Workplace, Teams, & Culture

For more successful meetings, use these strategies to scan for trouble and seize chances to enhance growth.

Our natural response to inappropriate comments is fight or flight. Responding more effectively takes practice.

A tough-leader persona isn’t effective for achieving long-term business results. That demands human-centered leadership.

The Me, Myself, and AI episode features Stand Up To Cancer’s Julian Adams with hosts Sam Ransbotham and Shervin Khodabandeh.

This issue of MIT SMR offers insights on leadership, organizational strategy, business growth, and more.

MIT Sloan Management Review’s summer 2025 issue includes articles that examine how business and society measure success.

In our rush to do more, faster, we’re spending less time thinking deeply. The SPACE framework can help change that.

A survey of U.S. and U.K. professionals shows that many want more remote-work opportunities and flexible schedules.

Acknowledging your team’s anxieties and sharing your own can help build connection and optimism amid uncertainty.

Though many critics view them as contradictory concepts, DEI practices are essential for achieving true meritocracy.

Flattening an organizational hierarchy tends to attract employees who thrive on autonomy, leading to a cultural shift.

Pursuing diversity alone isn’t enough to create a culture of belonging where employees feel psychologically safe.

Researcher and author Juliet B. Schor explains how a shorter workweek can benefit employees and employers alike.

Hackathons can spur innovation or yield lackluster results. A well-defined challenge and clear goal make the difference.

Generative AI tools don’t bring strategic message design, creative judgment, or empathy to presentations. Only humans do.

A new way of quantifying the value of time goes beyond productivity to measure time’s subjective value to individuals.

The Me, Myself, and AI episode features SAP’s Walter Sun in conversation with Sam Ransbotham and Shervin Khodabandeh.

Companies that foster community, contribution, and challenge are better positioned to attract and retain top talent.

A productive work life comes from having mastery of your chosen skills — and being good at working with others.

Neuroinclusion efforts at large employers offer proof that neurodivergent employees can deliver big business benefits.