Internal Communication

Vigorous debate is critical for any organization. The exec shares advice on eliciting candid feedback from all employees.

Presentations are most convincing when they strike the right balance of emotional and intellectual appeal.

When you’re pitching to execs in your organization, deliver slides that fit those particular people just right.

A data monetization matrix can help leaders assess opportunities and approaches for converting data into revenue.

Focusing on the ROI from soft skills training is often key to getting companies to make a serious investment in them.

Reveal data piece by piece instead of all at once to give it narrative structure — and meaning.

MIT Sloan Management Review’s spring 2023 issue examines organizational structure, innovation, and employee well-being.

Choosing the right listening style can help close the gap between what a speaker needs and how a listener responds.

Leaders need to help their business and IT staff better respect each other’s capabilities.

Categorizing decisions by riskiness and urgency helps clarify when to involve higher-ups.

A more inclusive strategy-making process is needed when disruptions come from all directions.

Front-line employees are uniquely aware of the early symptoms of coming change. Management should heed their insights.

Leaders need to recognize workplace hierarchies to create an effective learning environment for employees.

Monolithic, highly interdependent organizations can become modular ones by embracing microservices.

Good arguments at the core of great strategy, the risks of concurrent change initiatives, and the courage to be candid.

New research points to consistency as a pivotal success factor when companies launch concurrent change initiatives.

Leaders can take proactive steps to make workers feel more comfortable about going back to in-person work.

Consider these six guiding principles for how companies can harness internal competition as a force for good.

Digital transformation efforts are most effective when leadership priorities reflect an organization’s cultural values.

Siloed corporate social responsibility responses are insufficient to tackle structural inequities.