Articles

Changing consumer expectations, new regulations, and an influx of patient data has created a perfect storm for health care organizations like Schumacher Clinical Partners to rethink how they leverage digital tools to better serve their patients and providers.

Nik Kinley and Shlomo Ben-Hur wrote in an earlier MIT Sloan Management Review article that managers should play a more active role in employee development. Several readers wanted more details.

The days when buying a used car meant “kicking the tires” and wading through a hard sales pitch are gone. With customer expectations evolving in a rapidly changing digital environment, digital dealership CarMax’s product development teams are “all about developing customer-facing and associate-enabling technologies,” says CIO Shamim Mohammad — but the focus is on the teamwork, not the tech.

As demographic changes and technological advances upend the marketplace, MetLife has responded by making digital transformation the heart of its business model.

Leaders need a new mental model to better understand the complex interplay between companies, economies and societies. To do so, they must shift their focus from their own companies to the broader business and social ecosystems in which they are embedded.

Even when faced with evidence that an algorithm will deliver better results than human judgment, we consistently choose to follow our own minds. Why? MIT Sloan Management Review editor in chief Paul Michelman sat down with the University of Chicago’s Berkeley Dietvorst to find out.

We are evolving toward an age of networked enterprises, in which the traditional hierarchies of the corporation will be supplanted by self-organizing systems collaborating on digital platforms.

Many companies today are operating several business models at once. But despite the potential that business model diversification has for generating growth and profit, executives need to carefully assess the strategic contributions of each element of their business model portfolio.

The authors’ research suggests that, rather than leaving the development of innovation to serendipity, executives should create collaborative contexts where innovation is likely to emerge from unpredictable pockets of creativity within an organization. By understanding and tapping the power of employee networks, executives can stimulate the creation of these kinds of collaborative environments.

Zhang Ruimin, the CEO and chairman of the Qingdao, China, white goods giant Haier Group Corp., has done what most chief executives dare not even dream about. He blew up nearly the entire administrative structure of a global manufacturing enterprise, eliminating the 10,000 management jobs that once held it together. And he has guided the organization to re-form as a network of entrepreneurial ventures run by employees.