- 03 Oct 2017
- Sharpening Your Skills
7 Effective Ways to Lead Teams
Managers of teams require communications skills, organizational capabilities, and a knack for judging how people might work together. Research from Harvard Business School investigates the challenges of team leadership. Open for comment; Comment(s) posted.
- 12 Sep 2017
- First Look
First Look at New Research and Ideas, September 12, 2017
The need to consider self-managing organizations...The downside of positive information...The case of Signet Jewelers
- 29 Aug 2017
- First Look
First Look at New Research and Ideas, August 29
How social class shapes high-performing women ... The problem with knowledge repositories ... Starting a high-frequency-trading hedge fund.
- 04 May 2017
- Cold Call Podcast
Leading a Team to the Top of Mount Everest
In a podcast, Amy Edmondson describes how students learn about team communication and decision making by making a simulated climb up Mount Everest. Open for comment; Comment(s) posted.
- 26 Aug 2016
- Working Paper Summaries
Unpacking Team Diversity: An Integrative Multi-Level Model of Cross-Boundary Teaming
In a growing number of cases, cross-boundary teams span organizational boundaries, not just functional ones. This paper explores how newly formed temporary groups may be able to develop rapidly into high-performance teams. The authors integrate research streams on team diversity and knowledge boundaries, and present a framework that considers the kinds of specific knowledge boundaries that must be spanned to achieve high-level, cross-boundary teaming.
- 09 May 2016
- Book
‘Big Teaming,’ Audacious Innovation, and the Uncompleted Dream of a Smart City
How do you organize a project that spans professions, industries, and even nations? A new book by Amy Edmondson and Susan Salter Reynolds describes the approach of 'big teaming' with a case study of a high-profile smart city. Open for comment; Comment(s) posted.
- 04 Feb 2016
- Cold Call Podcast
The Space Shuttle Columbia’s Final Mission
No organization wants to fail. But even for the best and the brightest, failure is inevitable, and occasionally that failure can be catastrophic. Professor Amy Edmondson describes her experience writing and teaching a case on the Columbia space shuttle’s final mission, including the organizational challenges within NASA that contributed to it, and the lessons that can be taken from the tragedy. Open for comment; Comment(s) posted.
- 27 May 2015
- Research & Ideas
Build 'Scaffolds' to Improve Performance of Temporary Teams
Many critical tasks are performed by teams created on the fly, but lack of stability can hinder their performance. Amy Edmondson and Melissa Valentine use the idea of scaffolds to produce greater collaboration and efficiency on temporary teams. Open for comment; 9 Comment(s) posted.
- 24 Sep 2014
- Research & Ideas
The Business of Climate Change
What is the role of business and its leaders in creating positive climate change? In the middle of Climate Week, Six Harvard Business School faculty provide different perspectives. Closed for comment; 4 Comment(s) posted.
- 24 Sep 2014
- Op-Ed
Take a Trim Tab Approach to Climate Change
Often depicted as greedy and shortsighted, business leaders face a crucial opportunity on the issue of climate change to change that perception, says Amy Edmondson. Closed for comment; 1 Comment(s) posted.
- 29 May 2014
- Research & Ideas
Research Symposium 2014
Harvard Business School professors presented their research to colleagues, with topics including speaking up at work, a manager's responsibility to capitalism, and a strategy to fix the health care system. Open for comment; 0 Comment(s) posted.
- 02 Jan 2013
- What Do You Think?
Should We Rethink the Promise of Teams?
Summing Up: Teams that are properly structured and managed can support innovative thinking that depends on contributions from both extroverts and introverts, according to Professor Jim Heskett's readers. Closed for comment; 24 Comment(s) posted.
- 17 Dec 2012
- Research & Ideas
Teaming in the Twenty-First Century
Today's teams are not well designed for getting work done in the twenty-first century, argues Professor Amy C. Edmondson. One starting point: learn the skill of "teaming." Open for comment; 18 Comment(s) posted.
- 02 Aug 2012
- Working Paper Summaries
The Rich Get Richer: Enabling Conditions for Knowledge Use in Organizational Work Teams
Individuals on the periphery of organizational knowledge-sharing networks, due to inexperience, location, or lack of social capital, may struggle to access useful knowledge at work. An electronic knowledge repository (KR) offers a practical solution to the challenges of making knowledge available to people who might otherwise lack access to relevant expertise. Such a system may function as a knowledge-access equalizer. However, the presence of a knowledge repository will not solve the problem of access to knowledge for those at the periphery of the organization unless it is used. In this paper, the authors begin to theorize the social and structural conditions that support KR use by exploring whether individuals on the organizational periphery take advantage of KRs, or whether KRs function more to enrich individuals whose experience and position already provide them better access to other knowledge sources. Using extensive data on KR use at a global, outsourced provider of software services, the authors' results show that despite the seeming promise of a KR to integrate or equalize peripheral players, it instead enriches knowledge access for people who are already well positioned. Findings thus suggest that KR use is not simply an individual activity based on need, but is instead enabled by certain social conditions (such as familiarity and experience) and inhibited by others (such as status disparities and remote location). An organizational KR thus fails to serve as an equalizer absent intervention. Key concepts include: There is a cautionary note for managers: In this study, KRs supported team performance by enriching the knowledge access of central players in the organization. KRs were less effective at ensuring much-needed access for those on the periphery. If individuals cannot get the knowledge that they need, then both their performance and their careers may suffer. Although some individuals are deployed into positions seen as organizationally necessary - such as remote offices or onto teams where they all may not know each other - in these positions they are less likely to make use of available organizational resources. There is a pattern of greater use of a KR and success for teams working in more supportive conditions. Individual and team characteristics enable people to support each other, make use of available resources, and perform effectively. Closed for comment; 0 Comment(s) posted.
- 25 Apr 2012
- Research & Ideas
The Importance of Teaming
Managers need to stop thinking of teams as static groups of individuals who have ample time to practice interacting successfully and efficiently, says Amy Edmondson in her new book, Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy. Closed for comment; 10 Comment(s) posted.
- 08 Feb 2012
- Working Paper Summaries
Team Scaffolds: How Minimal In-Group Structures Support Fast-Paced Teaming
It is increasingly necessary for 24/7 shift operations to include some component of team-based work. But how can organizations support such work among constantly changing groups of people in a setting where stable teams are not feasible? This research investigates an organizational structure the authors call team scaffolds: a role set with collective responsibility for accomplishing interdependent tasks. Studying the implementation of team scaffolding in a high-stakes setting, a city hospital emergency room, the authors observed that workers readily affiliated with the temporary teams—even without ongoing relationships—and worked together intensely during the short duration of these groupings, even developing a competitive dynamic with other team scaffolds. The role sets established job placeholders in an interdependent group so that people starting up a shift could take their places in the set and immediately understand the interdependence and accountability they shared with others. Overall, this design improved the ability and motivation of clinicians to engage in teaming. Key concepts include: Team scaffolds, as team shells that can be instantly populated with transitory teams, is an organizational structure that may have broad applicability for supporting teams of people who work intense shifts together in virtual or actual settings. Implementing the team scaffolding organizational design in a city hospital triggered significant changes in teaming networks and behaviors in ways that improved operational performance. With team scaffolds the hospital supported teaming among people who were often strangers and among people who might work together intensely for six hours and then not again for a month. In the team scaffold, people starting a shift would come in and occupy their place in the role set. Closed for comment; 0 Comment(s) posted.
- 19 Oct 2011
- Research & Ideas
Designing Cities for a Sustainable Future
The city of the past is likely not the city of the future—climate change is bringing an end to the traditional model. Harvard Business School faculty are thinking along with government leaders and business practitioners about how to create sustainable places to live and work. From HBS Alumni Bulletin. Open for comment; 8 Comment(s) posted.
- 22 Sep 2011
- Working Paper Summaries
Measuring Teamwork in Health Care Settings: A Review of Survey Instruments
It is critical to accurately assess teamwork in health-care organizations. About 60 percent of primary-care practices in the United States use team-based models to coordinate work across the broad spectrum of health professionals needed to deliver quality care; in many other countries the percentage is almost 100 percent. While the benefits of effective teamwork are substantial, effective teamwork is often lacking in these settings, with negative consequences for patients. To date, little has been known about the survey instruments available to measure teamwork. In this paper Valentine, Nembhard, and Edmondson report the results of their systematic review of survey instruments that have been used to measure teamwork in various contexts. Their research helps to identify existing teamwork scales that may be most useful in testing theoretical models. Key concepts include: Researchers often develop a new scale for their project rather than adapt existing scales. It would be better to utilize existing, psychometrically valid scales when possible so that cumulative knowledge of teamwork can be built. Many scales have been developed to assess teamwork. However, only eight scales satisfy the standard psychometric criteria the authors identified, and only three of those have been significantly associated with non-self-reported outcomes. Future research needs to clarify the concept of teamwork. Currently, the variation in ways of conceptualizing teamwork even within the scales that do show relationships to outcomes of interest makes it difficult to know what dimensions are core versus peripheral to the concept. The criteria set forth in this article should be considered standard research practice, and as such the scales that the authors identified are worthy of attention. Closed for comment; 0 Comment(s) posted.
- 26 Apr 2011
- Op-Ed
HBS Faculty Comment on Environmental Issues for Earth Day
Harvard Business School faculty members offer their views on the many business facets of "going green." Open for comment; 4 Comment(s) posted.
How 'Teaming' Saved 33 Lives in the Chilean Mining Disaster
Teams composed of people from across expertise areas can create solutions beyond what any one agency can deliver, says Amy Edmondson. Just ask several dozen Chilean workers rescued from a mine collapse. Open for comment; Comment(s) posted.