All Briefs

We know we want leaders who are smart, decisive, transformative, and possessed of a singular vision. But there’s an often-overlooked factor that can make the difference between success and failure: a leader’s ability to go far outside the organization to get help in solving problems.

It’s no secret that executive compensation has risen much faster in recent decades than wages. But a new report from the Economic Policy Institute points to another trend: CEO pay is rising even relative to compensation for the top 0.1% of U.S. earners.

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.