Shortly after the sudden death of her beloved husband, Priya Gowda learns that the company he built from a small dairy farm into a major Indian conglomerate is in deep financial trouble. Unbeknownst to her and his investors, her husband had taken on ...

The authors explored how collaboration technology bloat impacts employees and tried to help people take control over their work. They called their intervention the “collaboration cleanse.” Here are their findings, as well as strategies for leaders to...

The time has come for management to start working with—rather than against—organized labor. Here’s how.

Many companies realize the value of diversity, equity, and inclusion. But most focus on gender and ethnicity, paying less attention to people with disabilities.

According to the authors, managers who are examining projects that involve gathering human-provided data or leveraging existing databases need to focus on five critical issues: the provenance of the data, the purpose for which it will be used, how it...

Telemedicine visits in the United States have fallen sharply since April 2020, but the end of the pandemic should not spell the end of telemedicine. It can play a valuable role in the delivery of health care. The key to tapping its potential is to br...

The American Association for Physician Leadership has published Next-Level Healthcare Employees: Improving the Performance of a Good Team, a book by Laura Hills, D.A.

The authors describe what it means to integrate AI tools and what it takes to continually experiment, constantly generate learning, and import fresh data to improve and refine customer journeys.

In an era where medical practices pay more attention to diversity, equity, and inclusion, inclusion remains the most difficult metric to track. This article defines DEI, explains its importance, and offers suggestions for implementing an inclusive pr...

Anyone can be a sponsor. But not all sponsors can engage in the same forms of sponsorship. The riskiest form — defending — is precisely the form of sponsorship that female and minority protégés are more likely to need.

To reduce the impact of stigma after a mental health disclosure, managers should acknowledge their biases, lead with curiosity, solve collaboratively, and promote a supportive work culture.

A lot of leaders believe that the formula for attracting and keeping talent is simple: Just ask people what they want and give it to them. The problem is, that approach tends to address only the material aspects of jobs that are top of employees’ min...