community values?

In August 2015, a law student in Singapore came up with the idea for his first scooter when he needed a simple and economical mode of transport to get from his apartment to university. The student, who was Norwegian, and his Singaporean partner registered and incorporated Skutis Corporation Pte Ltd (Skutis) within only five days. The Skutis e-scooter emitted no fumes or noise and featured a quick folding design for easy storage. As new entrants in the industry, they felt confident that their combined study skills (law and business) would help them design and produce a more durable and dynamic scooter than those currently available. However, by April 2017, Skutis had already encountered major difficulties dealing with a Chinese manufacturer of its products. After 20 months of experience in the market, the two entrepreneurs were planning their company’s strategy for the future. Having experienced the lows and highs of the Chinese production market, they were searching for ways to make their business more profitable and develop a long-term trustworthy relationship with a reliable manufacturer who would produce their designs.

In 2013, two entrepreneurs launched the Virtual Market in Mexico City with a mission to transform small traditional retailers (the so-called “mom-and-pop” shops) into competitive market players. The family-owned shops were strongly embedded in the society, culture, and economy of Mexico and Latin America, producing 50 per cent of the region’s retail sales and 15 per cent of Mexico’s true gross domestic product. However, economic growth had increased consumers’ earnings, leading to previously low-income consumers gaining financial status. The traditional shops were unable to compete with the new demands for cashless payment methods, wider ranges of products and services, and lower prices. To remedy the situation, the Virtual Market gained the trust of the shop owners and worked to improve their financial, technological, and business literacy. By 2017, the Virtual Market had successfully worked with 10,000 shops but had still not attained break-even. Was its business model sustainable in the long term? Could it be replicated in other countries and with other cultures? How could it scale up and secure profits?

In late 2012, an executive vice-president faced a dilemma at Industrias Metalúrgicas Pescarmona S.A. (IMPSA), an Argentine multinational company that designed and produced cranes, dams, and components for power plants, and had recently begun building hydroelectric and wind power projects. The company’s chief executive officer had tasked the executive vice-president with recommending how IMPSA could be radically restructured to adapt to changes in the world marketplace for renewable energy. However, IMPSA was at the top of its game, and the company had a backlog of orders valued at US$3.3 billion. The executive vice-president knew that the chief executive officer would not accept a minor reorganization but would demand a major restructuring based on the firm’s existing resources, which was a strategy that, in the past, had proven to be successful for the company, particularly in emerging markets. The executive vice-president wondered how IMPSA could build on its existing wind power and hydroelectric dam business without abandoning the resources the firm had developed over the years.

The idea behind performance feedback is that to help people grow, we need to shine a light on the things they can't see about themselves. But a recent study shows that when employees receive critical appraisals from their peers, it mostly makes them seek out colleagues who will give them positive reviews instead.

This is an MIT Sloan Management Review article. In this article, the author examines agile as a management practice through a case study of ING bank in the Netherlands, which has adopted agile across its headquarters in Amsterdam. The research is based on in-depth interviews with 15 ING executives and many front-line employees. The article highlights key learnings at ING, largely from the point of view of the senior executives of the bank, and explores the challenges of implementing agile in an established organization, focusing on five lessons: 1. Decide how much power you are willing to give up. Agile shifts power away from those at the top and puts ownership in the hands of those closest to the action. Unless top executives are willing to accept that they are surrendering some status and power, agile will not be a good fit. 2. Prepare stakeholders for the leap. ING executives had to sell agile to nervous stakeholders, including board members, employees, and bank regulators. For example, executives assured regulators that finance, compliance, and legal functions would continue to be managed in the traditional way. 3. Build the structure around customers -and keep it fluid. Like other approaches to management, agile is focused on customers. ING in the Netherlands has tried to keep its organizational structure fluid so that it can evolve to do what's best for customers. 4. Give employees the right balance of oversight and autonomy. A quarterly goal-setting process is part of the agile structure at ING in the Netherlands. This has been a learning process. Initially, groups defined goals that were comfortably achievable, and executives had to urge them toward more ambitious targets. 5. Provide employees with development and growth opportunities. The team-based structures used in agile can be scary for employees used to having their personal development and career progression mapped out by HR departments or the mainstream career trajectories of a given industry.

This is an MIT Sloan Management Review article. For decades, companies have used custom metrics that don't conform to generally accepted accounting principles (GAAP) or international financial reporting standards (IFRS) as supplements to their official financial statements. Some common non-GAAP measures include adjusted earnings before interest, taxes, depreciation, and amortization (known as adjusted EBITDA), free cash flow, funds from operations, adjusted revenues, adjusted earnings, adjusted earnings per share, and net debt. However, as the authors point out, it's not unusual for these alternative measures to lead to problems. Since companies devise their own methods of calculation, it's difficult to compare the metrics from company to company -or, in many cases, from year to year within the same company. According to the authors, alternative measures, once used fairly sparingly and shared mostly with a small group of professional investors, have become more ubiquitous and further and further disconnected from reality. In 2013, McKinsey & Co. found that all of the 25 largest U.S.-based nonfinancial companies reported some form of non-GAAP earnings. Press releases and earnings-call summaries often present non-GAAP measures that are increasingly detached from their GAAP-based equivalents. In addition to creating potential problems for investors, the authors argue, alternative metrics can harm companies themselves by obscuring their financial health, overstating their growth prospects beyond what standard GAAP measures would support, and rewarding executives beyond what is justified. Board members, top executives, compliance officers, and corporate strategists need to make sure that whatever alternative measures companies use improve transparency and reduce bias in financial reports. Although no standard is perfect, the authors note that GAAP and IFRS standards provide a foundation for consistent measurement of corporate performance over time and across businesses.

This is an MIT Sloan Management Review article. Business model innovation has become a hot topic in management circles, and understandably so. No management activity is more important than having clarity about how the organization creates, delivers, and captures value. It requires, among other things, knowing what customers want, how value can be best delivered, and how to enlist strategic partners to achieve maximum benefit. Although the ability to develop strong value propositions can enable companies to "get by, "the authors argue that many of today's most successful businesses are those that can place themselves in the "sweet spot" of business model scalability. If managers are incapable of factoring scalability attributes into their business model design, they risk being left behind, much the way bookstores owned by Borders Group Inc. were eclipsed by Amazon.com Inc. In the course of their research, the authors identified five patterns by which companies can achieve scalability. The first pattern involves adding new distribution channels. The second entails freeing the business from traditional capacity constraints. The third involves outsourcing capital investments to partners that, in effect, became participants in the business model. The fourth is having customers and other partners assume multiple roles in the business model. And the fifth pattern is to establish platform models in which even competitors may become customers. Based on these patterns, the authors developed a framework for identifying potential levers for business model scalability along with a road map that managers can use to improve their business models. Over and above the need to create value propositions that are difficult for competitors to replicate, managers need to develop business models that are capable of achieving positive returns and accelerating returns on the investments made.

This is an MIT Sloan Management Review article. Most of us view our jobs as specialized or somehow differentiated, but the world of business and management increasingly feels otherwise. For many organizations today, the next big driver of job commoditization is automation driven by smart machines. Simply put, if a job is viewed as a commodity, it won't be long before it's automated. The key for workers whose jobs have traditionally seemed safe: Highlight the tasks that require a human touch.

This is an MIT Sloan Management Review article. Most research on open innovation has focused on the use of ideas and knowledge from outside the organization in the development of products and services. But openness can be useful for process innovation, too. The authors' research shows that manufacturers can benefit substantially when they look for ideas beyond the factory gates, especially when their operations are already advanced. In this article, the authors analyzed nine years of survey responses from 1,000 Swiss manufacturers, as well as 200 interviews with personnel at the Volvo Group (AB Volvo), a manufacturer of trucks, buses, construction equipment, and marine and industrial engines that is based in Gothenburg, Sweden. Although the authors concede that some companies have good reasons for keeping process innovations concealed, they found that for many manufacturers, such defensiveness deprives companies of a valuable source of ideas for productivity improvement. The authors present six ideas to help manufacturing companies open up their innovation process. The first idea is to encourage factories within a large company to share innovative practices and success stories with one another. Companies that already do this informally, the authors say, can extend their activities with a systematic effort inside their factory networks and lay the groundwork for other open information sharing about processes. The second idea is to focus on the pace of process improvement. The third idea is to recognize that increased use of data access systems leads to greater production cost reductions. Customer relationship management, supply chain management, and enterprise resource planning software systems all require codification of tacit knowledge, which enhances a company's capacity to spread external process ideas and technology to the people who need it. As a fourth step, the authors recommend improving the organization's ability to absorb and implement ideas from

This is an MIT Sloan Management Review article. There are four different pathways that businesses can take to become top performers in the digital economy. Leadership's role is to determine which pathway the company should pursue -and how aggressively to move.

This is an MIT Sloan Management Review article. For young adults accustomed to continually checking their cellphones, even a single day without access to them can be anxiety-producing. What are the implications for executives about managing this constantly connected generation -and their devices -in the workplace?