Changing Employee Behavior 2e

Learn how leaders can beat the D&I backlash by building strategic cohesion, avoiding performative inclusion and driving business performance.

Who is the ideal director and where do you find them? A must-have guide for aspiring board members and a hiring template for the boards who need them.

In the years before its dramatic rise on the back of GLP-1 therapies, Novo Nordisk was best known for disciplined execution, a strong focus on diabetes and a long record of home-grown innovation. It met its targets with near predictable consistency, supported by stable structures and deeply embedded ways of working. Yet technological change, scientific uncertainty and increasing market pressures challenged whether a model built on reliability and internal self-sufficiency could keep pace. This case examines how Marcus Schindler, an externally hired leader who would later become the company's Chief Scientific Officer, attempted to future-proof Novo Nordisk's research and development organization. Rather than relying on incremental improvements, he introduced ambitious aspirations, pushed teams to experiment beyond their comfort zones, normalized failure as a source of learning and tested new organizational structures alongside the existing core. As students follow these choices, the case exposes a set of concrete leadership dilemmas: How fast should a leader push change in a stable, successful organization? How do you gain credibility as an outsider without full consensus? How do you balance accountability and psychological safety? And how do you allocate attention between short-term execution and long-term renewal? The dilemma becomes sharper as Novo Nordisk's GLP-1 therapies deliver extraordinary commercial success, shifting focus toward operational execution and raising questions about whether exploration risks being crowded out by exploitation. A deeper leadership question also emerges: How does a leader stay true to a long-term vision when runaway success pulls attention toward the here and now? This case challenges readers to think critically about leading change in high-performing organizations, driving transformational innovation, managing competing time horizons, and making leadership choices when success itself becomes the biggest constraint.

This short case exercise presents a rare but critical real-world business scenario: A large, multi-country, multi-site beauty company wishes to evaluate its capability to execute a major product recall. The need for a recall may be due to an internal quality issue or one caused by quality defects from a supplier. The CEO has seen a competitor struggle when faced with this challenge, along with the severe, potentially lasting damage to the brand, and has asked the head of supply chain to assess and provide a brief on the ability of their company's supply chain to respond should they find themselves in the same circumstances. The case provides a vehicle for students to consider the supply chain challenges a company might face in constructing policy, processes and tools to be capable of quickly and effectively executing a product recall with customers and consumers. It will spur them to consider the need for traceability from several tiers of suppliers, through the transformation into finished goods, to inventories located at customers or already sold to consumers. The broad array of distribution channels in today's supply chains adds another layer of complexity. Although the case is fictitious, it is anchored in the real world and will elicit challenges that are universally present in companies today.

AI often works as designed but fails commercially. A value‑discipline framework shows leaders how to turn AI investment into measurable ROI.

Discover why customer value, not sustainability alone, drives purchasing decisions and how businesses can scale sustainable innovation.

Following on from our Brain Circuit on the risks that can arise from your own implementation of AI, here’s how to defend against external disruption.

Explore the evolving role of empathy in leadership amid a high-pressure, fast-paced world. Is traditional empathy still relevant or is a new approach needed?

All leaders like to keep things running smoothly, but are you conflict-avoidant? This test will tell you whether it’s time to turn tension into opportunity.

Case B of the Mulliez Family Business case series examines the family's entrepreneurial 'DNA': the unique set of characteristics that have enabled the Association Familiale Mulliez (AFM) to successfully nurture the ventures of the next generations. Case B picks up in the 1990s, as the Mulliez family renews its focus on entrepreneurship. It first explores the tension between preserving family unity and fostering individual entrepreneurial ambition. It then explains how the Mulliez family designed governance and financial mechanisms – such as a shared investment pool – to encourage risk taking while maintaining cohesion among hundreds of shareholders. The story of the Mulliez clan underscores the importance of cultural values, long-term orientation and trust in sustaining entrepreneurial vitality over decades. It also examines the challenges of balancing inclusivity with performance, as the family seeks to empower new generations without diluting strategic focus or accountability.