Rotman Executive Summary

Your reputation at work isn’t just about how you see yourself — it’s about the version of you that other people see. Professor Brian Connelly joins the latest episode of Rotman’s Executive Summary podcast to explain how reputations form, why they can shape career success...and whether you can actually change yours. Show Notes [00:00] Meet Brian Connelly [1:23] What is reputation - and how do we get one? [2:34] Sometimes, we overestimate or underestimate ourselves [3:30] Reputation represents the average of many opinions [5:17] Why reputation matters in your career [6:55] Reputation affects long-term success, and that can be problematic [8:20] Can we change our reputation? [10:43] Moral violations are hard to come back from [12:12] Understanding the origins of a negative reputation [12:59] How to come back from a negative reputation

This fall, the Rotman Executive Summary returns for its fifth season, with a new set of questions about how people and organizations can navigate an increasingly complex world. From how your reputation can shape your career, to what Canada really needs in the face of trade disputes, to how AI is changing the way we share knowledge, you won’t want to miss these insights from Canada’s leading business school. Mark your calendar for Sept. 8 — and catch up on past seasons now.

Are we being manipulated by the words we hear — and the ones we use? In this episode, marketing and psychology professor Sam Maglio unpacks the hidden signals embedded in everyday language, from why abbreviations can make you seem insincere to how tense and voice subtly shape what we believe. Listen in and how small shifts in wording influence perception, persuasion and even behaviour — and how to keep your inner psycholinguist on alert. Show notes [0:00] Ever feel like the words you hear are manipulating you? That’s because, in some cases, they are. [0:53] Meet Sam Maglio, a professor of marketing and psychology at the University of Toronto. [2:01] When it comes to the words we use, we’re probably not being critical enough about what we’re saying. [3:03] More often than not, what we’re saying isn’t being interpreted by the recipient in the way we mean (this is partially because we’re bad at perspective taking). [4:56] How does capitalization influence our perception of gender? [5:37] Abbreviations can make us seem less sincere. [7:43] Speaking in present tense makes us more believable… [8:50] …so does speaking in active voice. [9:25] But speaking in passive voice can give us an air of authority. [10:52] What does this all mean? Well, words are manipulative. This can be good; one famous study told a group of housekeepers at a hotel that they were exercising rather than working, and without making any other changes, that group lost weight. [12:10] But it can also be used to subtly sway your ability to believe in things like climate change. [12:36] We live in tech-bubbles that supercharge the spread of misinformation, which is bad when you think about the mere exposure effect. [13:17] So we need a bit of self-reflection to protect ourselves from being manipulated. [13:38] “I think part of it starts with being aware of how our psychology plays tricks on us. Our psychology makes us want to click on the clickbait, even though we might know it's not true. How many studies have you heard where people will post things or retweet things or like things, and they haven't even read the article, because if the world is on fire, then damn it, everyone needs to know that the world is on fire. Take a breath before that and like not be part of the problem, because it's very easy for a thump to turn into an echo, to turn into a chorus of all sorts of negative things.”

Why do markets dip after the clocks change? Why do investors become more risk averse in the fall? And what does this mean for your portfolio? We like to think we’re rational investors. We’re not. On the latest episode, professor Lisa Kramer explores how hidden behavioural biases influence our portfolios — and even shift global markets. Show notes Show notes [0:00] Humans tend to overestimate our abilities. We tend to think of ourselves as better than average. [0:33] Meet Lisa Kramer, a professor of finance at the University of Toronto, and an expert in the psychology of financial decision-making. [1:20] While thinking we’re better than average benefits us in certain situations — think dating and job hunting — it can be detrimental to our finances. [2:13] This over-confidence is clearest when people try to outperform the stock market. [2:56] But beyond internal biases, there are also external factors that influence our financial decisions. [3:19] Lisa and her colleagues studied how the clock changes influenced the market as a whole and found that the day after the clocks changed, stock markets tumbled. But why? [5:30] Seasonal changes — like the shift to winter — also make us more risk averse, en masse. [7:16] Lisa’s research shows this isn’t just in the stock market; investors sought out safer products, like mutual funds and treasury bonds, in the winter. [8:44] What does this mean for companies? [9:28] Will AI save us (hint…not so much). [10:29] And can the average investor do anything to mitigate these biases (hint…not so much). [12:30] “The best we can do is educate people that these are common biases, and get people to think about decisions that they've made in their own lives and self-evaluate the extent to which maybe they've been subject to these biases.”

#MeToo forced Hollywood to reckon with its past — but did it actually change the future of filmmaking? Looking at years of behind-the-scenes and on-screen data, associate professor Hong Luo explores how the wide-spread social movement did — and did not — change movie-making; how stigma, coordination and market-wide shocks influence organizational behaviour; and why large-scale movements can create opportunities for change that just weren’t profitable or possible before. Show Notes Show notes [0:22] It’s been nearly a decade since the New York Times broke the news of Harvey Weinstein’s abuse of women in Hollywood, sparking the #MeToo movement, which called out multiple men in the film and TV industry. [1:28] Meet Hong Luo, an associate professor of strategic management at the Rotman School of Management, who studies how industry-wide innovation happens. So, in the wake of #MeToo, she turned her attention to Hollywood. [2:49] Women are underrepresented behind the camera in Hollywood – and while many factors contribute, widespread sexual abuse is among one of the reasons. [3:36] To determine whether #MeToo had the power to change the film industry, she looked at how film teams associated with Harvey Weinstein changed compared to those not associated with him. [4:37] Producers with a history of working with Weinstein were more likely to hire female talent behind the camera after the #MeToo movement than those without. [5:55] Lots of reasons probably drove the change, but Hong hypothesizes that the publicity and associated guilt helped the change along. [6:54] One key finding; projects that had at least one woman on the creative team were more likely than those without to make it to theatre. [8:06] After the behind-the-camera shift, Hong wanted to know if more female-fronted stories were told. [8:31] If the team behind the scenes was all male, then yes – they were more likely to produce a movie with a female lead. But if the team had a woman, then no – they were more likely to work on male-fronted stories. [9:11] This is likely a result of how people felt the need to respond in the face of widespread social pressure. [9:39] All-male teams tended to develop female characters that conformed to traditional gender stereotypes. [10:53] Ok, so #MeToo changed Hollywood; what does that mean for other industries? Well, to really understand how social movements can spur innovation, let’s look also at the medical device industry. [12:18] Social movements let industries capitalize on a need for change that would have otherwise been too expensive or unprofitable before. [14:16] But when the movement wanes, momentum of the change also falters. [14:38] But for advocates, the long game is probably worth it: “The literature shows that when you actually have more female talent in a particular field, especially if those talent could use that opportunity to gain experience and gain track record…then we may actually sustain more longer run change.”

Where do great ideas come from...really? And how can you stifle brilliant thoughts before they have a chance to flourish? Associate professor George Newman joins the Executive Summary to share what the research actually tells us about how to foster — and kill — a creative buzz, and how to spark more innovation at both work and home in the year ahead. Show notes [0:00] What comes to mind when you think of the word creativity? That paint-splattered easel? The next great novel? What about a simple innovative pitch to a company? Or a new way of approaching a formula? Creativity comes in many shapes, but ultimately, it’s all about bringing new ideas to the fore. [0:55] Meet George Newman, an associate professor of organizational behaviour and HR management, and author of the new book How Great Ideas Happen. [2:10] There are a few big mistakes we make when thinking about creativity – and the first is all about the “genius creator myth.” [3:16] It turns out, when we think people are “born with” the creative gene, it really influences who is allowed to be creative, which is ultimately limiting to both individuals and organizations. [4:16] Where do new ideas really come from? George’s research shows it’s not from within, but the world around us. [5:20] It’s time to think of creativity as a path of discovery, rather than a lightning strike of brilliance. [6:25] The second big mistake we make is jumping into brainstorming too quickly. [6:50] We also prioritize the novelty of new ideas over value. [7:50] To brainstorm better, you need to have a concrete plan. And George wants people to approach it like an archaeologist. [8:41] First, survey the landscape. [9:03] Second, create a “grid” or organize your thoughts. [10:00] Third, dig in (aka, start throwing those ideas on a whiteboard!). And make sure you don’t quit before you get to the good stuff. [11:33] The last big mistake in the quest for new ideas is soliciting feedback at the wrong time. Don’t get feedback while still generating ideas. [12:41] Also, accept that there’s going to be some negative feedback along the way, and that you’re just going to have some bad ideas along the way too. [14:28] Also, recognize that you’re your own worst critic. [15:09] In the end, breakthrough ideas don't just manifest out of thin air. You have to sift through the layers of rubble, dust off plenty of false leads, so that every so often, you uncover something remarkable. The key is to keep going. Be sure to check out the Executive Summary back catalogue. We tackle everything from how where you work influences the types of innovation you create to how to give better feedback .

In theory, auditing should be unbiased and independent. In reality, biases abound. Auditors are human, and companies — even auditing firms— have agendas that shape how they approach audits. These blind spots can have real consequences for investors and the economy. Associate professor Minlei Ye joins Executive Summary to reveal where these hidden biases come from, how they influence decision-making, and why stronger safeguards and a shift in business thinking are essential for fairer results. Show notes [0:00] What happened with Enron and Arthur Andersen [0:53] Meet Minlei Ye, an associate professor of accounting at the University of Toronto, and she says when audits fail to catch red flags, it can have devastating consequences on individuals and the economy. [2:22] What is the role of an auditor, exactly? [2:59] What role did auditors play in the Enron and Lehman Brothers scandals? [4:49] How can an organizational focus on compliance lead to misrepresentation? And is fair representation a better option? [6:03] Other systemic biases that shape an audit firms’ accuracy include the need to keep the client happy. [6:42] Auditors’ personal biases – like familiarity bias, confirmation bias and groupthink also shape how accurate an audit will be. [7:38] Minlei’s research into otherwise positive programs – like rewards for whistleblowing – can have unintentional consequences on how auditors approach a client. [9:01] And then there are egos – like when bosses pull superstar employees off key client accounts out of fear the superstar will be poached by another firm. [9:45] Team makeup – whether homogenous or diverse – matters too. [10:40] Auditing is built on the fundamental principle of independence. [11:29] To help mitigate some of the aforementioned biases, regulation is needed to protect that independence. But, in the U.S. in particular, those protections are under attack. [13:00] In the meantime auditing firms need to step up to protect their independence…and so do the companies being audited. [14:21] “Instead of looking at auditing as something that they have to do, like a compliance thing that you have to hire the auditor, they can think of the auditor as a strategic safeguard for the capital needs, for their reputation and stakeholder trust.” Be sure to check out the Executive Summary back catalogue. We tackle everything from how to build a better board room to what employees can tell leaders about an organization's financial health .

Canada faces an acute shortage of doctors and medical equipment. But simply hiring more people or buying more machines won’t fix our healthcare backlog. In this episode of The Executive Summary , professor Opher Baron explains how — from an operations management perspective — we got into this mess, and why smarter planning and better use of data are just as essential as addressing our shortages if we really want to dig out of Canada’s healthcare deficit. Show notes: [0:00] Canadians are in a healthcare crisis. [0:12] Meet Opher Baron, a professor of operations management at the Rotman School, and an expert in hospital queues. He doesn’t believe more doctors and medical equipment will get us out of our healthcare crisis. [1:34] A recognition that our healthcare system – and its problems – is nuanced and complex, and this episode is just 15 minutes. [2:07] Canada has a supply shortage: too few doctors and too little equipment to meet the population demand. [2:42] This shortage is felt across all sectors of healthcare, but acutely in family care and emergency care. [3:12] The provincial governments are taking steps to remediate the problems, but it won’t happen quickly. [4:20] So how did we get here? In short: Poor planning. [5:31] Hospitals are chaotic, and that makes it difficult to plan. [7:21] Let’s look at how one issue – continuity of care, coupled with physician incentives – can affect how quickly patients move through an emergency room. Simply, doctors are more likely to take patients at the beginning of their shift than at the end of it. [9:57] How do you address these types of issues? First, you need to be measuring the right key performance indicators…which we’re not. And you can’t fix a problem, if you can’t identify the problem. [11:49] Let’s start by recognizing that healthcare professionals aren’t operations management experts. [12:33] Opher has worked with several hospitals to test new operational efficiencies, including Erie Shores. [13:58] With the advent of AI, there’s also a lot of opportunity in what Opher calls “digital twin” environments, which will allow hospital administrators to test changes virtually before implementing them in real life. [15:13] We can’t just throw money at the problem and expect we’ll fix our healthcare system. “I hope that once people understand better what is the important data for them and what they can do with the right data…we can improve the efficiency of our systems, and given the current resources, investing a little bit more kind of in the right places.” Be sure to check out the Executive Summary back catalogue. We tackle everything from whether we can fix our broken online review system to how extreme heat negatively impacts companies' bottom lines.

For decades, Canada’s economic fortunes have been tied to its southern neighbour — but what happens when that relationship falters? As a new wave of tariffs rattles global markets, professor Dimitry Anastakis joins The Executive Summary to trace Canada’s long history of trade wars with the U.S., the hard lessons they’ve taught us, and why this time, the old playbook may no longer work. Show Notes [0:00] Meet Dimitry Anastakis - a University of Toronto professor and expert on Canadian business and economic history, who says Donald Trump’s views on tariffs were really cemented in the ‘80s, putting him at odds with the Republican Party at the time. [1:03] Canada’s economy is enmeshed with that of the U.S., which doesn’t bode well for us as we face a new trade war. [2:07] A quick recap of the 2025 trade war between Canada and the U.S. to date. [3:43] Lessons from the past — we’ve been in this type of situation with the U.S. before. [3:59] We’ve faced familiar trade disputes in the 1890s, 1920s to ‘30s and the ‘70s to 80s. [5:57] Reagan-era trade disputes — The trade war of the ‘80s was different from the earlier spats – with the U.S. using it as a tool to convince Canada to join the North American Free Trade Agreement. [7:10] Canada’s historical options in trade disputes — historically, trade wars are an opportunity for Canadians to reflect on their best path forward. And we usually face three choices. [8:01] Why have we eschewed the “third option” of diversifying our trading partners and instead increasingly turned into partnerships with the U.S.? [9:01] And how has closer ties to the U.S. helped us through post-trade war recessions? [10:18] Why this trade war is different. [10:38] How are tariffs actually supposed to work, and why is that incongruent with how Donald Trump is wielding them? [11:22] What role do previous trade agreements play if a key player just decides to ignore them entirely? [12:09] Canadians are feeling betrayed. [12:37] And if these tariffs remain in place long term, it does not bode well for the Canadian economy. [13:40] Resilience in the face of disruption — perhaps now is a time for us to reflect and move towards a new economic path, less dependent on the U.S. [15:29] “We do need to expect that there's going to be a rough ride. But most importantly, we need to rise to the challenge. We need entrepreneurs and governments and firms to start thinking about how Canadians can exploit the advantages that they have in a new kind of economy in the 21st century. Canadians should recognize that this provides an opportunity for us to start building on our strengths. And, you know, the great thing is that history shows us that the Canadian people have been pretty resilient in these situations.” Be sure to check out the Executive Summary back catalogue. We tackle everything from why it’s time to explore a four-day work week to where you can actually get the best innovation .

Trust in institutions and leaders is on the decline. That's bad news for organizations navigating difficult times. How can companies build trust, and can you repair it once it's been broken? Professor Bill McEvily joins the season premiere of the Executive Summary podcast to explores those questions and more. Show notes: [0:00] Declining trust in institutions, businesses, and CEOs – Why public trust is at an all-time low. [0:33] Meet Bill McEvily – University of Toronto professor and expert in organizational trust and leadership. [1:42] Defining trust – What trust really means in the workplace and beyond. [2:46] The three dimensions of trust – Understanding reliability, competence and integrity in people and organizations. [4:02] The role of trust in the workplace – How trust drives productivity, collaboration and resilience during chaotic times. [5:46] What breaks trust – Common behaviours, decisions and policies that erode trust in organizations. [6:15] Examples of companies breaking trust – Real-world corporate missteps and lessons learned. [7:39] Consequences of broken trust – Impact on employees, customers and overall organizational performance. [8:24] Repairing trust – Why there is no magic formula, but consistently delivering on promises works. [9:15] The importance of communication – How transparent, honest communication strengthens trust. [11:21] Building trust remotely – Introducing Bill’s concept of “prismatic trust” for teams and stakeholders you don’t interact with directly. [12:26] Lessons from EZ Trade – How companies can implement systems to build trust with people you’ve never met. [13:14] Signals of trustworthiness – How organizations communicate who and what can be trusted. [14:18] “It's important for people to understand that there are mechanisms for ascertaining trust, even when we don't have the ability to know people personally… Human beings are ingenious in figuring out how to trust strangers. But therein lies the paradox… it's just how human society functions.”

Season 4 launches September 9 — don’t miss it. In today’s noisy world, finding clear, credible insight isn’t easy. That’s where the Rotman Executive Summary comes in. In less than 20 minutes, we bring you sharp, research-backed ideas from the University of Toronto’s Rotman School of Management — Canada’s leading business school. This season, we’re tackling the questions leaders are asking right now : How can organizations rebuild trust when uncertainty is the only constant? What lessons from history can guide Canada’s economy today? Why more healthcare workers alone won’t fix our healthcare system — and what will. How to reignite creativity in your team, with evidence (not clichés). What can innovative companies learn from the #MeToo movement? What does the science say about persuasive writing? Perfect for curious leaders, lifelong learners and anyone who wants to understand what’s really driving change in business and society. Listen between meetings, on your commute or over coffee — follow now so you never miss an episode. Subscribe on Apple, Spotify or wherever you get your podcasts.

What can your employees' LinkedIn and Glassdoor activity tell you about a company's prospects? More than you might think. From competition for top talent to out-of-sync business prospects, these platforms offer valuable insights — but are leaders paying attention? Assistant professor Nan Li joins Executive Summary to unpack what employees are really signaling and why companies must start listening. Show notes [0:00] Are you listening to what your employees are and aren’t telling you about your company’s prospects? [0:29] Meet Nan Li , an assistant professor of accounting at the Rotman School of Management who studies human capital – that is employees – and its impact on company performance. [1:46] Big changes are coming to the reporting standards world. Starting in 2027, companies in the U.S. will have to disclose how much of their expense line items (think R&D, administration, marketing) is spent on compensation. [3:22] This news makes Nan and other researchers excited, since it’s a goldmine of insights. [4:00] The changes are long overdue. While once a company’s output and profits were driven by things like machinery and widgets – so that was a primary focus on reports; as we shift into a knowledge economy, employees are becoming the biggest asset. [5:11] What are peer firms, and why does it matter when it comes to talent pools? [5:30] LinkedIn is changing how we define peer firms. [7:13] Why is it important to know that, says, a car company isn’t just competing against other car manufacturers for talent? [8:29] Glassdoor reviews, specifically “employee business outlook,” is predictive of firm performance. A bad employee outlook will likely mean a bad earnings report down the line. [9:46] So why aren’t company leaders and financial analysts paying attention to social media as a source of information? [11:36] Certain types of labour costs are directly tied to future sales growth. More money into R&D translates into greater profit down the line, while fixed costs like administration can make it easy to grow in good times, but dampen growth in hard times, Nan’s research finds. [13:34] Employees certainly pay attention to company earning calls, and adjust their own outlook on a company accordingly. So perhaps it’s time employers start doing the same. [15:11] “All the information there is public. So as a manager or analyst, you can just sign on to Glassdoor, write your own review about your company. And there are some academics and also practitioners already noticed or recognize that we are kind of falling behind.” That’s because employees aren’t just workers; they’re insiders. They are on the ground seeing how your company is really performing. So maybe it’s time leaders start treating employees not just as assets, but as one of their most valuable sources of insight.

The push to return to the office has sparked backlash — employees felt trusted to work remotely, so why take that control away? But what role does control play in mitigating or causing stress? And when is autonomy a bad thing? Professor Jia Lin Xie joined the Executive Summary to unpack how job demands, individual traits and culture shape our experience at work, and how to determine if complete control will be empowering or stress-inducing. Show notes [0:00] Meet professor Jia Lin Xie, an expert in job design, stress and employee well being. She’s in the middle of research exploring attitudes towards return to office. [0:25] The pandemic gave employees control and autonomy over their work, and now many employees feel that control is being taken away by the RTO request. It turns out, once given, removing control can be detrimental. But should it always be given? [1:26] We’re working in a “boundaryless” world, where technology enables us to be always connected. [1:56] Research shows boundarylessness can boost job satisfaction, but it also contributes to emotional exhaustion and stress. [3:35] Those who struggle with boundarylessness might blame their person-environment (P-E) fit. [4:23] What happens when you have a “good” versus “bad” P-E fit? (Hint: it’s burnout!) [4:48] Job demands — whether physical, cognitive, or emotional — can make or break your workplace experience. [6:24] How does having control offset the risks of stressful job demands? [8:35] Jia Lin questioned the widely held theory that control is always a buffer to job demand stress. [10:08] Control isn’t always a good thing; things that affect your control include your abilities to do a task… [11:41] …your attribution style… [11:59] … and even your cultural background can impact its effectiveness at buffering stress. Take the difference between American and Hong Kong bank tellers. [14:20] So if you’re struggling with control and autonomy, and think it’s causing you stress, you have to reflect on why that is. [16:11] So, how can you tell if having more control at work will help or hurt you? Jia Lin has some questions you can ask yourself. [18:26] The takeaway? Control isn’t one-size-fits-all. It’s about self-awareness, personal preferences, and the right support system.

We’ve been thinking about traffic all wrong. Sitting in congestion costs local economies billions in lost productivity, and governments invest heavily in easing the gridlock. But what if we’re solving the wrong problem? Associate Professor Victor Couture joins The Executive Summary to challenge conventional wisdom on city transportation networks — and explain why accessibility and density might be worth the slowdown. Show notes [0:00] Not only does sitting in traffic suck, it has an economic impact, which cities and governments try to blunt through traffic mitigation strategies. [1:38] Meet Victor Couture, an expert on urban issues such as housing, gentrification and transportation. [3:04] In 2023, Victor and colleagues released a paper benchmarking the fastest and slowest cities in the world. [4:20] What makes a city fast versus slow? [6:41] Flint, Michigan, in the U.S. earns the distinction as the world’s fastest city, but it’s not a blueprint for other cities to model. [7:22] When it comes to moving people around a city, what is the ultimate goal of a city, and why isn’t it speed? [8:38] What is the transportation network? [9:07] What is accessibility in terms of transportation networks? [10:46] When is speed via cars a good option? [11:26] How does density affect productivity? [11:40] Reducing congestion isn’t going to magically make a city more economically vibrant or affordable. [12:12] Toronto is a case study for the density versus traffic speed debate. Victor’s research shows that the city is, on average, getting slower despite traffic mitigation strategies. [13:32] So what about that tunnel under highway 401? [14:41] Should the city rip out newly installed bike lanes? [15:44] So what is the purpose of a trip? [16:19] “For 1,000s of years, cities have been about bringing people into closer proximity. They've been about facilitating the flows of goods, the flows of people, the flows of ideas and the purpose of urban policy makers should be to facilitate those flows and create infrastructure and create institutions that let people realize those benefits of cities, that let people meet easily. That's the goal of a transportation network.”

"If AI didn’t offer such massive opportunities... we’d likely regulate it out of existence." On the latest episode of the Executive Summary, professor Dan Trefler explores the double-edged sword of artificial intelligence: Are the risks worth the rewards? Is bureaucratic red tape the solution — or just another hurdle? And how can the average citizen help fight the "great regulatory" battle? Show notes: [0:00] In 2023, tech leaders and academics signed a letter agreeing to hold off on future AI development until government regulation caught up…spoiler alert: it didn’t. [0:48] Five years ago, it would have been impossible to imagine where AI development was going to be today…what will we see in the next five years? [1:36] Meet Dan Trefler, a professor of economics and policy at the Rotman School of Management. [2:29] Regulating “Artificial Intelligence” is impossible. [3:50] What’s the 2025 state of affairs when it comes to regulating uses of AI? [4:29] Dan sees one region of the world regulating the tech use about as well as they can. [7:12] What is the competition problem? [7:48] What is the coordination problem? [8:29] What happens when we have competition and coordination working together seamlessly? [9:46] So why can’t AI regulations follow the same successful model as car regulations? [10:19] What’s the interpretability problem? [11:18] California’s failed attempt at regulating AI companies is the perfect microcosm of the challenges we face. [12:45] Where is the last place governments should regulate? [13:49] To get a handle on things now, Dan wants us to focus on (1) extreme risks; [14:28] (2) learning from other successful regulatory bodies like the FDA; [14:49] and (3) exploring regulatory incentives that encourage positive uses of the technology. [15:33] And citizens can help wage the great AI regulatory battle with their own personal choices. [16:03] “I'm asking people to be much more forward looking than we normally tend to be. I want them to start anticipating risks which don't exist yet, because when they do come, as we've seen with past changes in AI, they will come in such a flurry that we won't be able to shovel our way out of our own homes. So let's start thinking hard about regulating things on a precautionary principle, not because they've happened, but because they might happen.”

Extreme heat is reshaping daily life, but what does it mean for companies? Assistant Professor Nora Pankratz joined the Executive Summary to unpack the financial toll of rising temperatures on organizations, and what — if anything— companies can do about it. Show notes [0:00] The world is getting warmer, and it’s costing businesses. [0:37] Meet Nora Pankratz, an assistant professor at the University of Toronto Mississauga, with a cross appointment to the Rotman School of Management. She studies the impact of climate change on organizations. [1:48] One of the biggest risks of heat is its impact on production. [3:06] What does “heat exposure” even mean? [3:32] Heat – specifically days over 30 degrees Celsius – might be costing businesses an average of $650,000 per quarter. [3:54] And it affects indoor and outdoor industries alike, albeit in slightly different ways. [4:49] It also has an impact on investors… [5:39] …and supplier relationships. [7:39] How can businesses adapt? [8:40] Importantly, no one can really study what businesses are doing, since they aren’t sharing, nor are they required to share, their heat mitigation strategies. As a result, we don’t know what works, and what doesn’t. [9:17] Nora studied the impact of heat on worker safety, and the results weren’t great. [10:38] What’s driving heat-related injuries? [11:39] But a simple, low-cost heat-mitigation strategy – training to identify signs of heat stroke – had a huge impact. [12:35] So are businesses doing anything? Well…maybe? [13:46] Nora is hopeful: “Overall, I think over the last couple of years, there has been an uptake in this type of data and analytical work at the firm level. So, I think firms will explore this more and more going forward.”

In just four years, it feels like our workplaces have changed irrevocably. New technologies like AI threaten old jobs; shifting demographics bring new interpersonal challenges on teams; and our work location — be it home, the traditional office or a hybrid of the two — has become a flashpoint between leaders and employees. So what's the antidote? Professor Julie McCarthy joined the podcast to talk about resilience, why organizations should work to instill it in their teams, and how it can help us all move beyond burnout. Show notes: [0:00] The world has been a very stressful place, and some people are talking about burnout as the new baseline. [1:02] Meet Julie McCarthy, a professor of organizational behaviour and HR at the Rotman School of Management. She studies workplace stress. [1:20] Her antidote for a stressful life? Resilience. [1:44] How do you define stress, stress reactions and anxiety? [3:13] While a little bit of anxiety can be useful… [3:36] …too much is detrimental to your well-being. [4:23] What is resilience? [4:48] What chips away at your resilience? [6:10] How do you build resilience? [8:27] What does this look like, organizationally? [9:14] What does anxiety cost organizations? [10:30] Why a one-size-fits-all approach to resilience is destined to fail. [10:55] Step 1: recognize there’s a problem and commit to dealing with it strategically. [11:22] Step 2: Don’t waste your money fixing the wrong problem. [12:04] Step 3: evaluate, re-evaluate, and then evaluate again. [12:53] Be prepared: this is a big cultural shift for lots of organizations. [13:31] Questions to ask yourself to kick things off. [14:46] Look deeper: do you need to change procedures, the people you hire, or the types of training you offer? [15:42] It is a time and financial investment. [17:18] “But if it's done properly, it's not a matter of, will it work, but it's just a matter of when.”

Intellectual property may not be glamorous, but it’s essential to future business success. Professor Alberto Galasso explains how the right IP strategy can drive growth — or hold your business back— on the latest Rotman Executive Summary. Show notes: [0:00] There are a lot of factors that go into whether a company is innovative or not, so much so that Professor Alberto Galasso wrote a book on the topic. [1:50] But he warns that people often overlook the importance of IP to the innovation process. [2:25] Let’s define IP, copyright and patents. [3:52] The importance and value of IP has ballooned over the past 20 years. [4:48] Today, it’s something companies big and small are increasingly reliant on. [6:06] How often do patent applications succeed? How often do they fail? [6:58] To get your IP and innovation strategy right, you have to know the overall goal of your organization, and you should think about it early and often. [8:44] Is IP protection even the right approach? Or should you consider trade secrets? What are the trade-offs? [10:59] How can you use IP data to boost innovation? [12:31] And how can you use IP protection like patent filings to incentivize workers? [13:41] What is absorptive capacity, and how does IP protection allow organizations to tap into this critical element of innovation? [15:18] “So from that perspective, it is a crucial asset to this intellectual property to protect the area that are more valuable of your company, but also to share technology and access technology with other firms for which you want to collaborate.”

As companies wrestle with the return-to-office debate, it’s crucial to ask: How much does location really matter for innovation? Surprisingly, where you work can significantly shape how—and how much—you innovate. Assistant Professor Ruben Gaetani dives into the research, revealing why dragging everyone back to their cubicles could stifle the very creativity you’re trying to spark. Show notes [0:00] Downtown offices are in the midst of an identity crisis. As vacancy rates rise, some leaders are demanding workers return to their towers to strengthen culture and innovation. [1:11] Meet Ruben Gaetani, an assistant professor at the University of Toronto, who specifically looks at how office location influences innovation strategy. [2:22] What is conventional versus unconventional innovation, and how do they differ? [3:48] You’re most likely to see unconventional innovation in dense, urban environments, while conventional innovation thrives in the suburbs. But why? [5:53] How should leaders be thinking about office location in relation to their innovation strategy? [6:44] Don’t discount conventional innovation: it plays an important role in company growth. [7:27] But don’t get stuck chasing iterative innovation; make sure you have a strategy for unconventional ideas too. [10:21] If you’re calling people back to their downtown office cubicle, ask yourself: What kind of innovation am I actually chasing…and is an office tower really helping my team meet strangers? [11:48] Downtowns might be dense, but they are not the dense, urban environments that Ruben is talking about. Instead, he says companies chasing unconventional innovation should look for places that encourage random encounters. [13:07] If innovation is the goal of your office strategy, there are some questions to keep in mind. [13:48] Post COVID-19, it’s a great opportunity for businesses and policy makers to reflect on how companies influence their surroundings, and vice versa; Ruben has some not-so-great research to share. [14:36] What can policy makers do to alleviate this negative gentrification of innovative tech clusters? [15:26] And why should business care? “We have been observing in some instances, tech firms, innovative firms are consider by the public opinion as responsible for these negative effects they have on local communities. It reduces their ability to attract talent if a location is extremely segregated. And it reduces the amount of diversity and richness of interactions that firms have in their geographical location.”

From issues of bodily autonomy to climate change to social equality, the world is increasingly polarized, and even companies can't escape hot-button topics. While once, organizations could keep their positions on divisive issues to themselves, consumers are demanding they take sides. But should they? And how can brands weigh in without alienating the people who disagree with their stance? Assistant professor Rhia Catapano explores how businesses can navigate these polarizing topics on the latest episode of the Executive Summary. Show notes: [0:00] In 2022, Disney and the state of Florida became embroiled in a polarizing debate over the state's alleged "Don't Say Gay" bill, which Disney opposed, albeit belatedly. [0:56] Once, businesses could stay silent when hot topics arose, but today consumers are demanding they take sides. [1:32] Meet Rhia Catapano, an assistant professor at the Rotman School of management who studies consumer persuasion. [2:20] Brands most often worry about consumer boycotts when they take stances their audiences disagree with. But that worry might be misplaced. [2:49] Consumers tend to buy from companies when it's inconvenient to maintain their boycott. [3:14] We're also likely to change our memories, thinking we boycotted a product, even when we still loaded it into our carts. [6:10] And we often believe signaling our intentions to boycott is "enough," so we feel less guilty even as we're purchasing items from a brand we've said we'll avoid. [7:36] So if we're so bad at boycotting, why should businesses care? For one, the reputational hit is very real. [7:51] There are always cases where brands don't have to worry - particularly when the audience boycotting the brand isn't it's target audience. See Nike, Colin Kaepernick and the social right in the U.S. [8:31] But when the audiences align, boycotts are particularly effective in this age of social media. First, because social media makes it easier to propagate messages. [9:23] Second, social media creates a "safe space" to share polarizing opinions. [10:10] So how can companies navigate hot button issues? First, make sure you're not being a hypocrite. [10:49] Consider how you frame your stance around an issue, and what you want to achieve by making public statements. [13:08] Be real about whether you can take the heat. [13:58] And consider new audience opportunities when your values don't align with your existing customer base. "It makes the most sense for the company to stick to what are their core values and what can they do that will align with what they've done in the past and what they want to do moving forward, rather than trying to please everyone.