Organizational Behavior

Green Mountain Coffee’s founder and former CEO, Bob Stiller, discusses the Appreciate Inquiry framework in this Q&A.

A collaborative model of influence emphasizes making the best decision for the organization rather than winning a debate.

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

In this short video, learn why return-to-office mandates can backfire and how to build a strong hybrid work culture.

Executives should be focusing on employee outcomes and accountability rather than performative in-office appearances.

Research shows that better decision-making can be achieved through the strategic use of artificial intelligence systems.

Human resources needs to move from being an agent of management to being an advocate for employees.

Political division among employees is a reality. Here’s how to lead through the tensions and maintain civil discourse.

In this short video, learn how corporate guardrails can improve your organization’s agility.

Taking a strengths-based approach to individual development and team-building can boost innovation and inclusion.

OSHA’s longest-serving administrator discusses effective safety approaches and their impact on operational excellence.

Hybrid work presents trade-offs for organizations, and measuring its impact on productivity remains complex.

Identify and address ageism to avoid disconnects with employees and customers and find new business opportunities.

Companies find greater success with hybrid work schedules when they make in-person time count.

Learn ways to create a nimble, resilient organization amid change with these insights from Kotter Inc.

Gen Z — already adept at online communication — can model ways for hybrid teams to develop stronger digital connections.

Apply these four lessons to successfully put employees at the heart of strategic planning and benefit from their input.

Leaders play a key role in promoting the growth and development that can emerge after trauma.

Job crafting empowers workers to proactively transform jobs they have into jobs they want.

Insecure managers who feel threatened by subordinates who have innovative ideas need incentives to change their behavior.