Strategic Change and the Jazz Mindset

Ethan S. Bernstein; Frank J. Barrett

Article | Research in Organizational Change and Development | 2011

Strategic Change and the Jazz Mindset: Exploring Practices That Enhance Dynamic Capabilities for Organizational Improvisation

by Ethan S. Bernstein and Frank J. Barrett

Abstract

How can leaders adopt a mindset that maximizes learning, remains responsive to short-term emergent opportunities, and simultaneously strengthens longer-term dynamic capabilities of the organization? This chapter explores the organizational decisions and practices leaders can initiate to extend, strengthen, or transform "ordinary capabilities" (Winter, 2003) into enhanced improvisational competence and dynamic capabilities. We call this leadership logic the "jazz mindset." We draw upon seven characteristics of jazz bands as outlined by Barrett (1998) to show that strategic leaders of business organizations can enhance dynamic capabilities by strengthening practices observed in improvising jazz bands.

Keywords: dynamic capabilities; strategic change; leadership; jazz; jazz mindset; improvisation; innovation; Change Management; Collaborative Innovation and Invention; Innovation and Management; Innovation Leadership; Knowledge Use and Leverage; Leading Change; Leadership Style; Leadership; Management; Management Style; Organizational Change and Adaptation; Organizational Culture; Organizations; Creativity; Strategy; Auto Industry; Banking Industry; Bicycle Industry; Computer Industry; Consulting Industry; Consumer Products Industry; Education Industry; Electronics Industry; Entertainment and Recreation Industry; Financial Services Industry; Food and Beverage Industry; Health Industry; Information Technology Industry; Manufacturing Industry; Music Industry; Pharmaceutical Industry; Retail Industry; Semiconductor Industry; Service Industry; Technology Industry; United States; Japan; Taiwan; Europe; Asia;

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Bernstein, Ethan S., and Frank J. Barrett. "Strategic Change and the Jazz Mindset: Exploring Practices That Enhance Dynamic Capabilities for Organizational Improvisation." Research in Organizational Change and Development 19 (2011): 55–90.

Two leadership groups from Boston 2024 negotiate with government bodies, community leaders, and Olympic officials in an effort to bring the 2024 Olympics to Boston.

A summary of events that occured after the (A) case, including Los Angeles winning nomination for the 2028 Olympics with assistance from Pagliuca and Boston 2024 bid material.

Case | HBS Case Collection | October 2017 (Revised October 2017)

Coaching Makena Lane

Ethan Bernstein and Om Lala

Makena Lane has a gift for producing results, even in the challenging retail context of the 2010s, but she also has a knack for “ruffling some feathers” in the process. Recruited to a Fortune 500 grocery and pharmacy retailer after climbing to Associate Principal in McKinsey & Company’s retail practice, she successfully grew their high-margin yet highly competitive beauty category beyond anyone’s expectations. Yet then she was passed over for promotion, receiving the feedback that her “concerning” and “abrasive” interpersonal style had made it impossible to promote her. Instead of a promotion, Lane is offered an executive coach.

The case offers a uniquely in-depth (and intimate) view of how Lane approaches the one-year coaching engagement and the outputs from it, including her pre-coaching self-reflection, agreed-upon purpose and outcomes, 360 feedback, the coach’s advice to her, an in-depth coach’s final report, and Lane’s one-pager of lessons learned.

At the end of the year of coaching, Lane’s boss unexpectedly departs, leaving Lane with a direct path to promotion. Senior leadership now once again faces the difficult decision of whether to promote Lane, this time based on their assessment of whether Lane has authentically transformed through coaching or just taken superficial steps to check off boxes on the way to promotion.

Keywords: executive coaching; employee promotions; career transition from consulting to operating role; 360-degree feedback; retail; organizational behavior; Personal strategy ＆ style; mentoring; Personal Development and Career; coaching; Talent and Talent Management; Growth and Development; Employees; Leadership Style; Leadership Development; Management Style; Performance Evaluation; Personal Development and Career; Retail Industry; Australia; Europe; Canada; South Africa; United States; Asia;

Citation:

Bernstein, Ethan, and Om Lala. "Coaching Makena Lane." Harvard Business School Case 418-031, October 2017. (Revised October 2017.) View Details

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Strategic Change and the Jazz Mindset: Exploring Practices That Enhance Dynamic Capabilities for Organizational Improvisation

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