Organizational Culture

Today’s organizations need tech leaders who can also take on the cultural and change management challenges of AI.

Leaders need to stop obsessing about in-office time and start focusing on the six enablers that change how people work.

The shift to a skills-focused hiring approach requires a cultural transformation and consistent, long-term effort.

The retailer’s AI ethics approach starts with concrete business examples and teaches employees to keep asking questions.

Success in adapting to a four-day workweek lies in execution. These strategies can help smooth the transition.

MIT SMR’s spring 2025 issue offers advice for leaders on managing amid uncertainty and balancing oversight with autonomy.

Outsiders can spark change by seeing what others miss, offering fresh ideas that need support to thrive.

Neiman Marcus Group’s retention and productivity have soared with workplace flexibility — paired with accountability.

Learn from six leaders whose records on building a values-driven culture stand out compared with their peers’.

Loren Shuster of the Lego Group shares tips on rethinking leadership behaviors at a large, global organization.

These strategies from MIT SMR columnists can help leaders with challenges like disruption, burnout, and managing teams.

Hybrid work expert Brian Elliott discusses the latest chapter in the return-to-office debate, in this short video.

Hybrid work expert Brian Elliott says leaders can expect debate — and reap advantages — by understanding key trends.

MIT SMR’s winter 2025 issue offers advice for leaders on making better decisions by seeking out divergent perspectives.

Get advice on crafting successful onsite team time, in this brief video with Brian Elliott.

Sharon MacBeath of Hermès explains how the fashion brand instills its longtime values throughout its workforce.

Bain’s core culture has stayed healthy over time and across geographies. See what you can learn from its approach.

Leaders can use these techniques to encourage employees to constructively challenge managers’ ideas.

A collaborative model of influence emphasizes making the best decision for the organization rather than winning a debate.

Vigorous debate is critical for any organization. The exec shares advice on eliciting candid feedback from all employees.