Porter's Five Forces Model has been used in MBA level and other business courses on college campuses since it was invented by Michael Porter just over 30 years ago.
Never before has leadership been so critical, and never before has it seemed in such short supply. That's why we're delighted to announce the Leaders Everywhere Challenge today. The second leg of the 2012-13 HBR/McKinsey M-Prize calls for real-world case studies and bold hacks that demonstrate how we can dramatically expand the leadership capacity of all of our organizations by both redistributing power in a way that gives many more individuals an opportunity to lead, and equipping and energizing people to lead even when they lack formal authority.
This case study shows how Microsoft Netherlands (MS Netherlands) successfully implemented a radical and wide-ranging change to its management approach.
In this document we explain how we went from being an organization of hierarchical bankers, to a team of 16,000 systematic innovators who learn every day and believe that everyone can be innovative.
Editor's note: Research by McKinsey & Company's Organization Practice finds that better collaborative capabilities help companies achieve superior financial performance. These results are supported by academic research, which shows that the ability to collaborate in networks is more important...
For all of the billions organizations invest each year in “leadership development,” a criminal amount of human potential is left on the table. Training and development programs almost universally focus factory-like on inputs and outputs: absorb curriculum, check a box; learn a skill, advance a rung...
The aging population in the Nordics/Western part of the world and the possibility for early retirement will cause competency gaps and will lead to loss of knowledge in Enterprises.
In Parts 1-3, I recounted the Pull Replenishment saga of how a small team started a bottom-up movement that generated millions of dollars in profit, improved shipping performance to the customer, and
We live in a world where never before has leadership been so necessary but where so often leaders seem to come up short. Our sense is that this is not really a problem of individuals; this is a problem of organizational structures—those traditional pyramidal structures that demand too much of too few and not enough of everyone else.
