Harvard Business Review

JANUARY 2, 2017

Three ways to manage the digital transition are: Define where change is needed most: Digital technology affects every company differently, but it tends to create or destroy value in four critical areas of the organization: customer engagement, digital products and services, operational performance, and preparing for disruptive new business models.

CEO 15

CEO Agility Technology Industry 15

Harvard Business Review

MAY 26, 2014

The CEO thought he needed to step out of the chief sales role to focus on operations and finances. That requires mentoring and developing middle managers as well as building a network of external candidates in critical functional areas. Consider the case of a $30 million manufacturer. Back in 2001, it was growing rapidly.

Leadership 11

Leadership Leadership Pipeline Loyalty CEO 11

Harvard Business Review

FEBRUARY 23, 2018

I have interviewed over 100 CEOs, C-suite executives, middle managers, and shop floor workers in more than 25 companies across the world to understand why most companies fail to embed sustainability in their business models and, also, what drives success among the handful that do. billion, prompting them to revisit the goal.

Incubator 14

Incubator How To Real Estate Business Model 14

Harvard Business Review

SEPTEMBER 30, 2015

These include administrative or middle management functions, which have historically provided jobs for the middle class. Managers should encourage their staff to suggest and experiment with digital solutions, and allow them to adapt these into their work practices. This change is happening more commonly than we think.

Maturity 8

Maturity Drucker Osborne Middle Management 8

Harvard Business Review

SEPTEMBER 27, 2012

Its new management team took over an organization that was bureaucratic, overstaffed, and bleeding cash. Middle managers were confused about what to do, and many pushed their local agendas at the expense of the company's overall best interests. The team decided to adopt a simple-rules approach to the work ahead.

Strategy 9

Strategy Proposal Guidelines Net Present Value 9

Harvard Business Review

MARCH 1, 2016

A matrix structure is an example of hard-wiring, because the two bosses of a manager in a matrixed position have the joint responsibility to set his objectives, supervise his work, do his appraisal, and ensure his development. The matrix should not be the default design option. It should be used only when two conditions are met.

Organization 8

Organization P&L Report Finance 8

Harvard Business Review

MAY 2, 2016

One of us recently had the opportunity to test the concept of mindful strategy with a group of middle managers and senior executives from the legal, advertising, finance, and non-profit sectors in the Bay Area. But it’s also possible to build mindfulness directly into planning exercises.

Strategy 8

Strategy Goleman Strategic Planning Parcell 8

Harvard Business Review

JULY 31, 2015

On the other hand, management never questions the actual use of this information by employees in brand, product, R&D, marketing, business development, sales, purchasing or any other market-facing function. Instead, management implicitly assumes the information is being used, and used optimally.

Competitive Intelligence 8

Competitive Intelligence Company Drucker Review 8

Harvard Business Review

MAY 12, 2016

Over the last decade, assisting the leadership development of many senior executives attempting the transition to shared leadership, I have often noticed the same phenomenon. This consisted of three functional heads of Finance, HR and Marketing, and four Executive Directors with Profit & Loss responsibility for separate sales divisions.

Leadership 8

Leadership Learning-by-Doing Team Follow-up 8

Harvard Business Review

AUGUST 17, 2017

Yet progress within organizations has been slow – there is still a lack of women and minorities in leadership positions, and certain industries like tech and finance are lacking diversity at all levels. created a program called Women and Opportunity that aims to develop women for future leadership roles at Gap.

Diversity 8

Diversity CEO Rogers Leadership Pipeline 8

Harvard Business Review

JANUARY 4, 2011

Roughly, I'd suggest that they're strategy, marketing, finance, and the rest of the drear, dismal, passionless stuff that makes most of us snooze through meetings and dread the arrival of Monday morning, dilberting our joint prosperity, perpetually disappointing our ever-more apathetic customers, and gleefully embezzling from the future.

Organization 17

Organization Finance Senge Long-term 17

Harvard Business Review

MAY 2, 2018

Alison is a professor of finance at a small college, but earlier in her career, when she was a management consultant, she had an experience of being caught between her boss and her boss’s boss. We had both risen through the ranks: him to partner and me to middle management,” Alison says.

Consensus 8

Consensus Case Study Long-term Career 8