To bring about culture change, organizations need to rethink the concept of leadership by creating a community of leaders who are dedicated to being customer obsessed purpose-driven, highly networked, and curiosity-driven.

This week’s must-reads for managing in a digital age: What the U.S. is getting wrong about the race for powerful AI, why putting culture front and center when managing is important, Facebook faces cryptocurrency hurdles, and why sports analytics fail in the playoffs.

Culture plays a critical role in company success — but many business leaders don’t really understand what culture means. It helps to think of corporate culture as a management system that guides the assumptions, values, and beliefs at the heart of the organization.

Good corporate culture can turbocharge performance, while a bad culture can wreak havoc on a company’s reputation and results. When companies strike the right balance on culture, they can align behavior with corporate strategy while allowing employees flexibility to exercise judgment and initiative.

Folktales and stories from our ancestors were designed to keep new listeners from repeating the mistakes of the past. But in an era when employees move between companies at a faster pace than decades ago, leaving little time to transmit organizational mythology, are companies at risk of losing touch with the lessons of the past? In a time of great technological change, which demands reflection and clear corporate culture, this is a vital question.

To survive and thrive in today’s market, a healthy corporate culture is more important than ever. The MIT SMR/Glassdoor Culture 500 uses machine learning and human expertise to analyze culture using a data set of 1.2 million employee reviews on Glassdoor. This interactive tool offers previously untapped insights about the organizational culture of over 500 of the world’s leading companies and provides leaders with new tools for benchmarking culture in their own organizations.

The Executive Briefings for the Summer 2019 issue of MIT SMR give a snapshot of the issue’s close look at the challenges, culture shifts, and opportunities that adopting AI will bring to businesses. Plus: How to make M&A successful; does management style change with age?

Leaders are increasingly strangers in the places where their organizations reside. With greater mobility and a disconnect from a physical office space, many leaders have identities that are not tied to one location. Yet leaders who lack a clear “passion for place” and well-established stakeholder connections might be putting their companies at a disadvantage during times of hardship.

Beliefs and behaviors in today’s virtual world blur the definitions and boundaries of responsibility for data privacy, which is reshaping consumers’ expectations of protection. Organizations seeking to adapt their culture toward better digital trust face many challenges but can benefit from four activities in their journey toward better digital trust.

When it comes to the complex hiring processes of corporate America, women often face not only glass ceilings but “glass walls.” Recent MIT Sloan Management Review articles provide insights and research into some of today’s leading issues for women in the workforce and steps managers can take to lead change.

Corporate wellness programs are a lot like resolutions. While announced with the best of intentions, they don’t lead to enough real action — let alone the kinds of transformations they’re designed to bring.

When a business is growing fast, decisions can get lost in the fray — especially if it’s unclear that a decision even needs to be made. People in the workplace bring recommendations to four audiences: a manager or top executive (those who approve a recommendation), and peers or a broader set of stakeholders (those who execute a recommendation). To sell an idea and get others to take action, you have to understand what your particular audience needs to hear.

Leaders trying to get their organizations to adopt new technologies or ways of thinking tend to kick things off with inspirational speeches, but then communication grinds to a halt. The lack of information leads to doubt, cynicism, and anxiety — emotions that quickly become obstacles to change. To fix this problem, leaders should model the behaviors they want to see, using digital tools to deliver a steady stream of messages to employees and gathering and responding to feedback.

Adopting agile development practices helps organizations bring their products and services to market quickly and respond nimbly to market changes. In an increasingly global business landscape, taking the time to address cultural differences when implementing agile is crucial for project success.

In the wake of the #MeToo and #TimesUp social movements — not to mention the continuing wave of resignations amid misconduct allegations — sexual harassment policies must be on your board’s agenda. This is true regardless of whether the organization is public, private, or nonprofit. For the sake of all its stakeholders, employees, and customers, directors need to do the right thing — and do it now.

The behavior of senior leaders is the top change driver in digital transformation projects.

IT alignment can produce inertia — unless it’s accompanied by the right culture. Sure, closely aligning IT with the rest of a company’s strategy can cut costs and improve the ability to collect data, facilitating the creation of early-warning systems and operational dashboards. But a less regimented approach has its place, too, allowing responses to changing business and economic conditions that are swift and creative.

A powerful idea can be stood on its head — and deeply misunderstood — when it passes through the filter of viral sharing on Twitter.

When a corporate culture is designed not just to encourage innovation but to systematically nurture employee ideas, the results are dramatic: The companies that have the greatest level of participation have the best ideas. They’ve also got the strongest profit growth. All this stems from a culture that recognizes that effective innovations can come from anyone, at any level in the organization.

Our research suggests that the approach many companies take toward digital transformation may be misguided. Early and developing companies push digital transformation through managerial directive or by technology provision. In contrast, maturing companies use an approach that cultivates conditions in which transformation can occur.