The generative AI landscape is evolving quickly, creating new opportunities alongside increasing regulatory and risk considerations. "HBR’s 10 Must Reads on Artificial Intelligence” brings together essential insights to help leaders build strategies that keep pace with technological change. This updated and expanded edition features new articles, fresh perspectives, and a detailed discussion guide to support deeper learning and conversation.
Find it today at the link in our bio.
You don't need a complicated strategy or flashy product to build loyalty.
The real test comes down to just two questions: Are more customers loving your business tomorrow than today? Are more employees loving their work tomorrow than today?
Most companies don't know the answer because they're measuring engagement and satisfaction. What they should be measuring is emotional commitment—on both sides of the business.
Listen to the full IdeaCast episode wherever you get your podcasts, or click the link in our bio.
From growing up in 1980s Harlem to working at entertainment giants such as BET, MTV, and Nickelodeon, @khadijahdrinkard has spent her life redefining what real power looks like.
In “Power Reimagined,” she dismantles the myths we've been taught about power. Through behind-the-scenes stories from both her childhood and her trailblazing career, she reveals that real power isn't handed to you—it's forged through strategy, courage, and an unshakable belief in your own worth.
The new book is available at the link in our bio.
Most companies try to drive employee and customer loyalty through incentives, programs, or corrective feedback—but these only deliver short-term results.
To build lasting commitment, you have to go upstream: instead of managing behavior directly, design the experiences that shape it.
Listen to the full IdeaCast episode wherever you get your podcasts, or at the link in our bio.
"How can I exude confidence?"
"I want to overcome overthinking."
"I need to give difficult feedback—but I’m not sure how…”
To succeed at work, you need accessible, actionable, succinct strategies to help you navigate daily leadership challenges. Drawing from our most popular newsletter, the Management Tip of the Day, this collection is packed with easy-to-read tips on a broad range of topics.
"Management Tips 2026" puts the best management practices and insights from Harvard Business Review right at your fingertips.
Pick up your copy at the link in our bio today.
What if getting clearer on your core values could boost your satisfaction as much as an $84,000 raise? Research suggests that when your choices align with what matters most to you, the payoff can be profound. Still, many people have a hard time identifying what they truly stand for, especially under pressure.
Whether you’re weighing a career move, working through conflict, leading a team, or trying to live with more purpose, "What Do You Really Stand For?," by Paul Ingram, offers a practical path forward. It’s a guide to making decisions with greater intention at work and in life.
Pick up your copy at the link in our bio.
Before sneakers became a $100 billion global obsession, it all began with a catalog that changed everything.
The Eastbay catalog set the standard, becoming a trusted source for pro athletes and a must-have for a growing generation of sneakerheads. It helped shape sneaker culture as it’s known today.
“The Book of Eastbay” tells a story unlike most, one that’s as instructive as it is inspiring.
Head to the link in our bio to get a copy.
In “Design Love In,” researcher and bestselling author @marcusbuckingham reveals how love isn't just a soft feeling. It's a measurable driver of performance and growth. He shows how leaders can intentionally build love into everything they do: from interactions with team members, to company policies and practices, to the products and services and experiences they create.
Get your copy of “Design Love In” at the link in our bio.
Traditional hierarchies were designed for a predictable world. But today’s environment is complex, and it requires organizations to sense, respond, and adapt in real time
In that shift, structures built for efficiency can now slow decisions and dilute critical information.
Learn more about @the_octopus_organization at the link in our bio.
When it comes to innovation, the biggest risk isn’t betting on something new—it’s defaulting to what feels safe. If you only fund what’s proven, you leave the door open for someone else to build what’s next.
Learn more about Scott’s book “Epic Disruptions” at the link in our bio.
What if the biggest drain on a company isn’t strategy or talent, but the energy people spend hiding weaknesses, managing impressions, and covering for what they lack? A deliberately developmental organization turns that model inside out, building growth into the daily fabric of work rather than reserving development for a chosen few. Errors, feedback, meetings, and leadership roles all become part of how people and the business get better.
The idea is simple but radical: organizations thrive when they align with people’s strongest motive—the desire to grow. The culture created becomes the strategy, and the path to stronger performance is developing everyone.
Head to the link in our bio to order "An Everyone Culture: Becoming a Deliberately Developmental Organization."
Most organizations approach transformation like machines—rigidly, predictably, and from the top down. Amazon Web Services enterprise strategists Jana Werner and Phil Le-Brun offer a different model: the Octopus Org. Inspired by one of nature’s most adaptive and intelligent creatures, the Octopus Org distributes decision-making, senses change in real time, and continually adapts.
Learn more about @the_octopus_organization at the link in our bio.
