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Senior executives have discovered through hard experience that prospering at their level is a matter of carefully combining work and home so as not to lose themselves, their loved ones, or their foothold on success. To learn how they reconcile their professional and personal lives, the authors drew on five years' worth of interviews with almost 4,000 executives worldwide, conducted by students at Harvard Business School, and a survey of 82 executives in an HBS leadership course. Their stories and advice reflect five main themes: defining success for yourself, managing technology, building support networks at work and at home, traveling or relocating selectively, and collaborating with your partner. Some intriguing gender differences emerged in the survey data. For example, men still think of their family responsibilities in terms of breadwinning, whereas women often see theirs as role modeling for their children. And male executives tend to praise their partners for making positive contributions to their careers, whereas women praise theirs for not interfering. Executives of both sexes consider the tension between work and family to be primarily a women's problem, and most of them believe that one can't compete in the global marketplace while leading a "balanced" life. "Earnestly trying to focus," the authors conclude, "is what will see them through."

For nearly four decades, Langer's research on mindfulness has influenced thinking across a range of fields, from behavioral economics to positive psychology. It demonstrates that by paying attention to what's going on around us, instead of operating on autopilot, we can reduce stress, unlock creativity, and boost performance. "Mindfulness is the essence of engagement," Langer says. "And it's energy-begetting, not energy- consuming." It enables people to recognize and take advantage of opportunities when they arise and to avert risk. Furthermore, Langer says, "You like people better, and people like you better, because you're less evaluative. You're more charismatic." In this interview, she discusses the link between mindfulness and innovation, why mindfulness makes one less judgmental about others, what managers can do to become more mindful, and more.

In an HBR article in January 2005, Cappelli and Hamori compared leaders in the top 10 roles at each of the Fortune 100 companies in 1980 with those in 2001. Among their findings were a sharp decline in the number of senior executives who had spent their entire careers with one company, and a corresponding uptick in rapidly advancing young executives who spent less time with any one employer. In this article they and Bonet extend that analysis to 2011. Perhaps the most noteworthy changes they've found are demographic. For example, the percentage of executive women has risen quite a bit. But the 2008 recession caused some interesting developments: Financial institutions are bringing in more senior executives from outside than they did a decade ago; leaders have been hesitant to leave their organizations for new opportunities; and companies have held on to even underperforming executives to maintain stability. Generously illustrated with graphics, this article profiles today's leaders in four areas--career trajectory, education, diversity, and hierarchy within the senior ranks.

When "BeerCo" found its pub sales falling, market research and competitive analysis provided no help. So it sent out a team of social anthropologists to investigate. The resulting data, including field notes, photographs, and videos, yielded insights that prompted the company to revamp its promotional materials and training methods. Sales rebounded within two years and are still growing. BeerCo's story shows how the emerging approach of "sensemaking" can illuminate customers' true needs and facilitate successful transformations of product development, organizational culture, and corporate strategy. Rooted in the human sciences--anthropology, sociology, political science, and philosophy--sensemaking is a five-step process. Companies must: (1) Reframe the problem, focusing on the customer's experience of the product and the market. (2) Collect raw, firsthand data. (3) Find patterns in the data. (4) Generate new insights. (5) Translate those insights into initiatives. Sensemaking can help solve some of the toughest business problems and enables leaders to think creatively about what business they're really in.

In B2B markets, suppliers of nonstrategic products and services tend to assume they have only two options for landing sales: stressing their offerings' unique characteristics and competing on price. The problem is, the features touted often don't matter to purchasing managers, and neither do price concessions. How, then, do you win their business? The authors' research with 46 companies points to a solution: After meeting the customer's basic specs within an acceptable price range, give the purchasing manager "a justifier"--an extra that provides obvious value to the business. A car-leasing company, for instance, might offer the option to cancel a number of contracts without penalty, or a delivery service might print customers' logos on their envelopes. The justifier provides a clear-cut reason to select one supplier over others and breaks the tie among the finalists on the short list. To uncover justifiers, you should explore how customers use your offerings, learn about their priorities and those of their customers, and look at ways to integrate your offerings with other suppliers'. The right justifier can win you more business--and even help you launch a new one.

In the past 10 years, under pressure from shareholders, stock exchanges, and state and federal governments, corporate boards have changed dramatically. For example, regulations require that a majority of directors be independent; independent directors regularly meet in executive session without the CEO; shareholders can review decisions by the compensation committee; and directors are required to attend meetings more often. But externally driven reforms have proved rather ineffectual when it comes to improving boards' managerial oversight. The authors interviewed two dozen directors from the boards they most admire and coupled the directors' insights with their own broad experience leading, serving on, and counseling boards. They present some striking innovations in four main categories: strategy and talent oversight, board composition, the quality of board discussions, and the board's relationship with the CEO. These innovations can help boards dramatically improve the governance of their enterprises.

China has no lack of entrepreneurs, market demand, or wealth, but can the country succeed in its quest to become the world's innovation leader? For nearly 40 years, the government has been establishing research programs and high-tech zones, encouraging domestic firms to boost their innovation capacity, and helping colleges and universities flourish. Recently it declared its intention to transform China into "an innovative society" by 2020 and a world leader in science and technology by 2050. But against the government's intentions and resources run some powerful currents. Communist Party representatives must be present in companies with more than 50 employees--a requirement that constrains competitive and entrepreneurial behavior. And many Chinese companies have found that the rewards for incremental improvements are so vast that there's little incentive to pursue breakthroughs. Certainly, China has shown a potential for innovation and has the capacity to do much more. But will the state have the wisdom to lighten up?

Success in business unquestionably requires some willingness to cooperate through having faith in others. The question is how much faith and in whom? Decades of scientific research show that people's accuracy in deciding if another can be trusted tends to be only slightly better than chance. But this isn't because trustworthiness is completely unpredictable. It's because the guidelines most of us use to make these predictions are flawed. We place too much emphasis on reputation and perceived confidence, ignoring the fact that human behavior is always sensitive to context and can often be better assessed by our own intuition. So when your company's money and resources are on the line, how can you do a better job of gauging trustworthiness and thereby improve your likelihood of success? This article draws on emerging research to show how trustworthiness works and offers four points to keep in mind the next time you're deciding whether or not to do business with a new partner: Integrity can vary, power does corrupt, confidence often masks incompetence, and it's OK to trust your gut.

The comic icon shares his thoughts on creativity, corporate humor, and how the team behind Monty Python made decisions.

A firm's raw material sourcing knowledge can be a strategic resource. This article explores how firms can capture and use this knowledge. It examines the sourcing experiences of four firms in four different countries in the automotive industry and identifies the raw material sourcing knowledge-related parameters. Synthesizing the findings from these case studies, it proposes the concept of the sourcing hub, a collaborative center involving the firm, its suppliers, and raw material suppliers, which can effectively capture and deploy the raw material sourcing knowledge for managing value in upstream sourcing.

Retail inventory is a statistic that is closely watched by retailers as well as their investors, lenders, and suppliers. Retailers not only benefit from inventory, but also bear the cost of excess inventory. Investors, lenders, and suppliers interpret this statistic for signs of the retailer's health, future sales prospects, and impending costs. This article synthesizes the perspectives of investors, lenders, and suppliers on inventory. Moreover, the article shows that inventory turns, a commonly used metric to identify excess inventory, has important limitations that reduce its utility for all these stakeholders. It then presents a new metric, adjusted inventory turns, which can be effectively utilized by all stakeholders to assess whether a retailer is carrying too much or too little inventory.

Open innovation often requires wholesale changes to the nature of R&D. However, academic research and managerial practice have paid little attention to the challenges that individuals face in the daily pursuit of open innovation. As a result, there is little understanding of how individuals cope with open innovation, and which organizational practices can support them in this role. Drawing on the experiences of R&D professionals, this article identifies four specific challenges and coping strategies of individuals engaged in open innovation. It proposes a range of open innovation practices that organizations can implement to better equip their staff to undertake effective external engagement.

This case study describes the culture change process and positive outcomes at one of Genentech's largest divisions, Immunology and Opthamology (GIO). Senior Vice President Jennifer Cook worked with her team to develop a culture that would tie together four brands that previously were not in the same division. Despite various challenges along the way, Cook pursued a culture change approach with definitive and relatively rapid outcomes. This is a story of the role that leaders have in undertaking and inspiring major culture change.

This article critiques Porter and Kramer's concept of creating shared value. The strengths of the idea are highlighted in terms of its popularity among practitioner and academic audiences, its connecting of strategy and social goals, and its systematizing of some previously underdeveloped, disconnected areas of research and practice. However, the concept suffers from some serious shortcomings, namely: it is unoriginal; it ignores the tensions inherent to responsible business activity; it is naïve about business compliance; and it is based on a shallow conception of the corporation's role in society. [Michael Porter and Mark Kramer were invited to respond to this article. Their commentary follows along with a reply by Crane and his co-authors.]

There is an important shift in business focus in the United States that is empowering companies to not only declare their intent to be ethical firms which do good while making a profit, but also to submit proof of that commitment for annual review by outside evaluators. A new business model is providing structure for nonprofits that wish to grow, for for-profits that wish to be socially responsible, and for individuals who wish to invest in companies with a commitment to corporate social responsibility and sustainability. B Lab has taken the lead in providing the models necessary for this shift to a focus on the double bottom line: profit and social benefit. It has created the legal documents for state legislatures to use to pass a new corporate structure called the 'benefit corporation.' In the 3 years of its existence, legislatures in 19 states and the District of Columbia have ratified the new corporate structure. Likewise, B Lab offers a performance assessment program to become a Certified B Corporation, independent of legal corporate status, which also serves as an evaluation program for benefit corporations. Additionally, it has created a ratings agency and analytics platform, the Global Impact Investing Rating System (GIIRS), to help institutional investors evaluate the impact of companies' corporate social responsibility initiatives. This article discusses the requirements and benefits of the new models and addresses the issues that have been raised about them. It also identifies companies that are incorporating the benefit corporation structure and are becoming Certified B Corporations.

With cost advantages from manufacturing in Asia and Mexico steadily deteriorating, U.S. firms are reassessing the option of domestic outsourcing to remain globally competitive. The challenge in evaluating international versus domestic outsourcing strategic options lies in that first-movers are extremely and intentionally vague about how they reach their decisions. The purpose of this article is to reveal these reasons by providing statistical and firm-based evidence on five major factors that are influencing the decision regarding where U.S. companies should manufacture to optimize their gross profits. The factors include (1) increasingly competitive U.S. labor costs; (2) increasing productivity of the U.S. workforce; (3) increasingly competitive domestic production costs; (4) incentives from federal, state, and local governments; and (5) improved synchronization of production with other business functions.

Apple, 3M, Procter & Gamble, and Google know the importance of an internal environment supportive of innovative activity. But how is that environment identified or measured? As research on corporate entrepreneurial activity has evolved, numerous researchers have acknowledged the importance of internal organizational dimensions to promoting and supporting an environment for innovation. This research has identified five specific dimensions that are important determinants of an environment conducive to entrepreneurial behavior: (1) top management support, (2) work discretion/autonomy, (3) rewards/reinforcement, (4) time availability, and (5) organizational boundaries. If an organization is serious about developing an internal environment conducive to entrepreneurial activity, then it must seek to measure the specific dimensions associated with an innovative environment. In this article we introduce an instrument, the Corporate Entrepreneurship Assessment Instrument (CEAI), as a diagnostic tool used for assessing managers' perceptions of the five major dimensions critical to creating an entrepreneurial/innovative environment. This instrument provides an indication of a firm's likelihood of being able to successfully implement an innovative strategy, and highlights areas of the internal work environment that should be the focus of ongoing development efforts.

Statistics about women's presence as CEOs, directors, and board members show relative stagnation over the last few years. Many theories exist to explain this problem, but there is a paucity of specific suggestions targeted at individuals seeking to rise to the top of their organizations. In this article we propose that changing the way women talk about accomplishments can improve leadership presence and aid in promotion. We analyzed video interviews of 20 men and 20 women in leadership roles at Fortune 50 companies. Since leaders will inevitably confront this when interviewing for promotions, we chose to focus on the question: ''In your career, what are the accomplishments you are most proud of?'' We analyzed content, syntax, gestures, and facial expressions, and identified significant differences in the way men and women talked about accomplishment. Based upon our research, we identify six communication essentials that can help women project confidence: (1) starting strong, (2) staying succinct, (3) dimensionalizing content, (4) owning voice, (5) controlling movement, and (6) projecting warmth.

The gender stigma of work-life balance (WLB) policies as concessions for mothers and female caregivers originated with the push by the Women's Movement for gender workplace equity in the late 20th century. Unfortunately, this perception continues in the 21st century and retains the additional stigma of employee participation in these policies--regardless of gender--as a detrimental career move. Thus, home and work responsibilities for professionals of all genders who desire more occupational flexibility remain unreconciled. Despite this dominant national and international outlook, this article encourages new century organizations and professionals to reject the traditional perception of occupational inequity through gendercolored glasses and instead contemplate the benefits of WLB policies void of gender stigmas. Specifically, organizations could re-create workplace culture with stigmafree WLB policies through administrative leaders' embracement of and participation in such policies, which may pave the way for establishing occupational equity. Through workplace culture re-creation, organizations may then offer employees--regardless of gender, marital status, or company position--flexible work options to assist them in leading happy, healthy, and more productive lives.

Although three decades of booming, innovative growth in emerging markets has done little to advance women’s interests, the situation is about to change. Gender inequality is a significant barrier to prosperity, depriving economies of women’s talents, constraining consumption, and diminishing tax yields. This article suggests that emerging markets might lead the way on the diversity front because mitigating gender inequality offers faster, more sustainable benefits in the developing world. Evidence suggests that firms with female CEOs often outperform sector peers on important metrics. Diversity drives innovation and a company that matches internal diversity with the external diversity of its customers will satisfy more people more often. <br><br>Firms operating in emerging markets could perform better by incorporating gender-equality concerns. In particular, more businesses should take advantage of opportunities to innovate gender-specific mobile technologies that enable access to information, savings, security and healthcare. Former Pakistan Federal Minister of Health Dr. Sania Nishtar, an author of this paper, addressed healthcare and gender-equality issues through a mobile-enabled community that protects the poor from catastrophic expenditures on healthcare. Furthermore, Nokia uses diverse ethnographic techniques and employs gender-diverse anthropologists to study mobile users in emerging markets, where mobile phones are hugely impacting safety and security, farming and phone banking.