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This is an MIT Sloan Management Review article. Almost all executives want more and faster information, and almost all companies are racing to provide it. What many of them are overlooking is that the real aim should not be faster information but faster decision making, and those aren't the same things. Executives tend to request more information than they can use, and oftentimes the cycle time of decision making, not the speed of information flow, is the real bottleneck. While it is critical to identify what information is needed, it is just as important to deliver it at the right time. The types of information needed most quickly are not static and can depend on several conditions, including whether the current state of the economy is growing or contracting. The right cycle time for particular types of information can vary widely by industry, but in general the highest requested frequency is for competitor news, sales and customer news. Based on responses to their surveys and interviews of senior executives and managers, the authors provide suggestions and guidelines to enable IT organizations to deliver information more quickly and flexibly. That requires changes to both human and technical capabilities, but those changes could make all the difference in having the correct information to avert a crisis.

This is an MIT Sloan Management Review article. Technology has enabled people to reconnect easily with networks of contacts that have gone dormant. And it turns out that reconnecting dormant relationships can be extremely useful. In one experiment, advice that executives received from ties that had been dormant for at least three years was as useful, and often even more useful, than the advice they received from current relationships. The big payoffs of dormant ties are that: (1) They are great sources of unexpectedly novel insights, (2) reconnecting is extremely efficient, as it requires a minimal investment of time and (3) reconnecting is not like starting a relationship from scratch. People still have feelings of trust and a shared perspective, which are critical for receiving valuable knowledge from someone. The authors identify and answer "frequently asked questions"about reconnecting dormant ties. One concerns the staying power of relationships once reconnections have occurred. Typically, they conclude, these reconnected relationships do not become fully renewed and maintained, but those who reach out cite the experience as overwhelmingly positive.

Many managers think that the way to capture value through relationship marketing is to focus on the "good" customers and get rid of the "bad"ones. But there is a lot more to best practice relationship management than maximizing revenues on individual customers and minimizing costs to serve. The authors studied people who were in emerging, existing and terminated relationships with companies and identified three important ways in which the current practice of CRM fails. First, companies forget that their relationships are not just with consumers, but with people who live rich and complicated lives. Second, because relationships come in different shapes and sizes, companies need to be cognizant of the requirements of diverse types of relationships beyond the loyalty ideal. Finally, companies don't recognize that relationships are two-sided and that these relationships evolve with each interaction. These three failings, illustrated with examples, led to the identification of three principles: Get to know customers as people; think beyond loyalty; and take responsibility for relationships that are two-way. The authors provide guidelines for companies that want to improve the overall value of their customer relationships. They suggest that companies first catalog and analyze the types of customer relationships they have, then develop a portfolio of relationships, optimizing those they have and identifying which new ones to focus on. Companies then need to determine which metrics to use to track the health and performance of those relationships, adjusting as they go. For most companies, the transition to a relationship-based approach will require a significant shift in mindset and practice. Managers will need to expand the type of data collected by their CRM systems, customize CRM solutions to the specific types of relationships the company is managing and retrain customer-facing employees to be sensitive to the relational clues they receive and send.

This is an MIT Sloan Management Review article. Despite the economic downturn and tenuous recovery, more than two-thirds of businesses are strengthening their commitment to sustainability, according to a new global study by MIT Sloan Management Review and the Boston Consulting Group, as reported in this article. The study found that 69% of companies surveyed plan to step up their investment in and management of sustainability this year. Just over one-quarter (26%) plan no change, and only 2% intend to cut back on their commitment. The study also found that a two-speed landscape is emerging, with a gap between sustainability "embracers"-those who place sustainability high on their agenda -and nonembracers or "cautious adopters,"who have yet to focus on more than energy cost savings, material efficiency and risk mitigation. Embracers are significantly more confident about their competitive position than nonembracers are. Seventy percent of embracers said they believe their organizations outperform industry peers. By contrast, only 53% of cautious adopters described themselves as outperformers, and 14% admitted to lagging behind peers -more than twice the percentage of embracers who made the same claim (6%). In addition, nearly three times as many embracers (two-thirds of them) as cautious adopters said that their organization's sustainability actions and decisions have increased their profits. "What's fascinating is that these findings depict a business landscape in general that's tilting hard toward where the embracers already are,"says Michael Hopkins, editor-in-chief of MIT SMR and a coauthor of the report. "So the embracers have handed us a kind of crystal ball. Their insights and behaviors suggest a blueprint for how management practice and competitive strategy will evolve." The report identifies seven specific practices exhibited by embracer companies, which together begin to define sustainability-driven management.

People vary enormously in how they perceive and respond to failure, and those perceptions and responses are shaped by the cultures in which they grew up or now work. Western multinationals are sinking a huge amount of money into India, China, and Brazil, and emerging giants in those countries are setting up operations in world markets as well. Any business with global aspirations must take seriously cultural differences in general and around failure in particular. Drawing on the findings of a global survey that has been ongoing for 30 years, Trompenaars and Woolliams have identified the dimensions along which people from various cultures differ regarding failure. They discuss the five most important of those dimensions: (1) Do we view our environment as internally or externally controlled? (2) Which is more important-rules or relationships? (3) Are failures the responsibility of the individual or of the team? (4) How much do we identify with our failures? (5) Do we grant status according to performance or to position? The authors describe how some forward-looking companies are managing to reconcile cultural differences to create a powerful platform for innovation.

Micro-blogs (e.g., Twitter, Jaiku, Plurk, Tumblr) are starting to become an established category within the general group of social media. Yet, while they rapidly gain interest among consumers and companies alike, there is no evidence to explain why anybody should be interested in an application that is limited to the exchange of short, 140-character text messages. To this end, our article intends to provide some insight. First, we demonstrate that the success of micro-blogs is due to the specific set of characteristics they possess: the creation of ambient awareness; a unique form of push-push-pull communication; and the ability to serve as a platform for virtual exhibitionism and voyeurism. We then discuss how applications such as Twitter can generate value for companies along all three stages of the marketing process: pre-purchase (i.e., marketing research); purchase (i.e., marketing communications); and post-purchase (i.e., customer services). Finally, we present a set of rules-The Three Rs of Micro-Blogging: Relevance; Respect; Return-which companies should consider when relying on this type of application.

Today's business leaders are pressed to achieve ecological (eco) sustainable enterprise, but must do so with fewer resources. Given a protracted global recession, our concern is that the motivation for eco-sustainability may not be as strong as hoped for, nor as swift or durable as expected. To create a more explicit discourse on eco-sustainability activities during a recession, we set forth a framework to help business leaders examine their strategic perspective based on their organization's identity. We describe how this may influence how leaders broach change within their organizations, taking a surface or deep approach to achieve eco-sustainability. The intent is to highlight the importance of honestly assessing the firm's purpose and to work toward a more relational orientation in the new economy. To establish eco-sustainability during this recessionary period, we believe a middle path is needed, adopting a blended perspective. To this end, we offer three practical steps to begin this effort: reflection on the firm's values, development of relationships, and cultivation of different forms of change.

Information technology is reshaping relationships between companies and customers, often bringing benefits to both. The unfettered use of technology, however, can erode customer care. For a company to care for customers, its managers and front-line employees must listen empathetically to what they have to say. But a rash of 'innovations' aimed primarily at reducing costs has made many companies opaque to their customers, who are-as a consequence-inadequately served and increasingly frustrated. Equally damaging is the resulting estrangement of employees from customers, a separation that dampens the empathy upon which true care for customers depends. As a number of innovative companies have shown, though, technology need not necessarily sour relations between businesses and those they serve. Indeed, technology can actually enrich them if senior managers (1) affirm their commitment to active, empathetic involvement with customers; (2) understand the ways in which current procedures and systems mediate interactions with customers; and (3) promote the deployment of social networks and other technologies to help customers tell their stories, and to enable workers and managers alike to hear them. Only when employees can step into their customers' shoes can companies add authenticity to the claim: "We care for you."

Man-made and natural disasters are becoming increasingly common in today's world. Among other entities, companies should be concerned because these impact organizational survival, disrupting the lives and functioning of employees, suppliers, customers, and organizational infrastructure. If the present trend continues, the Federal Emergency Management Agency is on track to declare 30% more disasters in 2010 than in 2009. Organizational disasters are crises in the extreme. While the crisis management literature provides a useful foundation for planning for internal organizational threats, it does not adequately address larger external threats brought about by disasters. With this gap in mind, we herein present a framework for planning for man-made or natural disasters: continuity of operations planning (COOP). Continuity of operations planning is a tool that aids organizations in staying in business under extreme circumstances. Although continuity of operations planning is not an entirely new practice, many small and medium-sized firms are reluctant to engage in this type of planning. To highlight the value of the process, this article provides examples of organizational disasters, alongside a simplified method for developing an effective continuity of operations plan.

Entrepreneurs make numerous business decisions each day, many of which have significant legal implications. Due to a lack of time and knowledge, however, these entrepreneurs too often make quick decisions regarding important matters-both current and future-based on a few primary factors, one of which is cost. Entrepreneurs appear to make decisions based on concrete, but frequently inappropriate, factors such as comparison of bottom-line dollar value or relatively small fees; in this scenario, short-term decisions are made that do not take into account intricate legal and strategic implications that may arise down the road. As such, we would suggest a different approach whereby entrepreneurs take the time to learn about and understand the implications of these decisions on long-term sustainability, liability protection, and growth potential. Herein, we discuss how using cost to compare and make decisions has an impact on three issues with legal implications that occur early in the start-up process, and which pose major implications for the entrepreneur if he or she does not deal with them properly. Toward this end, we propose some solutions to help prevent this from happening.

Innovations stemming from research conducted on university campuses are a growing source for the ideas and core technologies that drive entrepreneurial endeavors. This trend has led to development of the term academic entrepreneurship, which refers to the efforts and activities that universities and their industry partners undertake in hopes of commercializing the outcomes of faculty research. Because it is a relatively new phenomenon, the process of academic entrepreneurship has not been as well articulated as one might hope. As such, the objective of this article is to draw on a range of academic entrepreneurship literature to develop a multi-stage process model of academic entrepreneurship. This model is intended to guide potential stakeholders through the application of academic entrepreneurship, with a focus on improving the odds of success. The advantage of this approach is identification of the activities, actors, and key success factors associated with each stage of the academic entrepreneurship process. We conclude our discussion by highlighting the benefits of engaging in academic entrepreneurship for a variety of potential stakeholders.

A financial system engaged in active transition from central planning to free market may be dubbed a transition economy. On today's global landscape, there are several important transition economies, all at various stages of transition and with differing degrees of success. Yet, much is not known about this important sector of the world economy. As outside enterprises seek alliances with firms from transition economies, it is important to know what these firms want from alliance partners. To learn more, we conducted a study interviewing managers of private firms from the two largest and most strategically important transition economies: China and Russia. We found that while Chinese and Russian firms often hope for some of the same things as their counterparts in mature economies as regards alliances, they are also interested in other things not normally associated with alliances: political influence, relief from paying bribes, and protection from extortion or even violence. Moreover, we discovered that because of differing institutional conditions in the two countries, Chinese firms are not always looking for the same things from alliances as are Russian firms-in spite of surface similarities between the two economies. Based on these findings, we provide guidelines for firms seeking alliance partners in transition economies, to assist them in determining if an alliance is right for them and planning accordingly.

In 1984 the express delivery company Aramex had launched several small offices in the Middle East, hoping to become the first courier company based in that region. Money was tight, and cofounder and CEO Ghandour describes Aramex in those days as a scrappy, hand-to-mouth business. Global courier companies shied away from the Middle East, in part because there was little market demand for their services, and in part because civil wars and complex political relationships presented enormous logistical and bureaucratic challenges. Often the local postal authorities had a virtual monopoly on deliveries. In this context Aramex approached the Seattle-based Airborne Express, a respected logistics company, offering to sell a 50% stake for $100,000. Airborne turned down the offer, but promised to send some regional business Aramex's way. That gave Aramex the credibility to approach other leading couriers; by 1987 FedEx was also a client. Over the next two decades, the Arab start-up took full advantage of Airborne's experience, technology, and global reach to learn and grow. It became part of Airborne's global alliance of regional courier companies, and access to Airborne's package-tracking technology gave Aramex an enormous competitive advantage at a very low cost. In 1996 Airborne acquired 9% of Aramex for $2 million, and the following year Aramex became the first Arab company to trade on the NASDAQ.

Companies spend more than $2 trillion on acquisitions every year, yet the M&A failure rate is between 70% and 90%. Executives can dramatically increase their odds of success, the authors argue, if they understand how to select targets, how much to pay for them, and whether and how to integrate them. The most common reasons for making an acquisition include holding on to a premium position or cutting costs. But to realize those benefits, the acquirer needs to achieve economies of scale by absorbing the target's resources into its operations. CEOs, who are often unrealistic about the performance boost from such acquisitions, must be sure not to pay too much for them. A less-familiar reason for making an acquisition is to fundamentally change a company's growth trajectory. In those deals, the acquirer uses the target's business model as a platform for growth. Because the business models with the most transformative potential are often disruptive, they can be difficult to evaluate, and CEOs often believe that such acquisitions are overpriced. In fact, however, those are the ones that can pay off spectacularly.

Job requirements at the top of corporations have changed. Companies have come to expect much more from their C-level executives, who need new and different skills to deal with today's business realities. Exactly what abilities do firms want in their leaders-now and in the future? By examining hundreds of job profiles developed by executive-search firm Heidrick & Struggles and interviewing numerous senior managers, the authors have identified some clear trends. One strikingly consistent finding is that today technical and functional expertise matters less at the top than business acumen and "soft" leadership skills do. Members of senior management now have more in common with their peers than with the people they manage. To thrive at the C-level, you must be a strong communicator, a collaborator, and a strategic thinker. You need a global mind-set and will be expected to offer your CEO deep insights on key business decisions. This article explores those developments in more detail and explains other findings about the latest requirements in each of seven C-level jobs: CIO, chief marketing and sales officer, CFO, general counsel, chief supply-chain management officer, chief human resources officer, and CEO. It offers a road map for ambitious managers who want to know which skills they should focus on developing in order to rise up the chain of command.

For up-and-coming executives, an overseas posting has long been a rite of passage, providing opportunities not available in their native countries and experience that can be invaluable to their companies both during the assignment and after their return home. How has the Great Recession affected this formula? HBR spoke with the top human resources executives at four multinationals about how their companies are adapting global assignments to meet the demands of a changing world. Siegfried Russwurm, of Siemens, talks about the need to recruit workers who will really engage with their new culture-workers with the capacity for truly "international thinking." CEMEX's Luis Hernandez discusses personal and professional factors that can make or break an overseas assignment. In the same vein, Keumyong Chung describes measures that Samsung has taken to reduce failures, including preassignment training of various kinds. Today's economy is prompting cutbacks in some global programs, but the news is not all bad: For example, at Walmart, as Susan Chambers relates, a new emphasis on creative, shorter-term assignments is allowing more people (including more women) to obtain global experience without the major uprooting of a conventional expat assignment. It is also helping them get that experience earlier in their careers-when it can be of maximum benefit to the employee and the company alike.

People reinvent themselves all the time-they may want a new challenge, a new line of work, or a new image among their colleagues. Taking control of your brand can mean the difference between an unfulfilling job and a rewarding career. But how can you persuade others to take the reinvented you seriously? The author presents a five-step approach: (1) Define your destination: Check out industry trade journals, do informational interviews, even try an internship. See if your company offers shadow programs or sabbaticals. Then build the skills necessary for your new path, (2) Leverage your points of difference: Use your past experiences and your distinguishing characteristics to your advantage, even if they're not strictly relevant to your work, (3) Develop a narrative: Learn to communicate exactly how your past fits into your present, and focus on the value your experience brings (rather than on your own interests) when explaining your transition, (4) Reintroduce yourself: Strategically re-educate your friends and acquaintances, addressing negative perceptions if necessary. Get involved with projects that will showcase your new interests and abilities, (5) Prove your worth: Use the internet to create and share your content. Associate with the leading organizations in your field. Be consistent and committed as you move forward.

As the current financial crisis and the Great Recession begin to ease, executives may be tempted to heave a sigh of relief and return to the comfort of business as usual. But doing so would constitute a serious mistake for their companies-and a grave disservice to capitalism itself, argues Barton, the global managing director of McKinsey & Company. Rising income inequality, high unemployment, and spiraling budget deficits are fueling public distrust of business, while the shifting balance of power between East and West exacerbates these tensions. But perhaps the biggest danger is that short-term approaches to investing in and managing companies-the "quarterly capitalism" that led to the financial meltdown-still persist. The time is ripe, Barton says, to restore capitalism's founding principles so that it can deliver the sustainable growth the world needs. Business leaders have a choice: They can initiate the necessary reforms, or they can let the system be reformed for them. They should consider three concrete steps in particular: changing their organization's structure and incentives to focus on the long term; disseminating the perspective that serving the interests of all major stakeholders is compatible with the goal of maximizing corporate value; and putting together more effective boards, ones with the knowledge and heft to govern like owners. None of these steps will be easy, Barton acknowledges, but they are all necessary to make capitalism stronger, more resilient, more innovative, and more equitable-a system once again worthy of the public's trust.

John Donahoe took over for Meg Whitman, eBay's celebrated longtime CEO, just under three years ago. The core business was slipping, and eBay's acquisition of Skype had gone wrong. The challenge facing him was how to keep the company strong despite enormous changes in consumer behavior. He talks about capitalizing on mobile technology-eBay's iPhone application, "by far the largest m-commerce application in the world," went from $600 million in volume in 2009 to between $1.5 billion and $2 billion in 2010-and breaking down the barriers between online and offline. The company's acquisitions of RedLaser and Milo, for example, mean that you can walk into a store, scan an item you want with your smartphone, and learn its price both across the web and at merchants within five or 10 miles of you. Because the ability to search for products on the Internet has undercut the power of eBay's auctions, Donahoe is working to make its marketplace indifferent to format. He expects that fixed-price sales will eventually account for 70% of transactions. But that will require re-architecting almost every element of the business system.

The power of analytics in decision making is well understood, but few companies have what it takes to successfully implement a complex analytics program. Most firms will get greater value from learning to do something simpler: basic business experiments. Managers need to become adept at routinely using techniques employed by scientists and medical researchers. Specifically, they need to embrace the "test and learn" approach: Take one action with one group of customers, a different action (or no action at all) with a control group of customers, and then compare the results. The feedback from even a handful of experiments can yield immediate and dramatic improvements. In this article, the authors provide a step-by-step guide to conducting business experiments. They look at organizational obstacles to success and outline seven rules to follow.