This week’s must-reads for managers: spark creativity on your teams, the problem with job interviews, becoming a clear and present leader, staying on top of your market, and how to succeed without being the smartest person in the room.

We need to learn at work, but it’s costly and time consuming, and we worry we might be found lacking. What if we can’t pick up the skills we need? Further, most organizations are not as hospitable to learning as their rhetoric suggests. Part of the problem is that we seldom acknowledge that it doesn’t just happen at work — it is work. Employers can better support learning, and individuals can do it more effectively, by understanding that there are two types of learning and that each needs its own space.

About a quarter of high-tech companies are run by CEOs who double as inventors. Through patenting and publishing activity, such leaders contribute their own expertise to their companies’ innovation and production efforts, even as they steer their respective ships. This hands-on approach may sound like a distraction from strategic thinking, but it’s the future for top leaders across many sectors, not just tech — and it is already upon us.

There is a growing recognition that curiosity is an essential leadership trait. Leaders who consider themselves perpetual students are thriving by asking questions, demanding them of their teams, and exploring the root cause of problems rather than temporary fixes.

Many leaders lack the skills and mindset to thrive in the digital economy, and mindset gaps create blind spots. It’s difficult to be a great leader when you don’t know what you don’t know.

As machine intelligence increases in the workforce, emotional intelligence (EI) in human workers will play an increasingly important role. Managers often have a difficult time gauging EI with candidates, but there are ways to gain quick insights in the hiring process.

Many of us assume that the leadership handbook must be completely rewritten for the digital age. Is this true? Or are we overly focused on what’s changing and thus neglecting the fundamentals? There is something to be said for both arguments. While many core leadership skills remain the same, the demands of digital disruption call for certain new ones, as well. This article explores which are which and what we can learn from organizations that are digitally maturing.

To improve decision quality, risk management, and leadership development, organizations and teams should record individual expectations when making big group decisions. That may sound like a tall order, especially for a large organization. But interactive dashboards can make the process of gathering and analyzing everyone’s input much less cumbersome, and the benefits of doing so outweigh the costs.

The most popular articles from the MIT SMR archive reflect the depth and range of management challenges our readers face in areas such as innovation, leadership, strategy, and technology. Authors of these “must reads” include MIT Sloan faculty Nelson Repenning and Donald Sull, plus Clayton Christensen, Albert Segars, Michael Schrage, Sam Ransbotham, David Kiron, Philipp Gerbert, and Martin Reeves.

Research shows that giving advice is key to restoring confidence and motivation, which are two important factors for achieving long-term goals. So, instead of having struggling employees seek advice, it’s helpful to have them give it to others.

Researchers have identified six distinct mindsets that contribute to leaders’ portfolio of leadership styles by asking one simple question: Whom do the leaders serve? Identifying these mindsets can help companies recognize how the leader’s styles are helping — or hurting — their performance.

Analytics teams are often underfunded, misunderstood, and starved for talent. Extracting business value from data depends on nurturing the development and effectiveness of these teams — not just in terms of finding talent, but also in terms of getting leaders up to speed on how to use the insights analytics teams produce.

Like pottery, entrepreneurship is a craft that blends both science and art. Both pottery and entrepreneurship are accessible to anyone, learnable, built on fundamental concepts — and best learned through on-the-job training. To inspire today’s generation of company builders, entrepreneurship education needs a common language to ground students in fundamental concepts, and it needs to offer apprenticeship opportunities.

Any approach to leadership development that tries to reduce the complexities of leadership to a series of standard boxes to be ticked or traits to be emulated will have little enduring impact.

Here’s a new year’s resolution to consider: Build a personal advisory board that meets your current needs. “A person’s developmental network can’t be static but needs to evolve over time,” noted the authors of a 2015 article in MIT Sloan Management Review. Yan Shen, Richard D. Cotton, and Kathy E. Kram make the case that a professional mentor is just one element of a fully formed personal board of advisers, which might also include a personal guide and a career adviser, among others.

Making the transition from management to leadership requires managers to exercise skills in strategic thinking — skills they don’t often get to practice in the action-oriented environment they know best. Managers moving into senior leadership must learn to embrace ambiguity and uncertainty and learn the importance of taking time to think things through.

It can be difficult for finance professionals to transition to broader leadership roles. Leadership development, it turns out, is different for people from finance backgrounds. But five changes in how they approach their job can help them succeed when taking on broader roles in an organization. Those changes include transitioning from being the expert to being someone who leverages expertise, and being able to unleash their thinking to see that a problem can have multiple plausible solutions.

How can executives develop their skills as strategists? One way is to learn from the masters. The book Strategy Rules: Five Timeless Lessons From Bill Gates, Andy Grove, and Steve Jobs (HarperCollins, 2015) explores insights drawn from the careers of these former CEOs of Microsoft, Intel, and Apple. In a Q&A, the book’s authors, David B. Yoffie of Harvard Business School and Michael A. Cusumano of MIT Sloan, explain how strategic thinking is a capability that leaders — even the superstars — develop over time.

Aspiring corporate leaders first learn to build and implement visions for their individual business units. But as they advance in their careers, executives also must learn how to lead with an enterprise perspective. The essence of enterprise leadership lies in the need to combine two often incompatible roles: being both an advocacy-oriented builder who can develop a unit’s vision, and an integration minded broker who can integrate the unit’s vision into the wider corporate vision.

Businesses need a new approach to the practice of leadership — and to leadership development. “Leadership is really not about leaders themselves,” argues Joseph A. Raelin. “It’s about a collective practice among people who work together — accomplishing the choices we make together in our mutual work.” Nelson Mandela was particularly adept at this new model of leadership, Raelin says. “One of the most important leadership lessons we might distill from Mandela was not his acquisition of leadership but the way he shared it.”