Effective leadership in a digital environment involves vision, curiosity, empowerment, and collaboration.

MIT SMR coauthors Clayton Christensen and Derek van Bever discussed their recent article, “The Hard Truth About Business Model Innovation.” They explained how understanding the stages of business model development is crucial to creating a successful process for repeated innovation.

Attempts at business model innovation have led to both repeated failures as well as seemingly inexplicable successes — and few formulas to help guide business leaders. Yet a study of both failures and successes shows that the journey to successful innovation is predictable, although “travel time” differs by industry and circumstance. The manager’s dilemma is to identify whether the journey is one the company wants — or needs — to take.

How do managers “decide how to decide”? Boards and management teams often try to gain consensus, but that’s not always the best course. Research offers insights into when consensus building is the right way to go and when it isn’t — and how leaders can determine the best form of decision making for a given situation. “By prompting a rule on how the decision will be made — by unanimity, majority or delegation — you can significantly influence what will be decided,” note the authors.

How do you develop strategy in a business environment characterized by rapid change and considerable uncertainty about the future? That’s a question that many executives in fast-changing industries face. The Fall 2014 issue of MIT Sloan Management Review features a special report on strategy in changing markets, with articles on creating new strategic narratives, capturing new opportunities and finding the right strategic role for a board.

In rapidly changing industries, it can be hard for established companies to build momentum for new strategic directions. But by rethinking the past and present and reimagining the future, managers can construct strategic narratives that enable innovation. A new study helps to understand how managers actually make strategy in conditions of considerable uncertainty, and do it in a way that is coherent, plausible and acceptable to most key stakeholders in the organization.

This year’s winning article on planned change and organizational development is “Making Mergers Work,” by Hamid Bouchikhi and John R. Kimberly. The authors examine why mergers and acquisitions so often fail to achieve the results and synergies they promise. “Our work in this field has convinced us that there is no ‘one best way’ but rather four distinct paths that can be followed to achieve identity integration: assimilation, federation, confederation and metamorphosis,” they write.

What does it take to transform an organization before a crisis hits? How can leaders initiate major transformations proactively? The key often lies in strategic renewal — a set of practices that can guide leaders into a new era of innovation by building strategy, experimentation and execution into the day-to-day fabric of the organization. It’s not easy: leaders find it much easier to resist change than to embrace it.

CEOs of large companies introduce corporate programs as a way to foster strategic renewal. But whether the goal is boosting profitability, improving business models or establishing new directions for growth, it’s important to match the design of the program with the desired outcomes.

Nate Silver, the New York Times’ FiveThirtyEight blogger, used a database of polling statistics to accurately predict the winner of all 50 states on the night of the U.S. presidential election.

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.

Successful multinationals get that way by finding better ways to leverage operational improvements across the entire company. But developing such superior processes is not easy. New operational ideas fail for many reasons. One of the most common is not that the idea was bad, but that the developers set up a pilot that failed to persuade managers in the units that the process was an improvement. Successful pilots share three qualities: credibility, replicability and feasibility.

The ability to create strategies and adapt to changing conditions quickly is critical for maintaining a competitive edge, says Christian Rynning-Tønnesen, the CEO of Statkraft, one of the largest power producers in the world. Building the organizational structures to support that demands shared values and solid management.

The editors of the 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 2007 to Fall 2008.

A CEO’s new vision often blurs into an indistinct image once the initial blitz is over. To ensure that the vision is more than just a daydream, companies should follow a five-phase model that some organizations have used successfully to avoid disaster or complacency.

Companies that continue to take a tactical, short-term approach to communicating with key constituencies will find it increasingly difficult to compete. Developing an integrated, strategic approach to communications will be critical to success.

Over the last decade, increasingly sophisticated supply-chain management has engendered six key shifts in the way managers think, in general, about their businesses and their partnerships.

How do you compete with opponents that have size, strength and history on their side? The authors use Palm Computing (later Palm Inc.) to illustrate how the core principles of judo strategy — movement, balance and leverage. The offer lessons and specific techniques that other companies can emulate in order to compete successfully with a stronger player.