A noble purpose isn’t enough to create employee engagement within a company. The primary determinant of engagement is the level and quality of interpersonal collaboration. Leaders play a key role in these interactions. Their behaviors can create an environment of trust, imbue work with purpose, and generate positive energy — three conditions that nurture interpersonal collaboration and, in turn, bolster engagement.

Feeling pressure to become more agile and “networked,” organizations tend to overwhelm employees with collaboration demands, putting a drag on performance and engagement. But through analytics, they can scale collaboration more effectively, improve collaborative design and execution, drive planned and emergent innovations through networks, streamline work by diagnosing and reducing collaborative overload, and engage talent by identifying social capital enablers.

Hoping a jack-of-all-trades can lead your organization’s digital transition is unrealistic. We found four distinct types of successful digital executives who can best provide vision and purpose for digital. Crucially, each type has unique strengths and performs best in different contexts.

Colin Schiller, president of Everwise Corp., explains how the company’s mentoring solution improves employee development.

With digital skills in short supply, companies must reimagine both where and when work gets done and who is going to do it. New research identifies four distinct approaches companies are taking to manage their digital talent — and why they aren’t all equally effective.

The authors’ research suggests that, rather than leaving the development of innovation to serendipity, executives should create collaborative contexts where innovation is likely to emerge from unpredictable pockets of creativity within an organization. By understanding and tapping the power of employee networks, executives can stimulate the creation of these kinds of collaborative environments.

Internal crowdsourcing, which seeks to channel the ideas and expertise of the company’s own employees, allows employees to interact dynamically with coworkers in other locations, propose new ideas, and suggest new directions to management. Because many large companies have pockets of expertise and knowledge scattered across different locations, harnessing the cognitive diversity within organizations can open up rich new sources of innovation.

Companies have yet to apply analytics to human resources — but that’s about to change. And lessons learned in applying analytics to customer-focused areas can help avoid mistakes in strategic workforce decisions.

By studying data from email archives and other sources, managers can gain surprising insights about how groups should be organized and about which communications patterns are most successful. Anonymized analysis of internal information communication found that creative people, for instance, work more productively on projects with strong leaders than on collaborations without a clear leader. In addition, in many situations, groups of leaders taking turns worked better at sparking creativity.

In an experiment with social media, researchers uncovered an interesting and unexpected outcome. When employees were asked if using an internal social network had helped them learn about coworkers’ skills, they all said “No” — yet their ability to identify coworkers who could help in collaborative projects had skyrocketed (as had their performance). How was this possible? The answer: employees had acquired information so incrementally, they were unaware that they’d learned something of value.

In today’s interconnected world, networks for sharing knowledge are important. Authors Katrina Pugh of Columbia University, and Laurence Prusak, coauthor of the book Working Knowledge: How Organizations Manage What They Know, write that by paying careful attention to eight dimensions of network design, leaders of knowledge networks can facilitate desired behaviors and outcomes.

The editors of MIT Sloan Management Review announce the winners of the 2013 Richard Beckhard Memorial Prize, awarded to the authors of the most outstanding MIT SMR article on planned change and organizational development published from fall 2011 to summer 2012. The Winners: Eoin Whelan, Salvatore Parise, Jasper de Valk and Rick Aalbers, authors of “Creating Employee Networks That Deliver Open Innovation.”

Ron Utterbeck, the CIO for GE Corporate and the Advanced Manufacturing Software Technology Center in Michigan was vital in getting GE to implement its social network. The Facebook-like network built in-house is called GE Colab and links up the firm’s 115,000 employees from around the globe. The network has been breaking down corporate silos, helping problems get solved quicker, aiding employees better find internal experts, and making it easier to share files and documents in a meaningful context.

Although most companies think “social media” when they hear the word social, author, consultant and business executive Nilofer Merchant says firms need to expand their understanding, and think about the transformative ways social tools change how an enterprise operates. Among the fundamental ways social technologies alter companies include removing bottlenecks in decision making, freeing work from jobs; leveraging customers as co-creators; and getting customers to engage around a shared value.

The editors of MIT Sloan Management Review are pleased to announce the winners of this year’s Richard Beckhard Memorial Prize, awarded to the authors of the most outstanding MIT SMR article on planned change and organizational development published from fall 2010 to summer 2011.

By understanding the structure of talent networks within companies, managers can foster more effective collaboration.

Google VP Marissa Mayer exemplifies the key traits of an idea connector, a person who links up idea scouts who have limited internal company networks with R&D engineers and others. One mechanism she uses: she holds three weekly sessions where she is accessible to all Google employees who want to pitch a new idea.

Companies such as Procter & Gamble, Cisco Systems, Genzyme, General Electric and Intel are often credited with having attained market leadership through open innovation strategies. By tapping into and exploiting the technological knowledge residing beyond their own R&D structures, these companies outmaneuvered rivals. But while other organizations try to follow their example, many are failing because they neglect to ensure that the outside ideas reach the people best equipped to exploit them.

Finding the expertise to handle complex, knowledge-intensive team projects is challenging. That’s where a project network comes in.

Internal knowledge markets can facilitate information sharing within large organizations. The trick for executives is figuring out how to make them work.