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When it comes to raising money via crowdfunding, the language used in campaign narratives matters. Little practical guidance has been offered to those wishing to use crowdfunding concerning how to tailor the language in a crowdfunding campaign to enhance funding prospects. We take insights generated in academic research and distill those down to practical guidance for crowdfunding users. Here, we focus on two important aspects of language. First, we highlight how language that provides insight into the entrepreneurs' personality--words expressing positivity, charisma, resilience, or narcissism--relates to funding. Second, we outline how various linguistic styles used to describe the general topics of the campaign relate to funding. Our work is particularly applicable to one of the most popular forms of crowdfunding: rewards-based crowdfunding.

In this article, we look at how to leverage the positive face of the fear of missing out (FOMO) to foster brand community-building in the context of equity crowdfunding in the post-COVID-19 era. Using thematic analysis from 15 interviews with crowd investors across Europe and North America, we investigated how FOMO influences the decision-making of crowd investors. Findings suggest that FOMO is a powerful belongingness facilitator that can support the crowd investor's self-determination strategies and thus their willingness to take part in a crowdfunding community, sharing in its values and beliefs. FOMO can be used by entrepreneurs to activate identification mechanisms through which they can create a loyal fan base. We conclude by proposing an entrepreneurial action plan to guide the entrepreneur in making the most of FOMO in equity crowdfunding ventures.

Crowdfunding platforms enable entrepreneurs to bring to life ideas that may otherwise have remained unrealized. When crowdfunding campaigns go well, campaigners are able to fulfill their vision, funders' engagement is rewarded, and society gains access to a range of new offerings. But some recent high-profile medical-technology campaigns have failed to deliver their promised rewards despite reaching and at times far exceeding their funding goals. The objectives of this article are to shed light on why donors fund campaigns that turn out to be too good to be true and to examine how this engagement reduces trust in crowdfunding. To this end, I explore the role of product creativity as a dual mechanism for both funding success and postfunding delivery failure. Product creativity is typically associated with positive crowdfunding outcomes. But in the context of medical-technology campaigns, product creativity may make community members more attracted to campaigns that are less likely to deliver on their campaign promises. This phenomenon then increases the likelihood that the campaign will reduce trust in crowdfunding, hurting donors, the focal venture, and future campaigners. I offer practical implications for crowdfunding platforms, campaigners, and supporters interested in learning more about the pitfalls associated with initially successful crowdfunding campaigns.

Crowdfunding has become an increasingly popular tool for entrepreneurs to solicit public funding from individuals. As its popularity grows, entrepreneurs are seeking to learn more about crowdfunding to improve their chances of success. In this article, we explore how podcasts can offer fresh insights to crowdfunding and serve as an effective tool for entrepreneurs to improve their knowledge and the likelihood that their campaigns are funded. We discuss key insights for entrepreneurs offered by ten popular podcast episodes on crowdfunding. Each episode offers enduring lessons for entrepreneurs interested in launching a campaign and also exemplifies the value that podcasts can potentially offer entrepreneurs.

This article focuses on entrepreneurs' self-funding behavior in the reward crowdfunding context and its relation to crowdfunding success. Theoretically anchoring our discussion in signaling theory, we argue that self-funding sends similar information to that conveyed by quick-fix bootstrapping efforts. Accordingly, we hypothesize that self-funding behavior is positively associated with crowdfunding success as it can help alleviate uncertainties around a fundraiser's intent and quality as perceived by prospective backers. To show this, we use a sample of 1,583 campaigns collected from Zhongchou, the largest Chinese reward-based crowdfunding platform, to test our hypotheses. Our results demonstrate that entrepreneurs' direct self-funding is positively associated with crowdfunding success. Moreover, this effect is partially mediated by the quality of campaigns' content elements.

While COVID-19 has caused significant short-term disruptions in global value chains (GVCs), in the longer run, the pandemic will not be the primary catalyst in GVC evolution. As GVCs recover from the initial shock, managers will make GVC restructuring decisions guided by long-term strategic considerations. This article describes barriers that lead firm managers may encounter when rethinking location/control decisions for value chain activities and suggests that, in addition to structural changes, managerial governance adaptations are instrumental in enhancing GVCs' long-term resilience. Lessons learned from responding to the pandemic can help managers enhance GVC efficiency in the increasingly uncertain global environment.

This article examines the impacts of the COVID-19 pandemic on resilience. Resilience is not a one-dimensional concept but has different meanings at the levels of the firm (operational efficiency), the global value chain (appropriate governance), and the nation- state (national security). It illustrates resilience dynamics through lessons from case studies of four medical supply products - rubber gloves, face masks, ventilators, and vaccines. It explores how each adjusted to disruptions caused by the COVID-19 pandemic and presents key strategies that can guide managers and policymakers in building resilience for future supply chain disruptions.

The pandemic crisis caused a severe shock to global value chains and led to supply shortages for complex medical goods such as respiratory ventilators. What followed were calls to reshore production for security, and the loss of efficiencies from foreign global value chain (GVC) operations for the multinational enterprise. This article merges internalization and GVC theory to demonstrate a dynamic hierarchy managerial response to these crisis conditions. An optimally configured GVC under hierarchy governance can resiliently eliminate global supply line ruptures yet maintain the benefits of global efficiency.

Employee conflict is a problem that costs the global economy billions annually. As part of a six-year study on organizational effectiveness, the authors surveyed more than 750 people at 500 companies worldwide. According to their findings, the majority of today’s employees must regularly deal with what they consider unreasonable counterparts when trying to do their jobs. When faced with conflicting opinions, one in four study participants reported that people within their organizations predominantly relied on manipulation or coercion to get their way. In addition to increasing turnover, toxic work relationships reduce employee productivity and engagement by increasing employee dissatisfaction, stress, anxiety, and depression. The good news is that people often misread each other. The other good news is that when companies proactively work to resolve workplace conflict through joint problem-solving, they are around four times more likely to report that personal differences fuel learning and innovation rather than conflict. This article aims to help organizations turn employee conflicts into a positive force, which requires effectively navigating a challenging workplace terrain by creating a culture in which colleagues strive to see others with the same degree of empathy as they see themselves. According to the authors’ research, when collaboration goes beyond individual actors and pervades a company’s culture, and a joint problem-solving approach to influence is routinely employed, people learn from disagreement, make better decisions, and develop innovative solutions.

The most promising candidates in your company may not be where you expect.

A new study shows that emotions really can drive stock prices.

After building the oil and gas distribution company UBI Group in her native Ghana and then selling a majority stake to an international investor, Salma Okonkwo turned her attention to solar power. As the pace of industrialization in Africa accelerates, she wants to make sure that political and corporate leaders don't repeat the mistakes that their Western and Chinese peers made as they pursued development and economic growth. That's why, in 2018, she created Blue Power Energy. It's still early days for the company, which has 20 employees and hasn't yet started generating revenues. But it's currently building two solar farms in Ghana with the goal of eight more by 2028 and has signed contracts to supply 3 million customers with 140 megawatts of clean energy by the end of 2023. Okonkwo's hope is that she can apply the lessons she learned launching and building UBI to her new venture so that it not only becomes just as successful but also makes a more positive impact on the world.

Digitization may be necessary for many businesses' continued success, but in our increasingly complex world, what companies really need to do is build new forms of competitive advantage and transform themselves for the future. And that requires fundamental changes in their top leaders--not just in individuals' capabilities but in the way they collectively steer the ship. Drawing on their research at 12 prominent global firms, the authors note the contradictory-seeming skills that leaders are expected to have--being both great visionaries and expert executors, for example. But in this article they focus on the urgent imperative to improve leadership teams, arguing that CEOs should: (1) Identify the roles that are needed at the top to reimagine and then deliver on the company's purpose. (2) Fill those roles thoughtfully, assembling a diverse group of people who think boldly and work together harmoniously. (3) Focus the team on driving transformation rather than managing the current business. (4) Take ownership of the team's behavior, fostering trust, collaboration, and a commitment to leading the company forward rather than dwelling on personal advancement.

All too often fitness centers, medical providers, colleges, and organizations in many other industries seek to distinguish themselves only on the quality, convenience, and experience of what they sell, say the authors. It's not that those things aren't important. But they matter only as means to the ends that people seek. Too many organizations lose sight of this truth. Even when they do promote what they sell in relation to consumers' aspirations, they rarely design solutions that allow people to realize them. Instead, individuals must cobble together what they think they need to achieve their goals--for example, a trainer, a particular diet, and a support network to lose weight. Enterprises should recognize the economic opportunity offered by the transformation business, in which consumers come to them with a desire to improve some fundamental aspect of their lives. Even though we're all filled with hopes, aims, and ambitions, significant change is incredibly hard to accomplish on our own. This article offers an approach to designing a transformation business.

Some multigenerational companies or their predecessors have committed acts in the past that would be anathema today--they invested in or owned slaves, for example, or they were complicit in crimes against humanity. How should today's executives respond to such historical transgressions? Drawing on her recent book about the effort by the French National Railways to make amends for its role in the Holocaust, the author argues that rather than become defensive, executives should accept that appropriately responding to crimes in the past is their fiduciary and moral duty. They can begin by commissioning independent historians, publicly apologizing in a meaningful manner, and offering compensation on the advice of victims'-rights groups. The alternative is often expensive lawsuits and bruising negotiations with victims or their descendants.

Professional growth can get stymied for all sorts of reasons. But one of the most important is rarely discussed: You're contending with ghosts from your past. Early in life, family dynamics give rise to many fundamental behaviors and attitudes toward authority, mastery, and identity. When similar dynamics emerge at work, people often revert to childhood patterns. To enable change in the personal realm, psychologists often encourage clients to consider the nature of their original family system. This approach can--and should--be applied at work too. Guided by the tenets of family-systems theory and their own research, the authors have identified six elements of family dynamics that commonly play out in the workplace. To achieve your greatest potential as a leader, you need to recognize your own "family ghosts," understand how they influence your behavior at work, and decide which ones to celebrate and which ones to leave behind.

As people develop competence in a new domain of expertise, they move along an S Curve: Growth is slow and effortful at the outset, or launch point. It then progresses rapidly as people acquire new skills in a stretch known as the sweet spot. At the peak is mastery, when work becomes easier but the curve flattens. Understanding where your employees are on this S Curve of Learning will help you coach them appropriately, craft thoughtful succession plans, and build a team with diverse but complementary strengths. The S Curve is a tool that smart managers use to launch conversations with their reports and develop tailored development plans for them. It reveals when people are ready for bigger challenges--something that's especially critical when they're in mastery, which may mean they're getting restless and need to jump to a new S Curve. Often the employees don't even realize they're ready to take the leap, but their managers push them anyway. When that happens, it's key to surround an employee with the right supporting team. A good team will include members from all phases of the curve, who can contribute diverse perspectives and skills.

Quantum computers can solve problems exponentially faster than classical computers can. They will bring about two huge changes: an end to our current infrastructure for cybersecurity over public networks and an explosion of algorithmic power that holds the promise to reshape our world. Scientists face myriad challenges in developing commercially relevant quantum computers. But once they are overcome, the disruption caused by postquantum cryptography will eclipse that of Y2K, which cost the United States and its businesses more than $100 billion to mitigate. This article examines the way quantum computers will not only upend digital security but spur investment, reshape industries, and spark innovation.

The amount of product and service information available to B2B customers--reports, blogs, display ads, email marketing, and more--has become overwhelming, leading to indecision and a sharply reduced likelihood of making a substantive purchase. The best reps have turned this conundrum into a prime selling opportunity. Above all else, they help buyers make sense of the information they've encountered. Their approach is a form of sensemaking, and it encompasses three broad activities. Sensemaking sellers connect customers with relevant resources, curating the information they share for utility and clarity and including only what will help customers proceed with confidence. They clarify information, helping customers feel that they've asked the right questions, understood competing perspectives, and accounted for potential contingencies. And they collaborate on customer learning, Socratically guiding buyers on a purchase journey rather than telling them what to do. A lack of self-confidence impedes big deals more often than a lack of confidence in a particular vendor does. Sensemaking sellers boost customers' self-confidence, enabling buyers to take bold, decisive action with assurance and peace of mind.

Corporations are facing increased scrutiny over their political spending--particularly when their stated values seem to contradict their lobbying efforts. A 2020 report by the Center for Political Accountability offers abundant examples, including corporations that have publicly demanded racial equality while contributing to groups and candidates that promote racial gerrymandering and corporations that purport to be concerned about climate change while donating to groups that challenge the EPA's clean-power plan. In this groundbreaking article the authors argue that companies should halt political spending entirely to reduce the risk of political blowback and enable executives to focus attention and resources on running their companies.