Dr. David Burkus

Behavioral strategy has become an important force in strategic management scholarship. To illustrate, the Behavioral strategy IG is one of the largest interest groups in the Strategic Management Society and the top strategy journals regularly feature behavioral strategy papers. Drawing on psychology and behavioral economics, behavioral strategy highlights how cognition, biases, emotions, and social context shape strategic decisions. Scholars increasingly use behavioral insights to explain persistent performance differences, managerial judgment under uncertainty, and deviations from optimal choice. Behavioral strategy enrichens classical strategy perspectives, such as the resource-based view, competitive dynamics, and strategy process research. By integrating micro-level behavior with firm-level outcomes, behavioral strategy offers more realistic explanations and actionable implications, strengthening the dialogue between theory, empirical evidence, and managerial practice today globally. (For an introduction to behavioral strategy, see https://lnkd.in/e37phjUu) Increasingly, colleagues include modules on behavioral strategy in their strategy classes, but are often unsure what to include. A few years ago I taught an elective solely dedicated to behavioral strategy. The syllabus is uploaded. I was warned that it was “too theoretical.” But it wasn’t. Students loved the content (the course received a 5 in overall evaluation). So, perhaps the syllabus may be of inspiration to those of you who may want to include some behavioral strategy content in your strategy class. 

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“Dig Deeper.” If you have been through MBLI, our leadership development program at NKU Haile COB Graduate Programs, you have heard this from me. Probably more than once. It shows up in paper feedback, coaching conversations, and debrief discussions. And yes, at some point it probably starts to feel like my default response. It is. Because it IS the work. Most leadership reflection stops at impact: I did X, and the effect on others was Y. “I sent the message quickly, and the team shut down.” While that’s a start, the harder question is: “what drove X in the first place?” ❓ The assumptions you were carrying. ❓The pattern you default to under stress. ❓The story you were telling yourself in that moment. (“I have to prove I am competent.” “This is not worth the conflict.” “If I do not do it, it will not get done.”) Answering these questions is how to develop a deep understanding of yourself. That deep understanding is what accelerates leadership growth. Knowing your impact on others matters. Knowing yourself well enough to understand why you show up the way you do is what actually changes behavior. So: when did you last trace a decision back to something true about you? Dig deep. nku.edu/mbli #LeadershipInsights #Purpose #LeadershipDevelopment #CareerGrowth #InspiredInsights

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If you want to know how older Americans are using digital resources today, take a look at the “2025 Active Aging Report” from GetSetUp. Impressively, the report incorporates data and insights from over 4 MILLION course participations in by learners taking GetSetUp’s online classes in everything from digital literacy and technology to physical, mental, and financial wellbeing-- classes that include upskilling to land a new job, learning to use AI, and exploring entrepreneurship. Among the key findings, GetSetUp learners reported using a broad range digital applications as part of their daily routines. These included: ·      82% use online banking or digital financial apps ·      35% use smart security systems like the Ring ·      31% use ride-share services ·      35% use grocery or food delivery services Sounds like how YOU use digital apps, right? My conclusion >> older Americans have a lot in common with younger generations in their adoption of digital apps to make their lives more convenient. I’m especially interested in workforce and entrepreneurship attitudes and opportunities across the generations. The Active Aging Report’s data about what older learners want most when it comes to employment and business success really highlights shared intergenerational interests. When looking for job training or upskilling, older learners are interested in: ·      78% Technology and digital skills ·      33% Software tools and collaboration tools ·      27% Soft skills development ·      17% Leadership ·      15% Industry-specific certifications When searching for jobs, older adults report that they search online job boards and websites (66%), take part in networking events, ask  for referrals (37%), visit social media platforms (21%), and use employment agencies or headhunters (13%). Despite lots of media coverage about generational conflicts, when it comes to using digital tools and looking for employment, it turns out that we all have a lot in common. Thanks to the work of GetSetUp, millions of older Americans have access to the digital literacy courses and tech upskilling resources they need.  To learn more, download the report! Liz Miller Janine Vanderburg Doug Dickson Kathleen Hagan Patricia McAlernon Lawrence Kosick Neil Dsouza Ingun Bol 🌍Mike Mansfield JoAnne Moore Surya Kolluri Bruce Frankel Lucy Standing CPsychol, AFBPS, CPBP, MSc, BSc

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Organizational effectiveness is often discussed—but less often operationalized. A recent Voltage Control article outlines ten strategies leaders can use to build healthier, more adaptive organizations. Several of these resonate strongly with my own experience leading enterprise transformation and talent strategy across industries. In particular, the emphasis on aligning leadership development with strategic goals, fostering inclusive cultures, and using data to inform organizational design reflects what I’ve seen work in practice. These aren’t just HR initiatives—they’re levers for business performance. #OrganizationalEffectiveness #LeadershipStrategy #EnterpriseTransformation #CultureMatters #TalentDevelopment #StrategicHR #BusinessPerformance #WorkforceStrategy For those interested in how organizational effectiveness can be a source of competitive advantage, the article offers a thoughtful starting point: https://lnkd.in/eyxdwrET

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Assessment professionals, make sure to check this out! Tyton Partners - Strategy Consulting "Time for Class 2025" is a must-read for those interested in digital learning, generative AI, and student success in higher education assessment and edtech. Access the report here: [https://lnkd.in/eCgsrNQp] #HigherEdAssessment #EdTech #GenerativeAI #LearningOutcomes #DigitalLearning #ProgramReview #StudentSuccess

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Wondering what podcast to listen to tonight? The UMN Department of Organizational Leadership, Policy, and Development's Stephanie Sisco, Ph.D. was recently featured in an episode of the Human Resource Development Masterclass. Dr. Sisco joined distinguished colleagues, Drs. Ronan Carbery and Brian Vivona, to discuss the evolving landscape of HRD and its implications for the next generation of professionals. Within this discussion, Dr. Sisco highlights the essential skills and mindsets future #HRD leaders need, and how educational programs can better equip them for success. Whether you’re an educator, practitioner, or emerging professional, this episode offers timely insights and actionable strategies for navigating and excelling in today’s dynamic HRD field. https://lnkd.in/gQGJYSdD

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"In higher education, institutions that intentionally embrace AI will see learning and support roles grow in both scope and impact. Instructional designers and digital learning professionals will help faculty co-create adaptive learning experiences, rethink assessments, and apply AI to improve accessibility and engagement. Student support roles will expand to include digital fluency coaching, ensuring learners are equipped to use AI tools effectively and ethically. As academic integrity and AI use policies evolve, cross-functional collaboration will become essential—positioning teaching and learning teams as strategic partners in shaping the next era of higher ed." ~I largely agree with this (a bit utopian), but I fear that many institutions will forgo instructional designers altogether and become reliant on publisher-produced AI 'slickery' that creates the courses with the click of a button. https://lnkd.in/gSKdfxfQ

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When Leadership Is Knowledge-Driven, Nations Move Forward A nation progresses when positions of leadership and advisory responsibility are entrusted to individuals whose authority comes from knowledge, competence, and formal education rather than wealth, social divisions, or the ability to intimidate and dominate. When key roles—whether in organizations, societies, institutions, communities, or national governance—are linked to educational qualifications and genuine subject understanding, decisions become more informed and institutions become stronger. Education then earns the respect it deserves, and young people begin to see learning not merely as a requirement but as a meaningful pathway to responsibility and contribution. However, when influence is gained through fear, noise, or informal power rather than knowledge and capability, the long-term consequence is the erosion of respect for education itself. If those who shout the loudest or wield the most pressure occupy leadership positions, the message sent to society is that learning and intellectual discipline do not matter. A healthy and progressive nation must therefore reinforce a simple but powerful principle: leadership at every level should be knowledge-driven, not “danda-driven.” Only then will education retain its true value and continue to shape capable and responsible future generations.

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