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Discover five essential insights on shareholder activism in Japan, AI-focused restructuring at Accenture, record S&P 500 CEO turnover, leaner management layers, and Alphabet’s AGM outcomes to guide your leadership strategy.
The idea of work-life balance shows up everywhere. It appears in leadership seminars, corporate values, and wellness programs. Yet for many professionals, it feels like a phrase that belongs more in theory than in reality. Life does not move in clean, evenly divided segments. Work often flows into the evenings, family needs interrupt structured plans, and personal health is quietly set aside until it demands attention. Trying to balance everything equally can leave you feeling like you are always behind. No matter how carefully you manage your schedule, the scales never seem to settle evenly.
Our 2026 theme, Advancing Management: Managing Healthy Organizations, focuses on how managers, educators, and students can help create work environments that balance accountability, clarity, and well-being. From operations to culture, leadership to learning, we’re inviting a wide range of voices to explore how organizations stay resilient, responsive, and people-focused.
In early 2025, chief executive turnover among S&P 500 companies reached 14.8 percent, with 646 departures in the first quarter, marking the highest quarterly total on record since 2001. This surge reflects several factors happening at once, including aggressive cost-cutting initiatives that eliminated layers of middle management, changing career expectations among younger professionals and a persistent underinvestment in deliberate leadership development.
In a business landscape increasingly shaped by artificial intelligence, workforce evolution, and global uncertainty, today’s leaders must stay informed and adaptable. This edition of Leadership Links brings together essential articles and resources that explore the future of work, the rise of agentic AI, and the tools needed to shape high-performance teams. Whether you’re refining your HR strategy or navigating workforce transformation, each link below offers timely insights that can help you lead with clarity and foresight. Use these resources to challenge your assumptions, realign your priorities, and make smarter, people-centered decisions.
Many managers are excellent at setting goals. They are taught to tie objectives to key performance indicators, align targets with strategic plans, and monitor progress through data. On the surface, this seems like a recipe for success. But the truth is, many professionals continue to feel directionless or disengaged even when those goals are met. The reason isn’t a lack of effort or commitment. It’s that most traditional goals are built for systems, not for people. They keep the machine running, but they rarely speak to personal growth or purpose.
Some of the harshest criticism leaders ever hear comes from within. The internal voice that says you’re not ready, not smart enough, or not the right person for the job
At some point in every career, a quiet question begins to form: Is this all there is? The job is steady, the team is functional, and the goals are being
Dear SAM Members, I am humbled and honored to address you for the first time as President of the Society for the Advancement of Management (SAM). It is with immense gratitude that
At the Society for Advancement of Management, we take pride in celebrating members who go beyond expectations to lead with impact, purpose, and heart. That’s why we’re thrilled to share that Shelby Perry, adjunct professor at the New England Institute of Technology and an active SAM member, has been recognized by Providence Business News (PBN) as part of its 2025 Business Women Awards.
Discover five essential insights on shareholder activism in Japan, AI-focused restructuring at Accenture, record S&P 500 CEO turnover, leaner management layers, and Alphabet’s AGM outcomes to guide your leadership strategy.
The idea of work-life balance shows up everywhere. It appears in leadership seminars, corporate values, and wellness programs. Yet for many professionals, it feels like a phrase that belongs more in theory than in reality. Life does not move in clean, evenly divided segments. Work often flows into the evenings, family needs interrupt structured plans, and personal health is quietly set aside until it demands attention. Trying to balance everything equally can leave you feeling like you are always behind. No matter how carefully you manage your schedule, the scales never seem to settle evenly.
Our 2026 theme, Advancing Management: Managing Healthy Organizations, focuses on how managers, educators, and students can help create work environments that balance accountability, clarity, and well-being. From operations to culture, leadership to learning, we’re inviting a wide range of voices to explore how organizations stay resilient, responsive, and people-focused.
In early 2025, chief executive turnover among S&P 500 companies reached 14.8 percent, with 646 departures in the first quarter, marking the highest quarterly total on record since 2001. This surge reflects several factors happening at once, including aggressive cost-cutting initiatives that eliminated layers of middle management, changing career expectations among younger professionals and a persistent underinvestment in deliberate leadership development.
In a business landscape increasingly shaped by artificial intelligence, workforce evolution, and global uncertainty, today’s leaders must stay informed and adaptable. This edition of Leadership Links brings together essential articles and resources that explore the future of work, the rise of agentic AI, and the tools needed to shape high-performance teams. Whether you’re refining your HR strategy or navigating workforce transformation, each link below offers timely insights that can help you lead with clarity and foresight. Use these resources to challenge your assumptions, realign your priorities, and make smarter, people-centered decisions.
Many managers are excellent at setting goals. They are taught to tie objectives to key performance indicators, align targets with strategic plans, and monitor progress through data. On the surface, this seems like a recipe for success. But the truth is, many professionals continue to feel directionless or disengaged even when those goals are met. The reason isn’t a lack of effort or commitment. It’s that most traditional goals are built for systems, not for people. They keep the machine running, but they rarely speak to personal growth or purpose.