New Releases by Michael Useem

Discover how Japan’s new leadership model has transformed its top companies and created a new paradigm for business success In Resolute Japan, Waseda University’s Jusuke J. J. Ikegami and the Wharton School’s Harbir Singh and Michael Useem reveal a new leadership model that has led Japan’s corporations to make a stunning comeback. In the process, they share what they have learned from interviews with more than 100 CEOs and top executives of Japan’s largest and most influential companies, including Hitachi, Honda, Mitsubishi, Nissan, NTT, and Panasonic. In this book, you will discover: + How Japan’s new leadership model has led to superior performance in the stock market and beyond; + The core principles and practices that characterize Japan’s new leadership model and how they differ from the old models; + How Japan’s new leadership model enables companies to balance multiple and often conflicting objectives, such as shareholder value and social responsibility, short-term results and long-term growth, and agility and stability; + How Japan’s new leadership model fosters innovation, resilience, and competitiveness in a rapidly changing global environment; + Why, even in an environment of macroeconomic stagnation due to economic policies at the national level, individual companies can achieve sustainable development through this new leadership model; and + How Japan’s new leadership model can inspire and inform business leaders in the West and elsewhere who are facing similar challenges and opportunities. Resolute Japan offers a rare and insightful perspective on the new corporate fabric of Japan, one that is sure to both challenge and enlighten leaders around the world.

Envision this scenario: An industrial manufacturer is breaking itself in three, and its board chair asks you, the chief financial officer, to step up to the helm of one of the spin-offs. You will take charge of everything, from plant operations and product marketing to human resources and governance practices. Are you ready to lead? In The Leader''s Checklist, 10th Anniversary Edition: 16 Mission-Critical Principles, world-renowned leadership expert and Wharton professor Michael Useem shows you how to lead through any challenge—and shares how ITT''s Denise Ramos did just that when she encountered this situation. In this illuminating guide, Useem offers a Leader''s Checklist that will help you develop your ability to make good and timely decisions in unpredictable and stressful environments—for those moments when leadership really matters. To illustrate the principles, Useem examines where leaders go right—and wrong. He looks at:How Ramos, the former CEO of ITT, turned around the once-struggling enterprise; How AIG''s tone-deaf response to the tumultuous events of the global financial crisis left the company vulnerable to one of the greatest corporate collapses in business history; andHow Virginia Rometty, the former executive chair of IBM, acquired and integrated a cloud-computing company to help turn around IBM''s fortunes. Based on Useem''s own research experience and an array of leadership investigators, thinkers, and practitioners, The Leader''s Checklist offers actionable insights you can put into practice as a leader today.

"The Strategic Leader''s Roadmap provides an essential playbook for combining business strategy with great leadership."—William P. Lauder, Executive Chairman, The Estée Lauder Companies Inc. In The Strategic Leader''s Roadmap, Updated and Revised Edition: 6 Steps for Integrating Leadership and Strategy, Wharton management professors Harbir Singh and Michael Useem offer a six-point checklist for today''s leaders to follow. They explain how leading strategically will help managers strengthen their capacity to develop strategy and to lead its execution. Drawing on one-on-one interviews with CEOs, in-depth research, and their experience teaching today''s executives and tomorrow''s leaders, Singh and Useem take readers into the offices—and mindsets—of some of today''s foremost strategic leaders. In this fully updated and revised edition, Singh and Useem explore: How Indra Nooyi rose to become CEO of PepsiCo and led its successful strategic redirection; How Jack Ma consistently pivoted and outflanked competition to position Alibaba to become a global behemoth; How John Chambers, executive chairman of Cisco Systems, changed his and other company leaders'' leadership to stay ahead of disruption; How Lawrence Culp Jr., the CEO of General Electric, has increased efficiency by up to 900% by undertaking a thorough examination of process and strategy. Fast-reading and actionable, The Strategic Leader''s Roadmap will enable leaders at all levels to master the abilities necessary to keep their companies ahead of the competition.

“If you’re not living on the edge, you’re taking up too much space.” —Jim Whittaker, first American to climb Mt. Everest A leader’s job—in a radically changing world—is standing on the cliff edge, getting a grip on unfamiliar landscapes, and acquiring the skills for leading the enterprise into new territory. In a world facing the unprecedented challenges of global pandemic and economic distruption, every leader needs to find the edge for leaping across the breach and breaking new ground on the other side. Michael Useem provides rare insight into how ten leaders confronted hard realities. He looked close-in at the lide and work of people such as Bill McNabb of Vanguard, Jeffrey Lurie of the Philadelphia Eagles, Alex Gorsky of Johnson & Johnson, and Tricia Griffith of Progressive Insurance. His “you are there” profiles chronicle fateful decisions such as: Meeting the concerns of a next-generation workforce that considers inclusiveness an integral part of business Developing a strategy for growth in a market that is cratering Escaping the confines of an insane, always-on, 24/7 world to learn about the real, granular changes happening in the marketplace Useem’s profiles of leaders on the edge provide the inspiration and the guidance we all need for adapting and thriving in an era of massive disruption and continuous transformation.

In Go Long, authors Dennis Carey, Brian Dumaine, Michael Useem, and Rodney Zemmel take you behind the scenes to witness the business decisions that are enabling leading organizations to outsmart and outlast the competition.

A profound and insightful look at how company leaders prepare for and respond to shocks and crises that threaten their business. Successful firms strategically manage and are more accurate in their assessment of large-scale risks. Doing so is increasingly challenging given the pace of change, whether financial, technological, regulatory, or environmental. Mastering Catastrophic Risk provides real-world practical insights into how large companies are responding to this new reality and develops a framework for smarter thinking about events that can damage a business. As leading authorities on risk management, strategy, and company leadership, Howard Kunreuther and Michael Useem take us on a groundbreaking tour of firms'' decision making process. They demonstrate how improving readiness for and resilience against future shocks is now an integral part of company strategy. Using the "DISRUPT" model they have developed, they highlight the seven primary Drivers of disruption: Interdependencies increase exposure; Short-term focus results in limited vision; Regulations require change and constrain opportunities; Urbanization increases the costs of disasters; Probabilities of disasters have increased; and Transparency has enhanced public awareness of problems and impacts on firms'' reputations. Some disruptions can be anticipated, while others arrive without warning. Their onset stresses decision makers, impairs company operations, and may even put the enterprise at risk. The bottom-line: business leaders and their governing boards face ever more challenging disruptions and must be ever more on guard. If your company is hit tomorrow, will it bounce back, or drown?

Fortune Makers analyzes and brings to light the distinctive practices of business leaders who are the future of the Chinese economy. These leaders oversee not the old state-owned enterprises, but private companies that have had to invent their way forward out of the wreckage of an economy in tatters following the Cultural Revolution. Outside of brand names such as Alibaba and Lenovo, little is known, even by the Chinese themselves, about the people present at the creation of these innovative businesses. Fortune Makers provides sharp insights into their unique styles -- a distinctive blend of the entrepreneur, the street fighter, and practices developed by the Communist Party -- and their distinctive ways of leading and managing their organizations that are unlike anything the West is familiar with. When Peter Drucker published Concept of the Corporation in 1946, he revealed what made large American corporations tick. Similarly, when Japanese companies emerged as a global force in the 1980s, insightful analysts explained the practices that brought Japan''s economy out of the ashes -- and what managers elsewhere could learn to compete with them. Now, based on unprecedented access, Fortune Makers allows business leaders in the United States and the rest of the West to understand the essential character and style of Chinese corporate life and its dominant players, whose businesses are the foundation of the domestic Chinese market and are now making their mark globally.

Este libro analiza la forma en que los líderes de Chile (de gobierno, empresas, fundaciones y otros) hicieron posible la rápida recuperación del país después del terremoto del 27 de febrero de 2010. Claves para el liderazgo es una poderosa historia de fortalecimiento, y a la vez una mirada ejemplificadora de una recuperación nacional. Contiene numerosas pautas de utilidad para líderes de organizaciones y gobiernos de todo el mundo, sobre la forma en que pueden mejorar su toma de decisiones y delegar responsabilidades, al enfrentar catástrofes que requieren atención urgente y sostenida.

On February 27, 2010, Chile was rocked by a violent earthquake five hundred times more powerful than the one that hit Haiti just six weeks prior. The Chilean earthquake devastated schools, hospitals, roads, and homes, paralyzing the country for weeks and causing economic damage that was equal to 18 percent of Chile''s GDP. This calamity hit just as an incumbent political regime was packing its bags and a new administration was preparing to take office. For most countries, it would have taken years, if not decades, to recover from such an event. Yet, only one year later, Chile''s economy had reached a six percent annual growth rate. In Leadership Dispatches, Michael Useem, Howard Kunreuther, and Erwann Michel-Kerjan look at how the nation''s leaders—in government, business, religion, academia, and beyond—facilitated Chile''s recovery. They attribute Chile''s remarkable comeback to a two-part formula consisting of strong national leadership on the one hand, and deeply rooted institutional practices on the other. Coupled with strategic, deliberative thinking, these levers enabled Chile to bounce back quickly and exceed its prior national performance. The authors make the case that the Chilean story contains lessons for a broad range of organizations and governments the world over. Large-scale catastrophes of many kinds—from technological meltdowns to disease pandemics—have been on the rise in recent years. Now is the time to seek ideas and guidance from other leaders who have triumphed in the wake of a disaster. In this vein, Leadership Dispatches is both a remarkable story of resilience and an instructive look at how those with the greatest responsibility for a country, company, or community should lead.

De tudo o que se segue, eis o ponto mais importante: os CEOs devem dirigir a empresa, mas os conselheiros também são encarregados de liderar a organização nas questões mais cruciais. O monitoramento continua sendo importante. A governança ainda é relevante. Mas chegou a hora de os conselhos de administração reequilibrarem suas responsabilidades. Os conselheiros precisam saber quando assumir o comando, quando atuar em parceria e quando ficar fora do caminho. Reguladores, investidores e colaboradores estão pressionando os conselhos a cumprir suas responsabilidades e garantir os resultados da empresa. Isso requer várias decisões que só o conselho pode tomar: a decisão de selecionar, reter ou afastar o CEO; de estabelecer uma cultura de ética e integridade; de definir metas e incentivos para a equipe executiva; e de avaliar a ideia central da empresa, seu apetite para o risco e sua estrutura de capital. Por que a liderança do conselho é importante? Porque, com muita frequência, o destino de empresas, colaboradores e acionistas depende disso. Apresentamos relatos da Ford Motor Company americana, da BHP Billiton australiana, do Grupo RBS brasileiro, da GlaxoSmithKline britânica, da Bharti Airtel indiana, da Lenovo chinesa, entre outras organizações, nos quais você encontrará exemplos de conselheiros que mudaram o destino da empresa. Para ver como alguns conselhos também podem deixar a empresa e seus stakeholders à deriva, analisaremos empresas que fracassaram, incluindo várias que caíram no abismo. A liderança de um conselho de administração pode criar valor e sua ausência pode destruir o valor. Com base em práticas que estão surgindo em uma série de empresas, este livro oferece recomendações práticas para conselhos que ambicionam fazer uma grande diferença na liderança.

From the award-winning author of The Leadership Moment comes a definitive checklist to help today''s leaders act decisively when it counts the most. In this fast-reading and illuminating book, world-renowned leadership expert Michael Useem provides 15 guiding principles that form the core of the Leader''s Checklist. He helps you to personalize your checklist to the unique needs and demands of your organization. To demonstrate the power of the Leader''s Checklist, Useem examines accounts of extraordinary leadership, including the triumphant rescue of 33 miners in Chile. Based on solid research and.

Exploding growth. Soaring investment. Incoming talent waves. India''s top companies are scoring remarkable successes on these fronts - and more. How? Instead of adopting management practices that dominate Western businesses, they''re applying fresh practices of their ownin strategy, leadership, talent, and organizational culture. In The India Way, the Wharton School India Team unveils these companies'' secrets. Drawing on interviews with leaders of India''s largest firms - including Mukesh Ambani of Reliance Industries, Narayana Murthy of Infosys Technologies, and Vineet Nayar of HCL Technologies - the authors identify what Indian managers do differently, including: Looking beyond stockholders'' interests to public mission and national purpose Drawing on improvisation, adaptation, and resilience to overcome endless hurdles Identifying products and services of compelling value to customers Investing in talent and building a stirring culture The authors explain how these innovations work within Indian companies, identifying those likely to remain indigenous and those that can be adapted to the Western context. With its in-depth analysis and research, The India Way offers valuable insights for all managers seeking to strengthen their organization''s performance.

Events ranging from Hurricane Katrina to the global economic crisis have taught businesspeople an unforgettable lesson: if you don’t plan for “extreme risk,” you endanger your organization’s very survival. But how can you plan for events that go far beyond anything that occurs in normal day-to-day business? In Learning from Catastrophes, two renowned experts present the first comprehensive strategic framework for assessing, responding to, and managing extreme risk. Howard Kunreuther and Michael Useem build on their own breakthrough work on mitigating natural disasters, extending it to the challenges faced by real-world enterprises. Along with the contributions of leading experts in risk management, heuristics, and disaster recovery, they identify the behavioral biases and faulty heuristics that mislead decision makers about the likelihood of catastrophe. They go on to identify the hidden links associated with extreme risks, and present techniques for systematically building greater resilience into the organization. The global best-seller The Black Swan told executives that “once in a lifetime” events are far more common and dangerous than they ever realized. Learning from Catastropheshows them exactly what to do about it.

What do you do when it’s time to get off the fence? One of the world’s most noted leadership experts, Michael Useem uses dramatic storyu00adtelling to show how to master the art and science of being decisive. He places you smack in the middle of people who faced their go point, when actions–or lack of them–determined the fates of individuals, companies, and countries. • Why on earth did Robert E. Lee send General George Pickett on an almost suicidal charge against the Union lines at Gettysburg? • How does the leader of a firefighting crew make life-or-death decisions when one direction means safety, the other danger? • You’ve just assumed responsibility for a scandal-wracked corporation, a company teetering on the brink of disaster. What you decide over the course of the next several days will have consequences for thousands of employees and investors. How do you fulfill your responsibilities? You’ll discover why some decisions were flawless, perfectly on target, and others utterly disastrous. Most of all, you’ll learn how to make the right calls yourself, whether you’re changing your career, launching a product, or deciding on a potential acquisition or merger.

Your team has faltered at a critical moment. A key member says he can’t continue, requiring you to make a snap decision: Do you write him off? Or do you risk the whole venture by trying to get him back on his feet? It could be a scenario straight from the business world. Yet this one occurred high on the slopes of the world’s deadliest mountain, K2, where lives, not just livelihoods, depended on the leader’s choice. Decisions don’t get much starker. That’s why mountains—though seemingly a world apart from business—hold unique and surprising insights for managers and entrepreneurs at any altitude. More than just symbols of our upward strivings, they are high-altitude management laboratories: testing grounds where risk, fear, opportunity, and ambition collide in the most unforgiving of settings. Upward Bound brings together a remarkable team of nine writers equally at home among the high peaks and in the corridors of corporate power, including Good to Great author Jim Collins, legendary climber and outdoor clothing entrepreneur Royal Robbins, and Stacy Allison, the first American woman to summit Mount Everest. Their riveting, often harrowing accounts, reveal • Why rock climbers’ distinction between failure (giving up before reaching the edge of your abilities) and what they call “fallure” (committing 100 percent and using up all your energy and reserves) can help companies transcend their vertical limits • What happens when a leader abdicates responsibility in the Death Zone of Mount Everest—and how a similar vacuum at sea level can corrupt corporate purpose • How large climbing expeditions use exquisite organization and “pyramids of people” to place just two climbers on top, making heroes of some from the sacrifice of all • What “ridge-walking” between deadly avalanches and the lure of Mount McKinley’s summit taught a venture capitalist about nurturing risky high-tech start-ups • How a simple insight—using “proximate goals”—propelled a faltering climber up El Capitan in a seemingly undoable solo ascent, a ten-day lesson that would later jump-start a business • Why more accessible peaks like Mount Sinai can exert a pull every bit as powerful as Mount Everest • How to think like a guide While most people will never find themselves in the thin air of the world’s highest places, Upward Bound brings those places down to earth for anyone seeking the path to his or her own summit. Whether it’s up the career ladder or toward a creative peak, Upward Bound addresses the fundamental question of why we climb, while capturing the power of mountains to instruct as well as inspire.

Eight true stories show that Leaders today aren’t just bosses, they’re self-starters who take charge even when they haven’t been given a charge. Upward leaders get results by helping their superiors lead. They make sure that good ideas don’t die on the vine because a boss’s understanding doesn’t reach down deep enough into the organization. Upward leadership assures that advice arrives from all points on the corporate compass, not just from the top down. And it applies at every level: Even CEOs need to learn about leading up because they ultimately answer to their boards. In Leading Up, Michael Useem offers instructive accounts of this vital and unexplored facet of leadership. Drawing on the extraordinary experiences of real people, Useem shows us what happens when those not in charge rise to the challenge, and also what happens when those who should step forward fail to do so: * Civil War generals openly disrespected and frequently misinformed their commanders in chief, with tragic consequences for both sides. * COO David Pottruck learned how to lead with his superiors at Charles Schwab & Co. in order to radically change Schwab’s core business. * Had he been able to convince his superiors of the dire situation in Rwanda, United Nations commander Roméo Dallaire might have prevented the genocide that claimed 800,000 lives. * The CEOs of CBS, Compaq, and British Airways concentrated on leading down when they needed to lead up to their boards, too. The result: All three were fired. * U.S. Marine Corps general Peter Pace reconciled conflicting priorities while reporting to six bosses with varying agendas by keeping all of them informed and challenging them when necessary. * Mount Everest mountaineers admitted they might have protected themselves and others from harm during a fateful ascent if only they had questioned their guides’ flawed instructions and decisions. * Even in government, representatives often need to first strike a deal, then lead their bosses to embrace it, as examples from the United States and Argentina illustrate. * No one ever had a tougher job of leading up than Old Testament prophets Moses, Abraham, and Samuel, who interceded with the ultimate authority. Leading up is not the same as managing up. Managing up is running the office; leading up is taking the reins and exceeding what’s expected. As hierarchies everywhere shed much of their rigidity, upward leadership at all levels becomes more possible—and more necessary. Leading Up is a call to action. It asks us to build on the best in everybody’s nature, and it offers a pragmatic blueprint for doing so.

Are you ready for the leadership moment? “Gripping adventure and actionable advice.”—Fast Company Merck’s Roy Vagelos commits millions of dollars to develop a drug needed only by people who can’t afford it • Eugene Kranz struggles to bring the Apollo 13 astronauts home after an explosion rips through their spacecraft • Arlene Blum organizes the first women''s ascent of one of the world''s most dangerous mountains • Joshua Lawrence Chamberlain leads his tattered troops into a pivotal Civil War battle at Little Round Top • John Gutfreund loses Salomon Brothers when his inattention to a trading scandal almost topples the Wall Street giant • Clifton Wharton restructures a $50 billion pension system direly out of touch with its customers • Alfredo Cristiani transforms El Salvador’s decade-long civil war into a negotiated settlement • Nancy Barry leads Women''s World Banking in the fight against Third World poverty • Wagner Dodge faces the decision of a lifetime as a fast-moving forest fire overtakes his firefighting crew.

A behind-the-scenes look at today''s kingmakers: institutional investors. Out of the public eye, a small group of professionals--investment experts who handle other people''s monies--are exerting ever-greater control over corporate managers, firing CEOs and pushing through ''restructurings'' that cost thousands of jobs. Michael Useem''s "Investor Capitalism" portrays the quiet, veiled nature of this dance of elephants, and portrays the enormous implications of its results. --John Rekenthaler, Publisher, Morningstar, Inc.

A far-reaching transformation is taking place in the US in the relationship between employers and employees. The lessons learned from Japan and from "best practice" companies like IBM about how job security, training, and internal development can improve employee commitment and performance have given way to a new set of lessons about how companies can redue fixed costs, increase flexibility, and improve performance by eliminating the elaborate employment systems that prepared employees for long careers in the company. Where the old arrangement protected employees from outside market forces, the new ones drag the market right back in through downsizing, contingent workforces, hiring on the outside for new skills, and compensation contingent on overall organizational performance. New work systems that reengineer processes and empower employees "flatten" the organizational chart, cutting management jobs in particular and reducing opportunities for career development. The new arrangements shift many of the risks of business from the firm to the employees and make employees, rather than employers, responsible for developing their own skills and careers. They also increase the demands placed on workers while reducing what they receive back for their efforts. While morale is down and stress is up, employee performance seems to be rising largely because of fear driven by the shortage of good jobs. Change at Work explores the theme that employees have paid the price for the widespread restructuring of American firms as illustrated by reduced security, greater effort and hours, and reduced morale. In this important study--commissioned by the National Planning Asociation''s Committee on New American Realities--the authors consider how individuals and employers need to adapt to the new arrangements as well as the implicatioons for important policy issues such as how skills will be developed where the attachment to the firms is sharply reduced. The future is uncertain, but the authors argue that the traditional relationship between employer and employee will continue to erode, making this work essential reading for managers concerned with the profound impact corporate restructuring has had on the lives of workers.

A quiet revolution came to corporate America during the late 1980s and early 1990s. Large shareholders - pension funds, insurance companies, money managers, and commercial banks - exercised new-found muscle, pressuring senior managers to improve disappointing financial results by reshaping their organizations. Michael Useem reveals how those investor pressures have transformed the inside structures of many corporations, better aligning them with shareholder interests. Useem draws on numerous sources, including interviews with senior managers and intensive studies of seven large corporations representing a range of restructuring experiences and industries - including pharmaceuticals, transportation, chemicals, retailing, and financial services. He shows that organizational changes have affected many areas of corporate life: headquarters staffs have been reduced, authority has filtered down to operating units, and compensation has become more closely tied to performance. Change also extends to corporate governance, where managers have fought back by seeking legal safeguards against takeovers and by staggering board terms. They''ve also put significant resources into building more effective relations with shareholders. As Useem demonstrates, this revolution has reached beyond the corporation, influencing American politics and law. As increasing ownership concentration has caused companies to focus more attention on shareholders, corporate political agendas have shifted from fighting government regulation to resisting shareholder intrusion. This book will be important reading for managers, economists, lawyers, financial analysts, and all observers of American business.

This book examines how organizations can, and should, transform their practices to compete in a world economy. Research results from a multi-disciplinary team of MIT researchers, along with the experiences and insights of a select group of industry practitioners, are integrated into a model that stresses the need for systemic and transformative rather than piecemeal or incremental changes in organization practices and public policy. This integration of research and experience results in an argument for a new organizational learning model--one capable of gaining advantage from employee diversity, cooperation across organizational boundaries, strategic restructuring, and advanced technology. The book begins with a foreword by Lester C. Thurow.

Turbulence--rapid and sometimes tumultuous changes--has characterized the labor markets of the 1970''s and 1980''s. Turbulent competitive conditions have cut sharply into profits and have forced downsizings and radical readjustments in America''s workplaces. Workplace turbulence has resulted in lost jobs, declining incomes, and falling productivity for American labor. From the perspectives of business and labor, turbulence and its consequences is the key human resources issue for the last part of the twentieth century. In Turbulence in the American Workplace, a distinguished group of experts forcefully and convincingly argue that the human resources capacity of the private sector is the first line of defense against turbulence and is of equal importance to public sector education and training programs. The authors--including Kathleen Christensen, Patricia M. Flynn, Douglas T. Hall, Harry C. Katz, Jeffrey H. Keefe, Christopher J. Ruhm, Andrew M. Sum, and Michael Useem--effectively demonstrate how global competition, deregulation, and technological change are creating hard choices for employers that will alter both the living standards of workers and the performance of American industry in the coming decades. This illuminating work will be of significant value to business school faculty, corporate strategic planners, and general managers, as well as students and professionals interested in the areas of public policy, industrial relations, education, and labor studies.

Liberal Education and the Corporation analyzes the interrelation of higher education and corporate management at a time when educational and industrial institutions are reassessing their basic strategies. Drawing upon research supported by the Corporate Council on the Liberal Arts, in affiliation with the President''s Committee on the Arts and the Humanities, it focuses on the corporate career paths of college graduates and on the comparative advantages of liberal arts, business, and engineering degrees, providing data and interpretations essential for policy discussions of curricula reform and corporate management development. The book draws upon four primary sources of information: (l) a survey of major corporations, focusing on their policies and practices in hiring and promoting college graduates; (2) a parallel survey of middle and senior managers of large companies, concentrating on their career experiences and their assessment of other managers of varying educational backgrounds; (3) detailed examination of the experience of major corporations in the hiring and promotion of college graduates; (4) interviews with career counselors and corporate human resource managers.

This book delineates the "inner circle" of top executives who play a leading role in the international corporate network by promoting a political environment favorable to all business.