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.”

In recent years, China’s economy has grown so rapidly — and changed so much — that demand for skilled business managers exceeds supply. A gap between Chinese companies’ unwillingness to invest in training and young managers’ hunger for an opportunity to learn may create an opening for companies with a strong tradition of employee education. Can leadership self-development programs help address that gap?

Nestlé is taking digital vitamins, using a leadership and social media training program called the Digital Acceleration Team to spread knowledge of how to operate brands across different mediums. Pete Blackshaw, global digital marketing chief at Nestlé, talks about the benefits of spreading digital vitamins, discusses adaptive marketing. and acknowledges the ongoing “torture tests” social media presents for companies.

There is no magic formula for successful leadership, says Deborah Ancona, director of the MIT Leadership Center at the MIT Sloan School of Management. Instead, each leader needs to figure out his or her own unique leadership signature — one that draws on his or her own strengths.

Self-awareness is crucial for evolving and finding coping strategies for weaknesses. An excerpt from “How To Become a Better Leader.” Image: PepsiCo CEO Indra Nooyi.