Natalia Karelaia

Organizations should naturally ensure that their culture emphasizes both diversity and inclusiveness so that all its members feel included and valued for who they are. This satisfies the needs for both distinctiveness and belonging, ultimately benefiting organizations through novel ideas. And the considerations of fairness and attention to employees’ engagement and well-being as they relate to authentic self-expression must be acknowledged.

Building Your First Board: Lessons for Founders

It takes more than intuition and expertise to assemble a team of directors who can help firms stay profitable and healthy.

Inside the Black Box Crucial to Megaproject Success

Despite their importance to the global economy, most megaprojects fail to be delivered on budget or schedule. Here’s how managers could improve on that dismal record.

Intellectual Honesty Is Critical for Innovation

Here’s how to balance psychological safety and intellectual honesty for better team performance.

How to Work Out What Your Employees Really Want

In this INSEAD Knowledge podcast, Associate Professor of Organisational Behaviour Mark Mortensen proposes a more holistic approach to understanding employees’ needs, while offering practical solutions to ensure that they remain fully invested in their organisation and its goals.

Why Hierarchies in Organisations Aren’t All Bad

Hierarchical structures can be useful even for teams that need to be agile.

The Problem With Being Too Easy-going

Failure to express your preferences in everyday situations can make you seem less likeable and even slightly less human.

Finding Meaning in Life

Create a compelling self-narrative based on the five pillars that influence the way we experience meaning.

How Can Managers Use AI to Find the Right People?

Eight recommendations to help firms win the war for talent.

Don’t Kill Share Buybacks

New proposed restrictions on companies buying back their own stock would likely backfire.

Iffet Türken

Powerful questions are open-ended questions. When you ask a closed-ended question, like a yes or no query, you cut yourself and your interlocutor off from the opportunity of deep listening. Why are open-ended questions important? They can lead to discovery, insight or even a commitment that fuels further action. Managers must become accustomed to asking good open-ended questions. The practice naturally engages partnership.

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José Luis Álvarez

Executive committees grapple with complex decisions and tasks, for which there might be no established rules and routines. Individual values and styles therefore play a crucial role. But the flip side is that differences among members might be difficult to reconcile. Meanwhile, both the substance and symbolism of the team’s decisions are watched closely by the rest of the organization.

Where a Firm’s Value Truly Lies

A new approach to uncovering the sum of all the parts of a modern firm.