What is *SuperCorp* by Rosabeth Moss Kanter about?

*SuperCorp* explores how visionary companies like IBM and Procter & Gamble achieve financial success while driving social impact. Rosabeth Moss Kanter argues that integrating profit and purpose fuels innovation, employee morale, and long-term growth. Through case studies, the book shows how values-driven leadership enables firms to adapt rapidly, solve global challenges, and create "Rubik’s Cube moments" of synergistic success.

Who should read *SuperCorp*?

Business leaders, CSR professionals, and MBA students will gain actionable strategies for aligning profit with social responsibility. The book suits executives aiming to build agile, purpose-driven organizations and socially conscious readers seeking corporate role models. Kanter’s insights also empower employees advocating for ethical practices within their companies.

Is *SuperCorp* worth reading in 2025?

Yes. Kanter’s analysis of values-driven leadership remains critical as businesses navigate 2025’s challenges, including sustainability demands and Gen Z workforce expectations. The case studies on crisis response (e.g., IBM’s tsunami relief tech) and innovations like P&G’s water purification systems offer timeless lessons for ethical scalability.

What are the key concepts in *SuperCorp*?

- **Social logic**: Prioritizing community impact alongside financial goals. - **Rubik’s Cube moments**: When values alignment unlocks unexpected synergies. - **Vanguard companies**: Firms like Cemex and Omron that blend agility with social responsibility. Kanter emphasizes suppressing executive egos, empowering employees, and leveraging partnerships for scalable change.

How does *SuperCorp* use IBM as a case study?

IBM’s post-tsunami response exemplifies social logic: employees developed tracking systems to reunite families and manage aid, later adapting these innovations for commercial use. Kanter highlights how crisis-driven altruism boosted IBM’s reputation, talent retention, and R&D pipeline—proving altruism can drive profitability.

What is a “vanguard company” according to Kanter?

Vanguard companies are agile, purpose-driven organizations that outpace competitors by embedding social responsibility into core operations. Examples include Banco Real’s ethical banking practices and P&G’s decade-long commitment to clean water projects. These firms prioritize long-term impact over short-term gains.

How does *SuperCorp* address leadership in the 21st century?

Kanter advocates for leaders who foster collaboration, decentralize decision-making, and align corporate values with global needs. By spotlighting leaders who suppressed ego during mergers (e.g., Cemex), the book shows how humility and stakeholder focus enable sustainable growth.

What quotes define *SuperCorp*’s philosophy?

- **“Values drive decisions”**: Prioritizing ethics over expediency. - **“Innovation that helps the world”**: Leveraging R&D for societal good. Kanter argues these principles attract talent, build customer loyalty, and preempt regulatory risks.

Supercorp

How Vanguard Companies Create Innovation, Profits, Growth, and Social Good

Rosabeth Moss Kanter

3.35(80 Reviews)

Overview of Supercorp

"SuperCorp" reveals how companies like IBM and P&G blend profit with purpose. Harvard's Rosabeth Moss Kanter shows why businesses addressing societal needs outperform competitors. What if the secret to sustainable growth isn't just financial logic, but creating meaningful impact? Millennials are taking note.

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Chapter 1

When Business Meets Purpose: The Vanguard Company Revolution

IBM's response to the devastating 2004 Asian tsunami wasn't just about writing checks. While the company did donate $1 million, their most meaningful contribution came through technology and expertise. IBM India employees rapidly mobilized to create tracking systems for relief supplies, establish material receipting systems, and build websites coordinating relief data. They ventured to the remote Andaman and Nicobar islands, working amid destroyed infrastructure with no expectation of publicity or business gain. This wasn't an isolated incident-IBM had previously developed similar systems during the 2001 Gujarat earthquake, and would later transform these experiences into systematic humanitarian capabilities including "disaster relief in a box" and the corporate service corps. This approach exemplifies what Harvard Business School professor Rosabeth Moss Kanter calls the "vanguard company" model-organizations that achieve both exceptional business performance and positive social impact. Her book "SuperCorp" arrived at a pivotal moment in 2009, as the global financial crisis had shaken faith in capitalism. The work quickly became required reading in business schools worldwide and influenced a generation of corporate leaders seeking to integrate purpose with profit. Even celebrities like Oprah Winfrey cited the book's principles in discussing ethical business leadership, while companies from Google to Unilever adopted its frameworks for measuring social and business impact simultaneously.

Chapter 2

Beyond Responsibility: The Third Way for Global Business

For decades, business theorists and practitioners have been locked in a seemingly irreconcilable debate. On one side stand economists like Milton Friedman, who famously declared that a corporation's sole responsibility is to increase profits for shareholders. His 1970 New York Times essay set the tone for decades of corporate focus on maximizing shareholder value above all else. On the opposite side are activists demanding businesses address social and environmental concerns regardless of financial impact, pointing to corporate negligence in areas from environmental damage to worker exploitation. Kanter's research reveals a compelling third path beyond this sterile argument. The vanguard model demonstrates how companies can simultaneously pursue business opportunities while reflecting humanistic values, achieving both solid profits and positive reputations. This isn't corporate social responsibility bolted onto a traditional business-it's a fundamentally different approach where service to society becomes integral to the business model itself. Companies like Unilever have reimagined their entire supply chains to reduce environmental impact while maintaining profitability. Others, like Danone, have pursued B-Corp certification to legally embed social mission alongside profit goals. Kanter's extensive research spanning 350 interviews across 20 countries shows these companies aren't sacrificing performance for principles. In fact, they're often outperforming peers during turbulent times. When markets plunged in 2008, with NASDAQ dropping 36% and Microsoft 41%, IBM shares were down only about 16%. These organizations have built resilient cultures that flourish amid uncertainty while positively impacting the world. Their employees show higher engagement levels, their innovation pipelines are stronger, and their brands enjoy greater consumer trust. What distinguishes vanguard companies is how they apply their unique strengths to societal challenges without direct profit motives. IBM leverages technology expertise for disaster response and education, developing sophisticated weather prediction systems and educational software platforms. Procter & Gamble addresses water safety and childhood health through its Purifier of Water packets and handwashing campaigns in developing nations. Cemex helps low-income families build homes through its Patrimonio Hoy program, which provides microfinancing and construction expertise. These initiatives, undertaken primarily for social benefit, ironically build high-performance cultures that ultimately generate profits through enhanced innovation capabilities, employee motivation, and stakeholder relationships. The vanguard model emerged in response to unprecedented global turbulence. Beginning around 1980, a series of geopolitical events-deregulation, the fall of the Berlin Wall, Asian market liberalization, democratization in Latin America-created excitement for a borderless world of economic opportunity. The World Wide Web's 1993 launch accelerated global connectivity, enabling instant communication and commerce across borders. However, by the early 2000s, globalization showed its dark side through growing inequality, financial crises, terrorism, and corporate scandals. The 2008 financial crisis, climate change concerns, and rising populism further highlighted the need for businesses to embrace a more sustainable and inclusive approach to capitalism.

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Chapter 3

Standing on Principles: Values as Strategic Advantage

Vanguard companies don't just post values on walls-they embed them in business practices and make them credible through consistent action. These values serve as strategic guidance systems providing competitive advantages through societal responsibility. They stretch the enterprise beyond formal boundaries to include customers, suppliers, and wider society. Brazil's Banco Real demonstrates this approach powerfully. CEO Fabio Barbosa differentiated the bank through social and environmental responsibility, implementing rigorous screening for customers and suppliers. When executives noticed cleaning service employees having lunch amid car exhaust, COO Jose Luiz Majolo rejected the idea this was solely the supplier's responsibility. The bank convened suppliers of all sizes to help meet higher standards, fostering collaboration that extended to community initiatives. This values-based approach attracted new customers and investments, including a $51 million World Bank grant. Ten years after implementation, Banco Real was growing 20% annually in profit, outpacing competitors in return on equity. In 2008, it was named Sustainable Bank of the Year by the Financial Times and World Bank's IFC. For values to be credible rather than mere window dressing, leaders must demonstrate commitment through actions, symbols, and signals showing the company makes decisions based on principles, sometimes sacrificing short-term gain. At Procter & Gamble, leaders like CEO A.G. Lafley and COO Robert McDonald spend significant time teaching and discussing values worldwide, ensuring their actions symbolically reinforce what these values mean in practice. P&G's commitment to its values is exemplified by PuR water purification powder, which failed commercially but was preserved for its social impact. Developed with the CDC in 1995, P&G spent $20 million on this initiative that showed minimal financial return. When the health care business unit wanted to discontinue it in 2003, leaders advocated for its alignment with P&G's purpose, and CEO Lafley extended the project. Though commercial efforts continued to struggle, the 2004 Asian tsunami created massive demand for PuR, with P&G delivering a billion glasses of safe drinking water to victims.

Chapter 4

Innovation: The Values Dividend

Innovation in vanguard companies stems from connecting business success with social betterment. By framing missions in social terms and empowering organizational cultures, these companies gain advantages throughout the innovation process-from generating ideas to execution. This approach fundamentally shifts how organizations view innovation, moving from purely profit-driven motives to solutions that create both economic and social value. In 2001, after A.G. Lafley became CEO of P&G, Tarek Farahat reflected deeply on P&G's values statement and developed the "obelisk methodology"-a backward design approach starting with the desired outcome and working through all necessary elements. This Egyptian-inspired innovation methodology began with seeing the world from consumers' perspectives rather than company needs. The approach was revolutionary because it inverted traditional product development, which typically started with company capabilities and existing product lines. Farahat applied this methodology to Brazil's struggling Always feminine hygiene brand, providing a masterclass in values-driven innovation. The team conducted extensive field research, spending months studying how low-income Brazilian women managed menstruation. They discovered these women couldn't afford premium products but still deeply valued dignity and protection. Rather than simply creating a cheaper version of existing products, they reimagined the entire approach to feminine care for this market segment. They created Always Basico, a simplified product with essential protection at an affordable price point, but the innovation went beyond the product itself. The launch strategy was groundbreaking-featuring a mysterious orange room at Brazil's largest trade fair with invitation-only access and carefully managed long lines to create buzz. Local retailers who placed orders were made to feel like co-creators of the product, receiving distinctive orange display blocks for their stores that became status symbols in the retail community. This approach transformed traditional transactional relationships into collaborative partnerships. The results were remarkable: Always Basico became profitable within a year and category leader within two years. The obelisk method was subsequently applied to redesign other products for low-income consumers, driving a 29% revenue increase despite challenging economic conditions. The Brazilian unit achieved global P&G profit levels on $1 billion in sales in 2006-7, with sustained growth continuing afterward. This success demonstrated how social purpose could drive both innovation and profitability simultaneously. When values and social purpose drive innovation, five key advantages emerge: 1) A bigger idea pool through broader thinking about societal needs, as teams consider not just product features but entire social ecosystems 2) Greater solutions orientation with heightened motivation to serve users, leading to more creative and comprehensive approaches 3) Open innovation with increased willingness to collaborate and share ideas across traditional boundaries 4) Less internal politics and greater cooperation through shared values and common purpose 5) Faster execution through shortened communication loops and aligned objectives These advantages create a virtuous cycle where social purpose accelerates innovation, which in turn strengthens the organization's ability to deliver on its values-based mission. Companies that embrace this approach find themselves not just creating better products, but building stronger relationships with customers and communities while achieving sustainable growth.

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Chapter 5

Good to Grow: Mergers, Acquisitions, and Transformations

Despite widespread resistance to mergers and acquisitions, vanguard companies excel at integrating new people and capabilities while remaining true to their values. Their approach combines discipline and humanism, emphasizing both high standards and inclusive culture. When Shinhan Bank attempted to acquire Chohung Bank in 2003, they faced dramatic resistance-3,500 Chohung employees shaved their heads in protest. Despite significant cultural differences between the entrepreneurial Shinhan and the venerable 107-year-old Chohung, Shinhan pursued the merger with an unconventional strategy focused on emotional integration alongside operational integration. They negotiated with the union, granted equal representation on boards and committees, and agreed to delay formal integration for three years. Their masterstroke was the Serabol Summit, where 1,500 managers from both banks participated in symbol-laden activities designed to forge a common identity while formal structures remained separate. Within three years, relationships had strengthened so much that Chohung's name disappeared seamlessly, and Shinhan Financial Group became Korea's largest financial group with exceptional performance on the NYSE. Maurice Levy transformed Publicis from a French-dominated advertising company into a global communications powerhouse through acquisitions guided by values of respect and collaboration. After a failed alliance with FCB taught him humility, Levy approached acquisitions with personal diplomacy-meeting alone with targets like Hal Riney, building emotional bonds before business deals. When Publicis acquired British icon Saatchi & Saatchi, Levy's empathy proved crucial in navigating national pride sensitivities. Despite headlines lamenting French takeover of a British company, Levy understood how Saatchi employees felt and addressed their concerns directly. He met with CEO Kevin Roberts, who declared he didn't want a boss. Levy responded with personal stories and values, creating an emotional connection that drew Roberts in completely. Vanguard companies follow simple principles that make mergers successful: First, they "run the old and new side by side," acknowledging that acquirers aren't automatically superior. Second, they "find common human bonds beyond tasks," creating meaning that transcends individual divisions. Third, they "quickly start building a new future" with initiatives not identified with legacy companies.

Chapter 6

Connecting Talent: Virtues of the Dynamic Workplace

Vanguard companies embrace the concept that work should be meaningful and reflect personal values, with how one works becoming a matter of individual choice. IBM exemplifies this approach, with about 40% of employees working remotely. Managers worldwide accommodate personal circumstances without career penalties, focusing on results rather than hours. Companies like Cisco and Microsoft have followed suit, implementing flexible work arrangements that allow employees to design their workday around peak productivity periods rather than traditional 9-to-5 schedules. Beyond community service, these companies foster workplace volunteering where employees choose to join projects outside their formal responsibilities. Google's "20% time" policy and 3M's "15% culture" formally encourage professionals to spend time on self-selected projects to stimulate innovation. This approach has led to breakthrough products like Gmail and Post-it Notes. Self-organizing communities of practice, interest, and identity flourish across organizational boundaries, becoming powerful change agents. These groups often start informally through internal social networks, chat platforms, or regular lunch meetings before evolving into formal initiatives. Two major IBM business initiatives-virtual worlds and green computing-emerged from such grassroots efforts. The virtual worlds community began with nearly 200 interested employees connecting through chat spaces, eventually gaining executive support and becoming an official business opportunity worth millions in revenue. Similarly, environmental sustainability discussions at IBM's London office evolved from "watercooler" conversations into a formal initiative with steering committees and project managers, ultimately becoming central to IBM's Smarter Planet campaign, which generated over $3 billion in annual revenue. In innovative vanguard companies, formal hierarchies recede as leaders prioritize horizontal collaboration over vertical command structures. Companies like Spotify use "squad" models where small, cross-functional teams operate with high autonomy. Employees value involvement in meaningful work over titles, with managers designing organizations that transcend departmental silos. Middle managers increasingly handle responsibilities once reserved for executives, such as customer decisions, external representation, and policy development. Companies like Zappos have even experimented with holacracy, eliminating traditional management hierarchies entirely. Access across boundaries liberates people from waiting for instructions while increasing their responsibility to take initiative. In distributed organizations like Red Hat and Mozilla, success depends on spotting opportunities and circulating ideas. The most powerful people aren't necessarily those with impressive titles but those with the best networks-those who serve as idea scouts, transfer agents, and integrators ensuring resources flow where needed. These connector roles have become so vital that companies like LinkedIn and Salesforce have created formal positions for "network facilitators" who help bridge organizational divides and foster collaboration. The rise of digital collaboration tools has accelerated this trend, with platforms like Slack, Microsoft Teams, and internal social networks making it easier for employees to form connections across geographic and departmental boundaries. Companies increasingly measure success not by individual achievement but by an employee's ability to facilitate collective innovation and knowledge sharing across the organization.

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Chapter 7

Diversity and Identity: Dealing with Differences

Globalization has fundamentally changed how diversity operates in companies. Traditional divides between corporate bosses and locals have given way to more complex interactions involving multiple cultures, generations, and identities within single organizations. While homogeneous groups might seem easier to manage-people can talk in code, share implicit understanding, and reach decisions quickly-there are compelling business reasons to embrace diversity that extend far beyond simple compliance. The business case for diversity encompasses multiple dimensions. The legal case ensures compliance with anti-discrimination laws and regulations across global jurisdictions. The "war for talent" argument recognizes that limiting recruitment to traditional pools excludes vast reservoirs of capability - particularly crucial in technical fields and emerging markets. The "signal of inclusion" demonstrates to potential employees, partners, and customers that all talents are valued, regardless of background. "Matching the marketplace" acknowledges that diverse teams better understand and serve increasingly heterogeneous customer bases. The "learning argument" shows how different perspectives generate more innovative solutions and better decision-making through cognitive diversity. Banco Real's transformation offers a compelling case study in diversity implementation. Initially, the bank's workforce dramatically misrepresented Brazil's population demographics - with only 10% African Brazilian employees despite their larger presence in the population, a mere 9% of managers being women (all white), just 10% over forty-five, and virtually no disabled staff despite legal requirements for inclusion. This homogeneity limited their market understanding and talent utilization. Their innovative approach began with "Diversity Day" in 2002, where employees wore shirts expressing any aspect of their identity-political views, sports allegiances, religious beliefs, or social causes. This seemingly simple initiative created a non-threatening space for authentic self-expression. The results were transformative: LGBTQ+ employees felt safe being open about their identities, religious minorities began wearing traditional dress to work, and the bank launched comprehensive inclusion programs, including specialized training for visually impaired customer service representatives and accessibility modifications to their facilities. Vanguard companies have moved beyond simple representation to emphasize skillful interaction across differences. They pursue true pluralism - creating environments where people from all backgrounds have equal influence in decisions based on expertise rather than cultural background or hierarchical position. This involves active measures to moderate any single group's dominance, flatten traditional hierarchies, and create inclusive decision-making processes. Companies like Accenture and Microsoft have implemented reverse mentoring programs where junior employees from diverse backgrounds mentor senior executives on emerging technologies and cultural trends. The importance of emotional connections beyond formal structures is exemplified by IBM's innovative "spirit communities" program. Launched with a $1 million investment to combat declining employee morale, the program organized social activities by postal zones, transcending traditional organizational boundaries. Led by volunteer "mayors," these communities created local connections through activities ranging from bowling nights to community service projects. The program expanded from Global Technology Services to encompass all of North America, demonstrating how local bonds can strengthen global corporate identity. This approach proved particularly valuable during remote work transitions, where digital communities maintained these crucial connections. Success in managing diversity requires ongoing commitment to both structural changes and cultural transformation. Leading companies regularly assess their diversity metrics, adjust policies based on feedback, and create accountability for inclusive leadership at all levels. They recognize that diversity is not just about numbers but about creating an environment where all employees can contribute their full potential to organizational success.

Chapter 8

Grounding: Bringing the Best to Communities and Countries

Vanguard companies recognize that globalization requires deep local connections across multiple geographies. They build sustainable relationships with government officials, community organizations, and business partners to ensure aligned interests even as circumstances change. Their values-driven approach makes leaders more attentive to societal needs and less suspect to public officials. IBM's corporate citizenship model connects business purpose with social innovation through strategic projects rather than mere philanthropy. Under Stanley Litow's leadership, IBM approaches community investment as business opportunities, linking core values with company strategy. They focus on globally significant issues like education, health, and cultural heritage preservation that demonstrate IBM's capabilities while building strategic relationships. IBM's cultural heritage preservation projects strategically blend technological innovation with national pride. Beginning with the Vatican's Pieta digital reconstruction and library digitization, IBM expanded to Russia's Hermitage Museum with 3D scanning technology. This approach reached new heights with Egypt's "Eternal Egypt" initiative, which digitized cultural treasures using robotic cameras and mobile technology to connect historic sites. Launched by the prime minister at the Sphinx, this high-profile project demonstrated IBM's commitment beyond profit-seeking, leading to commercial contracts like digitizing the Library of Alexandria. Corporate citizenship has evolved beyond mere public relations into strategic investments that demonstrate capabilities, attract talent, and secure government relationships. Even smaller companies can make meaningful local contributions. Principles-led companies create public benefits while conducting business, as exemplified by Cemex's Patrimonio Hoy program, which helps low-income Mexican families build homes while creating local jobs and markets for Cemex products. EABL's success with Senator Beer in Kenya depended on convincing the government to lower taxes, creating a win-win situation where safer, affordable beer could compete with dangerous illicit brews. After securing government cooperation, EABL rebranded Citizen Lager as the aspirational "Senator" beer and completely redesigned its distribution strategy for lower-income areas. Within two years, outlets grew from 300 to 3,000, capturing 10% of EABL's Kenya volume. The societal benefits were substantial: reduced blindness rates, increased workplace productivity, thousands of new small businesses, improved sanitation standards, and shifted government policies.

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Chapter 9

The Triumph of the Transformational Enterprise

The vanguard model represents transformational leadership that changes both businesses and the world. This approach makes strategic business sense by creating opportunities, market position, innovation, employee motivation, and social legitimacy. The model is characterized by five "Fs" for the future: organizations are Focused (with clear values guiding choices), Flexible (organizing work into projects that cross boundaries), Fast (shortening loops between needs and solutions), Friendly (open and responsive), and Fun (connecting tasks to meaningful societal purpose). Vanguard companies hunger for leaders at all levels, seeking people who can lead earlier in their careers. The ultimate leadership job description combines five essential competencies: intellectual systems thinking with tolerance for ambiguity; action orientation with initiative-taking and problem-solving drive; relationship skills including persuasion and diplomacy; emotional intelligence with self-awareness and empathy; and values-driven spirituality focused on stewardship and higher purpose. While these qualities have always marked effective leaders, the vanguard model demands more of them-they must function as integrators, identity managers, and institution builders capable of mastering complexity, diversity, and uncertainty while working through influence rather than command. The vanguard model transforms organizations to become less hierarchical, more network-driven, more transparent, and more engaged with society's needs. It attempts to reconcile seeming contradictions: being big yet human, efficient yet innovative, respecting differences while seeking common ground, thinking globally while caring about local communities. While countries could become more insular and protectionist, another scenario is already emerging: as vanguard companies operate under more universalistic values, their leaders have enormous potential to improve the world. Ideas increasingly flow from many countries rather than from a single dominant source-Americans will learn banking practices from India or Brazil, factory management from Mexico, or merger management from Korea. The vanguard's innovation capabilities, partnership orientation, empowered workplaces, values centered on societal purpose, and powerful success models give them advantages in steering global change in positive directions. As we face unprecedented global challenges, from climate change to inequality, these transformational enterprises offer hope that business can be part of the solution rather than part of the problem.

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Key Themes in Supercorp

corporate social innovation
values-based leadership
integrating purpose and profit
global business ethics
sustainable capitalism

Quotes from Supercorp

This isn't corporate social responsibility bolted onto a traditional business.
Values serve as strategic guidance systems providing competitive advantages.
Innovation stems from connecting business success with social betterment.

Characters in Supercorp

Rosabeth Moss KanterAuthor and Harvard Business School professor
Fabio BarbosaCEO of Banco Real who prioritized responsibility
Jose Luiz MajoloCOO of Banco Real who improved supplier standards

About the Author

Rosabeth Moss Kanter, author of SuperCorp: How Vanguard Companies Create Innovation, Profits, Growth, and Social Good, is a Harvard Business School professor and pioneering management strategist renowned for her expertise in organizational behavior and corporate leadership.

Born in Cleveland, Ohio, in 1943, Kanter’s research blends sociology and business, focusing on how innovation and social responsibility drive sustainable success.

Her groundbreaking work, Men and Women of the Corporation—winner of the C. Wright Mills Award—and the bestselling Confidence: How Winning Streaks and Losing Streaks Begin and End established her as a leading voice in organizational change.

A co-founder of Harvard’s Advanced Leadership Initiative and former editor of Harvard Business Review, Kanter advises global corporations and governments, embedding her insights into frameworks for scalable impact.

SuperCorp draws from her decades of study on companies balancing profit with purpose, a theme echoed in her other works like The Change Masters, named among the 20th century’s most influential business books by the Financial Times. Her writings have been translated into 20 languages, reflecting their global resonance.

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Chapter 7

Supercorp

OverviewOverview of Supercorp

One book. Many ways to hear it.

When Business Meets Purpose: The Vanguard Company Revolution

Beyond Responsibility: The Third Way for Global Business

See every word as you hear it

Standing on Principles: Values as Strategic Advantage

Innovation: The Values Dividend

Get more out of Supercorp

Good to Grow: Mergers, Acquisitions, and Transformations

Connecting Talent: Virtues of the Dynamic Workplace

See every word as you hear it

Diversity and Identity: Dealing with Differences

Grounding: Bringing the Best to Communities and Countries

Get more out of Supercorp

The Triumph of the Transformational Enterprise

You made it to the end of Supercorp

Key Themes in Supercorp

Quotes from Supercorp

Characters in Supercorp

About the Author

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1,000,000+ curious minds.

1,000,000+ curious minds.

One book. Many ways to hear it.

When Business Meets Purpose: The Vanguard Company Revolution

Beyond Responsibility: The Third Way for Global Business

See every word as you hear it

Standing on Principles: Values as Strategic Advantage

Innovation: The Values Dividend

Get more out of Supercorp

Good to Grow: Mergers, Acquisitions, and Transformations

Connecting Talent: Virtues of the Dynamic Workplace

See every word as you hear it

Diversity and Identity: Dealing with Differences

Grounding: Bringing the Best to Communities and Countries

Get more out of Supercorp

The Triumph of the Transformational Enterprise

You made it to the end of Supercorp

Users also liked

Discover more

Overview of Supercorp