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In recent years, greater disparities in incomes and growth in wealthy consumers have fueled new opportunities in luxury markets. As firms launched luxury brands, some have thrived as others stumbled. One important difference between those who succeed and those who struggle, we suggest, is brand authenticity. Scholars have studied authenticity extensively, and research has isolated different sources of authenticity. How firms draw on these sources to create legitimate luxury brands has, however, received surprisingly little attention. In this article, we discuss the research on the sources of brand authenticity, and we explore how brands rely on those sources to craft authentic luxury brands. Using the examples of Canada Goose and Shinola, we illustrate how one firm drew on multiple sources of authenticity and, through the symbolism of its actions, successfully created an authentic luxury brand. We conclude with a discussion of the implications for other firms seeking to enter the luxury market.

As firms respond to stricter regulations and increasing consumer expectations, reverse logistics programs to support end-of-life product management strategies have become more prevalent. Despite a growing body of theoretical literature on this topic, many firms struggle to implement efficient and effective reverse logistics systems. In this article, we identify common strategic, tactical, and operational considerations needed to design reverse logistics programs and offer industry examples to show how organizations have excelled in these areas. Through a synthesis of literature and examples, we provide key takeaways across a range of reverse logistics activities. We present ways in which managers can implement best practices in reverse logistics that not only benefit the environment but also generate societal and stakeholder value, augment and improve customer service and loyalty, and increase market share and revenue capabilities.

Non-fungible tokens (NFTs) are a highly nascent and emerging phenomenon revolutionizing how digital assets are traded. NFTs embody immutable rights to unique digital assets such as digital art and collectibles and are represented as digital tokens that can be traded across marketplaces utilizing blockchain technologies. NFTs engender new ways to organize, consume, move, program, and store digital information and have experienced a rapid rise in various adaptations across art, sports, broadcasting, content creation, and tech-crypto businesses. In this article, we define NFTs and look at how they fit with blockchain and cryptocurrencies, how they are used by various industries, and the opportunities and risks they present. Our key contribution is a conceptual map of an initial NFT ecosystem. In doing so, we provide relational mapping between and among key stakeholders: content creators, core and related technical and business intermediaries, consumers, investors, and speculators. We also highlight implications for managers and tie them to conceptual exploration and exploitation frameworks.

We live in an age of massive global disruption. Technological advancements threaten century-old business models, globalization is reordering supply chains, and people need to work with colleagues and customers who have vastly different backgrounds. On top of that, we have been in the midst of a global pandemic, and customers, employers, and investors are demanding more than just a Black Lives Matter social media post from organizations that purport to take social justice seriously. Organizations with high cultural intelligence (CQ) are able to navigate this volatility and complexity effectively. Over the last two decades, scholars from across the world have published hundreds of articles on CQ, the capability to relate and work effectively in complex, culturally diverse situations. Most of the work has examined CQ at the individual level. But what about organizations? Can organizations be culturally intelligent? The emerging research on CQ at the organizational level offers leaders and organizations critical insights for navigating today's diverse, digital world. Organizational CQ is a firm's capability to function effectively in a complex and unpredictable multicultural world. This article stresses the importance of the culturally intelligent organization and explains how to develop organizational CQ.

Fake it 'til you make it--that is, deceptively claiming a new endeavor exhibits characteristics of successful entrepreneurial ventures to gain support from others--has become an accepted practice in entrepreneurship. One overlooked hazard of this strategy is that entrepreneurs' efforts to fake it can become a slippery slope in which the deception escalates to a point where stakeholders accuse entrepreneurs of committing fraud. We delineate that the responsible use of faking it in entrepreneurial endeavors rests on entrepreneurs' full appreciation of the determinants that make turning fiction into fact less and not more difficult. Leveraging prior research to offer new insights, we outline these determinates as controllable vs. uncontrollable elements, sole vs. contingent entrepreneurial action, and limited vs. extensive stakeholder interactions. We also look at faking it examples Lordstown Motors and uBiome, two startups whose founders engaged in and escalated faking it to the point where stakeholders accused them of fraud.

In today's rapidly changing but data-rich environments, managers at all organizational levels need to use appropriate intuition, balanced with analytic thinking, to create and capture opportunities. Intuition is often thought of as a single construct, but our 2-year longitudinal study of multiple managers developing opportunities uncovered four distinct types of intuition: expert intuition, based on previous experience; creative intuition, based on a sense of direction for a novel solution; social intuition, based on a sense of interpersonal relationships; and temporal intuition, based on a sense of the timing being right to create or capture an opportunity. We offer a range of recommendations regarding the strengths and limitations of each type of intuition. With a more nuanced understanding of the types of intuition, managers will be better equipped to leverage the strengths--and be wary of the limitations--of intuition in their own decision-making and that of others.

Most large companies take a similar approach to corporate innovation, running it out of centralized innovation groups. But companies in China, both domestic and foreign, are much more likely to turn to market-facing sources of innovation, including customers, competitors, and front-line employees. China's fast growth is producing a disproportionately large share of new customers for many industries, which demands an orientation toward generating ideas closer to customers to drive more market-led innovation.

Setting goals regarding relationship conversion, leverage, and defense can drive future revenue and lower costs, but this work requires a clear understanding of the heterogeneity of customer needs and economies of scale as they emerge over time. To inform and act upon this understanding, companies need an integrated approach to customer portfolio management and customer portfolio lifetime value.

Leaders of companies anchored in traditional value chains can drive growth by transforming their existing customers into digital customers. Digital customers' interactions generate streams of data that can be used to create fresh revenue and expand the scope of product and service businesses. To achieve this, however, leaders must shift strategic priorities and develop new marketing, business, and revenue- and profit-generation models.

Research on prosocial entrepreneurship so far has focused either on ex-ante motives to create prosocial enterprises or on ex-post strategies to protect mission orientation. Surprisingly little is known about the prosocial entrepreneurial competences that help acquire resources to create blended value once a venture has been established. To fill this gap, this article presents a qualitative study in an Indian setting that shows how prosocial entrepreneurs adopt three types of competences to assemble resources when they establish their ventures.

Many companies are embedding processes like providing recommendations, taking orders, upselling and delivering services, with minimal customer contact. Key features of this approach, called product-led growth, or PLG, include free or very low-cost introductory pricing, with higher prices for more functionality (like what's offered by Zoom) and overall ease of use. The authors discuss successful PLG strategies and PLG's potential for both software and non technology firms.

Design thinking offers a way to make business decisions that is especially suited to exploring uncharted territory and solving complex problems. But leaders need to know when to apply it, and they have to prepare both their employees and managers to do so. The authors have identified the characteristics that make an organization "design thinking-ready" along with a strategic approach to adopting it.

In the 1990s most coffee beans were still commodity products, cheaply priced, undifferentiated by quality, often blended, and sold through an exchange. Suppliers were underpaid not only because they sat at the bottom of the value chain but also because margins were very thin. Francesco Illy founded his eponymous coffee company in 1933 with higher ambitions, intending to create an institution respected for both its products and its contributions to society. His son, Ernesto, and grandson, Andrea, pressed on in that tradition--first by implementing better quality-management systems and pioneering direct trade with growers, and then by adopting their new production model at scale. The idea was to incentivize farmers to cultivate more-flavorful beans, thereby generating bigger profits to be shared among all stakeholders and reinvested in further improvement and growth: a virtuous circle of increasing returns. Over the past two decades illy has been accomplishing what it set out to do. Its annual revenue is currently €500 million, with earnings before interest, taxes, and depreciation of nearly €60 million and a compound annual growth rate of 10%. And it pays its growers an average of 30% more than market price for coffee beans and is consistently recognized as one of the world's most socially responsible companies.

In the traditional strategic-planning model, managers attempt to forecast how markets will evolve and competitors will respond, and then define a multiyear plan to position their company to win in this future state. That worked well when markets were more stable and the primary factors influencing future growth and profitability were easier to forecast. But the world is now changing so quickly that no business can plan for every eventuality. And fewer than a quarter of large organizations employ the most notable tools and frameworks for strategy development under uncertainty: scenario planning, Monte Carlo simulation, and real options analysis. Executives say that those tools require data that is impractical to gather and analysis that is too expensive to execute routinely and that their output can be counterintuitive and complicated to explain to senior leadership and the board. In this article the authors offer a new approach and mindset for making strategic decisions, along with a new model for managing strategy development and performance monitoring. They describe what it takes to produce great results in uncertain times and propose a practical model for strategy development that they have seen succeed at several leading companies.

Some company cultures are marked by mistrust and paranoia, which leads to a slew of negative outcomes: poor performance, burnout, turnover, and cheating. People who worry about the behavior of others spread gossip and are prone to backstabbing. That brings out the worst in their colleagues, leading cynics' suspicion and distrust to become self-fulfilling prophecies. The good news is that cynicism has antidotes, according to the author, who shares research findings--his and those of others--to help leaders understand how people fall into a "cynicism trap," how their organizations' policies and practices may be pushing them into it, and what they can do to escape it. Tactics include redirecting the organizational culture toward collaboration and trust and making sure that all managers--not just those at the top--are modeling trusting behaviors and combating cynicism in their interactions.

#MeToo and Black Lives Matter have inspired many companies to announce commitments to combating discrimination and racism. Commitments alone won't dismantle systemic inequities, however. In this article two professors who have studied that problem present their solution: the Shared Sisterhood framework. It's based on a set of practices they call Dig, Bridge, and Collectively Act, and though it initially was designed to help Black and white women connect and overcome their mutual challenges by working together, it can help strengthen relationships between other identity groups as well. The first practice, dig, entails identifying your social identities (which might include, say, "woman" or "man" or "nonbinary" and "Hispanic" or "Black" or "Chinese") and researching the power dynamics associated with each one. Some identities are imbued with social power; some have been historically marginalized. You need to recognize your blind spots about those dynamics in order to succeed at the second practice: bridging, or building authentic, trusting connections with others across your differences. In the third practice, collectively act, you and the people who share your values turn those bridges into channels for positive change, mobilizing to make organizations more welcoming and equitable.

Companies have traditionally emphasized leadership competencies, not team competencies. But the transformation of an organization must begin with the transformation of its teams; team leaders and members must commit to new behaviors to escape mediocre or even merely good performance, accelerate innovation, and unleash growth. Drawing on more than a thousand assessments of teams conducted over two decades of research and coaching, the author presents a simple diagnostic that enables leaders to evaluate their teams on critical dimensions that relate to performance. He describes several practices designed to move members away from outdated behaviors and facilitate lasting, positive change: collaborative problem solving, "bulletproofing," candor breaks, red-flag replays, safe words, and open 360s. Although the examples often involve leadership teams, the practices outlined can be used at any level. They can be implemented in any context but are especially effective in virtual environments, where tools permit a broader range of collaborative practices than strictly in-person formats allow.

To succeed, almost every employee needs work/life support at some point. Women and people of color need it the most, research shows, because they face greater challenges and have fewer resources available to them. They are also the least likely to receive it, however, and as a result often are forced to change or leave jobs and lose out on opportunities for advancement. Given that situation, the authors decided to examine what effects various corporate work/life programs had on the management workforce. Analyzing data from more than 800 U.S. companies over 30 years, they found that when companies offered flexible work schedules, family leave, and childcare support to all employees, the percentage of women and people of color in management rose significantly. In fact, those work/life benefits had a larger impact than the most popular racial--equity programs did. Companies have long known that programs promoting work/life balance boost productivity, reduce turnover, and improve employees' mental and physical health. And now it's clear that they are also a powerful way to increase organizational diversity.

Companies can reap great benefits from digitalizing their sales organizations--that is, using technology, data, and analytics to improve the sales process. Done well, digitalization increases customer engagement, boosts the skills and performance of salespeople, and supports a more customer-focused business model. But digitalization initiatives are often plagued by slow progress, poor adoption, or low sustained impact. This article discusses why that happens and recommends five actions to increase the odds of success: (1) Put a "boundary spanner"--someone with both sales and technical experience--in charge, and secure an executive sponsor; (2) build in accountability by establishing the business case, setting key performance indicators, and creating a governance framework; (3) deploy a functionally diverse team; (4) implement an agile approach; and (5) foster change in salespeople's mindsets as well as in the sales process.

Companies today need cross-silo collaboration to survive a volatile competitive environment and grow revenue. But often their performance management systems discourage it. Indeed, in research involving more than 8,000 senior managers in biotech, banking, consumer products, energy, law, and other sectors, the authors found that a siloed approach to performance targets is a huge barrier to collaboration. Too many companies incentivize employees to take an overly narrow, short-term view, which makes them scramble to hit their numbers and lose sight of their organizations' bigger objectives. This article offers a better approach and outlines specific ways companies can retool their performance management systems to boost collaboration. It starts with implementing a four-part performance scorecard for every employee that establishes shared goals for tackling big challenges while still holding people accountable for delivering individual results. Each component--cross-silo goals, team goals, individual goals, and long-range programs--is weighted according to its importance in helping the company achieve its strategic aims.