We’re pressing pause on Bluesky for the time being. Thanks for following us, and you can always find fresh insights, big ideas, and new stories at hbr.org.

Enter the conversation as free of judgment as possible. Then describe your reaction with no attempt to pretend it’s objectivity. Finally, ask an open-ended question to start a productive dialogue.

Absorbing deep knowledge won’t happen overnight. But frequently asking two powerful questions can put you on the right track: “Why?” and “Can you give me an example?”

"The agency model’s extreme version of shareholder centricity is flawed in its assumptions, confused as a matter of law, and damaging in practice."

The problem with performance reviews is that they hold employees accountable for what they did last year, at the expense of improving performance today and tomorrow.

One of the reasons we see far too little emotional intelligence in the workplace is that we don’t hire for it.

If your organization won't help you out of a career ditch, do it yourself.

To map your work effectively, focus on two things: how deep you go—and how often you communicate. sbee.link/g3bjxv4p8h

Our guide to all things strategy, from “adjacency expansion” to “value stick.”

🎧 Here's what you can do when your leaders are indecisive, unprofessional, or value the wrong things.

🎧 How fast-casual favorite Shake Shack retools its guest experience with kiosks, apps, and a data-driven touch.

🎧 Questions to ask yourself to decide if you really want a C-level role.

🎧 Why small doses of joy can make you a better leader and lead you to a more satisfying life.

🎧 Leaders need to know the essential ingredients to "conflict-intelligence," like adaptability and creativity—and how they can help you run a better organization.

A curated list from one of HBR’s most popular newsletters.

Demographic change is here, and it’s reshaping labor markets, consumer behavior, and economic growth.

Initially used for automating low-value tasks, AI technology can now play a crucial role in key procurement decisions.

A checklist of dos and don’ts to maximize engagement and mitigate common negative experiences.

A four-step exercise for effectively offloading tasks.

Choosing wrong gen AI architecture can lead to inefficiency, create liability, and erode trust among stakeholders.

Let's review the key pivots needed to make succession planning work.

Companies and policymakers should work together to retain workers amid economic downturns.

By studying 100 companies, researchers have identified four ways to strategically implement gen AI.

Why Sutton’s classic framework remains relevant 16 years later.

If your burnout is beyond repair, consider looking for a new job. But changing your mindset and taking small actions can have more power than you think.

How companies use missteps to move forward. buff.ly/0FvA31V

Understand that stress is caused not by other people or external events, but by your reactions to them.

When stress that comes from life and work intertwine, it can compound and make everything harder. Handling the feelings in the moment is the first step.

Mindfulness switches on divergent thinking, improves attention, and nurtures courage and resilience in the face of skepticism and setbacks.

Having fewer disagreements at work starts with working on yourself, breaking a cycle of frustration, stress, and conflict.

Juggling several different projects can be stressful and unproductive. Here’s how to manage it.

Here are 17 team-building activities you can use to bring together remote, hybrid, or in-person teams:

We believe that the longer we tough it out, the more successful we will be. But this just isn't true.

“In every organization we’ve ever studied where there was a strong sense of moral motivation, the leaders were always storytellers.”

The job of any manager is evaluating what changes need to be made and seeing that they happen.

Addressing your specific sadness and anxiety may be more productive than fixating on your anger.

The research-backed case for taking all of your vacation time.

Prioritize spending time on the activities that are highest in value and most energizing.

Many businesses are still following a talent-management playbook from the 1950s. There's a better way for HR to accommodate today's workers.

A neuroscientist on what makes people's brains want to collaborate.

A key component of modern performance management: employee/manager check-ins on a weekly basis. If these happen less often, priorities become murky and leaders become less helpful.

Probably not.

You want your mentor to share your goals and understand your priorities.

Being a good manager is about understanding what drives you — and using that motivation to build positive relationships to serve others first, yourself second.

In one study of consultants, managers penalized employees who were vocal about working less—but didn't find any evidence that they accomplished less, or that the employees who worked more hours accomplished more.

People tend to ignore work/life balance until something is wrong. But that kind of disregard is a choice, and not a wise one.

Body language can't guarantee a successful presentation. But there are certain stances you can try that are proven to correlate with success.

1. Drive-by praise that seems innocuous—but can feel impersonal, uninformed, and inadequate.

During presentations, aim to be “confidently humble and humbly confident.”

You don’t need a formal position to lead.