Culture

Friendships at work can enrich us and our organizations if we cultivate these relationships thoughtfully.

An excerpt from Malia C. Lazu’s book From Intention to Impact explores the power of trust-based group dialogue.

Managers who seem to be delivering others’ messages rather than acting autonomously can lose credibility and authority.

VMware’s 10-year DEI effort set it up for long-term success. Three best practices for culture change were key.

Fifteen years ago, the author made predictions about what would happen in the future of work. How’d that turn out?

MIT SMR’s top 2023 articles on workplace culture can help leaders build thriving organizations with engaged employees.

Enhance your leadership skills with MIT Sloan Management Review’s most-read articles of 2023.

MIT Sloan Management Review’s winter 2024 issue includes strategies for better engagement with employees and customers.

This issue of MIT SMR focuses on sustainability, customer and employee engagement, and strategic planning.

Researchers have identified six best practices to help leaders better regulate their own and their teams’ emotions.

Get your talent marketplace off the ground using these lessons learned about user adoption and change management.

How leaders enable transformation by modeling both change readiness and respect for existing culture.

Learn how caste, a South Asian system of socioeconomic stratification, shapes organizations and interactions in the workplace.

An analysis of employer reviews reveals why nurses are exiting the field and what health care leaders can do about it.

Our Nursing Satisfaction Index reveals why nurses burn out and leave their jobs — and how 200 health systems stack up.

Hear nurses’ views on burnout and job satisfaction, along with advice for health care leaders, in this video from MIT SMR.

How to quickly apply new soft skills to tough problems and build lasting culture change.

This article describes a new workforce operating model that’s helping companies boost productivity.

Modifying culture can help drive organizational change but requires clarity about the type of change leaders are seeking.

Messaging around organizational culture should be differentiating, clear, credible, and consistent across teams.