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A frontline team helped a 100-year-old furniture manufacturer overcome its quality issues—and an ingrained aversion to change.
To compete for a crucial contract, a services unit at Alstom Transport needed to make transformation sustainable in the long term. Its improvement offers lessons for senior managers in how to secure lasting change.
By changing the mind-sets of its frontline staff, a Fortune 100 company was able to liberate itself from the shackles of information technology.
Examining four key protagonists of Shakespeare’s plays can yield timeless insights about how to manage culture change in an organization.
Good things happen when companies view employees as active advocates and participants of change programs—and not merely as the target of changes delivered from “on high.”
Heidrick & Struggles is a proud sponsor for the 2017 NACD Global Leaders Summit, the largest director forum in the world.
Heidrick & Struggles is once again a proud Gold Sponsor of the 2017 Fortune Most Powerful Women Summit Oct. 9-11, 2017 in Washington, D.C.
Big data will be increasingly important for asset managers, but many organizations are unsure how to proceed. A three-step process can help.
Forcing organizational change from on high rarely works. Corporate transformations work best when leaders identify the relevant issues but then let their frontline workers find the answers.
Your strategy may be brilliant, but without the involvement, support, and creativity of your frontline workers, it’s likely to go nowhere fast.
Leaders who have been most successful at shifting their company culture employ four key principles for success. This video interview shares insights from the field.
Subject matter experts, including Heidrick & Struggles vice chairman Ted Dysart, discussed the right mix of knowledge and insight for executives at the NACD Leading Minds of Governance–East forum.
Learn alongside your customers and strengthen your relationships in the process.
Many mergers fail to realize their full potential because of conflicting cultures. But a systematic approach to addressing culture can help overcome this costly obstacle.
Leave your hidden agenda at home. By focusing first on others, you’ll get more in return.
Cultivating self-awareness can help leaders to be more effective. This video interview explains how to develop this self-awareness using the concept of the “mood elevator.”
A survey of senior executives highlights what works—and what doesn’t—when it comes to attracting and retaining talent in China.
Succession planning is an ongoing process—not something you do once or every few years.
The global convenience store retailer is challenging retailing’s status quo through business model innovation and out-of-the-box partnerships.