We have learned, through experience and experimentation, a few ways to leverage the value of a global team while also minimizing the pain and disruption it can create for us as individuals. I thought I would share five good global team practices we’ve adopted.

If you’re a senior HR leader, you’re expected to have your finger on the pulse of the organization’s top talent. Yet, I still see competent HR leaders blindsided by talent questions from the CEO. Here are five questions you should anticipate.

What happens when an organization innovates? What does that process look like? It’s an important question if you want more innovation, because the answer will shape what you do as a leader.

A fundamental problem at many American car companies is a legacy of reacting slowly, protecting executives from bad news, and focusing on cutting costs. And the sheer complexity of building cars also plays a role .

CEO succession is an inherently bumpy process. Even when the outgoing leader has performed well and seems ready to retire, the transfer of power is fraught with sensitivities. It’s hard for anyone who thrives in the all-consuming job of a CEO to hand over the reins.

Coca-Cola is one of the many companies that are making efforts to tackle the world’s greatest societal challenges. Muhtar Kent, the Chairman of the Board and CEO of Coca-Cola since 2009, talks about how the beverage company is imbedding sustainability into its business.

Companies like Zappos do a great service with their HR innovations, but that doesn’t mean you should simply copy them. HR and organization leaders should use them to pose good questions and have smart discussions.