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Contemporary organizations are facing an operating environment characterized by volatile, uncertain, complex, ambiguous, and “permanent whitewater.” To sustain high performance in this context, organizations must be able to change and develop as efficiently and effectively as possible. Within organizations, there are actors who catalyze and advance change in this manner; these actors are known as “champions.” Yet the scholar who wishes to conduct research concerning champions of change and organizational development is likely to be met by a highly fragmented literature. Varying notions of champions are scattered throughout extant research, where authors of articles cite different sources when conceptualizing champions; often superficially. Furthermore, many types of highly specific and nuanced non-generalizable champions have proliferated, making it difficult for practitioners and researchers to discover useful findings on how to go about making meaningful changes in their context. The purpose of this study was to address these problems for practitioners and researchers by engendering thoroughness, clarity, and coherence within champion scholarship. This was done by conducting the first comprehensive, critical yet insightful review of the champion literature within the organizational sciences using content analysis to re-conceptualize champions and develop a meaningful typology from which the field can be advanced. The chapter first suggests a return to Schön (1963) as the basis from which to conceptualize champions and, second, offers a typology consisting of 10 meta-champions of organizational change and development – Collaboration, Human Rights, Innovation, Product, Project, Service, Strategic, Sustainability, Technology, and Venture Champions – from which change practice and future research can benefit.

The purpose of this paper is to investigate the effectiveness of using industry champions (ICs) to inform curriculum development for work-based learning and to probe their perceptions of and attitudes towards work-based learning. The research took place as part of a project that ran from 2009 to 2012.

The research adopted a grounded theoretical framework. Data were gathered through semi-structured interviews.

The ICs had positive attitudes towards work-based learning which did not change significantly throughout the timeframe of the project. Their involvement was very useful with respect to curriculum development but less so for marketing and recruitment of learners.

The participant pool was small.

The involvement of ICs in curriculum design of work-based learning is effective.

This industry champion model of curriculum development is novel and identifies an effective way for academia to design bespoke work-based learning activities.

The purpose of this illustrative case‐based research is to analyze and evaluate the 2004 controversial merger of two high‐profile French pharmaceutical companies, Sanofi‐Synthelabo and Aventis.

This is a case‐based research paper that relates existing theory to mergers and acquisitions (M&As) and global strategies by highlighting those issues that impact business and industrial markets as well as multinational corporations' (MNCs) operations.

Sanofi‐Aventis continues to go through a multitude of changes in its corporate reorganization while Novartis has been exploring collaborative ventures with pharmaceutical and bio‐tech companies.

There is a scarcity of published work in the case‐based research area. The work provides an understanding of the French government's national champion initiatives and their impact on the European and global pharmaceutical companies.

The findings of this case have tangible implications for those business marketers and MNCs that operate in the European markets and other countries regarding seeking M&As and expansion.

The case adds value in the national champion theory and its associated areas that relate to business and industrial markets.

The concept of community of practice is a common parlance in many organisations, but has yet to be utilised as strategic tool by construction organisations to improve the performance of their operations. The purpose of this paper is to how they can be used to improve the performance of projects made.

This paper uses the normative literature to develop a proposal for using communities of practice in construction projects.

An inter‐organisational form of community of practice, known as “champions of practice,” is propagated for use in the construction industry. The “champions of practice” is independent from the project team and comprised of individuals from a learning alliances that have been established. The “champions of practice” is developed as an active know‐how platform to provide advice pertaining to issues of “best practice” that have been accumulated from projects.

The “champions of practice” provides a continuous source of learning and knowledge for all those organisations that have formed a learning alliance. The creation of such a form of community of practice can provide invaluable insights about best practice, which can be formalised and shared in a meaningful and reflective way. It is through proactively sharing knowledge and learning together that the industry can change and obtain the significant improvements that have been asked for by various governments worldwide.

This study explores whether machinery firms with a ‘hidden champions’ profile leverage Industry 4.0 practices to roll out smart services; whether this allows them to get a firm grip on their installed base; and whether it allows them to expand their international (service) business. The research is conducted based on exploratory, multiple-case study methods.

The author finds that the implementation of smart services can improve a machine tool builder’s hold on its installed base and expand the scope of its international (service) business. However, the study also finds that the ability to capitalise on this potential depends on a series of moderating variables. The study also concludes that there is a risk that smart services do not unlock a strong willingness-to-pay among potential customers.

It, therefore, calls into question several conventional wisdoms, such as the possibilities that Industry 4.0 offers for suppliers operating in business-to-business markets, and the receptiveness to smart services by buyers in such markets. Finally, it highlights the specific liabilities faced by hidden champions with regard to expanding their smart services business.

The chapter provides practical insights into the hurdles that industrial suppliers must overcome in their attempts to achieve uptake of smart services by customers, particularly within a cross-border context.

Now back on a soild foundation, Champion Enterprises keeps expanding its manufactured home business.

This dyadic study aims to analyses the influence of champions, particularly their personal engagement and experience, on relationships that cross different sectors and working environments.

Based on an extensive literature review and initial qualitative research, a conceptual dyadic model is presented and tested using structural equation modelling methods.

Path analysis results show a surprisingly weak effect of champions. However, personal experience influenced engagement, which, in turn, impacted on commitment. Furthermore, a positive influence of trust and commitment on satisfaction is confirmed.

The results are limited by the small dyadic sample size and a potential bias towards positive relationships.

Based on relationship and services marketing theory, this paper provides much needed insights on university–industry relationships, analysing the influence of personal engagement and experience on the relationship characteristics trust and commitment and, in turn, on satisfaction.

The study has a two-fold purpose: first, to identify the enablers of partnering agility in higher education, and, second, to analyze the interplay between the enablers.

Total interpretive structural modelling (TISM) was used to construct a theoretical model of partnering agility enablers, and cross-impact matrix multiplication applied to classification (MICMAC) analysis was used to rank and segregate the enablers into independent, autonomous, dependent and linkage zones on the basis of their driving and dependence power.

The study helped in identifying eight enablers that can be instrumental in driving partnering agility in higher education. According to the TISM model, clarity on roles and responsibilities of partners was found to be the most crucial and vital enabler followed by resource sharing.

The conceptual model provides a new direction on how to develop and strengthen higher education partnerships. The model has prioritized all the crucial enablers that the management can work around in order to drive partnering agility in higher education institutions.

Studies in the past have majorly focused on academia–industry partnerships. This research has tried to provide a comprehensive view of the enablers and the multidirectional interplay between the enablers that can facilitate partnerships between academia and industry, Indian and international universities, and academia and community.

The “Germanwings” air crash in 2015 in which 150 people were killed highlighted the challenges pilots working in the aviation industry face. Pilots regularly work for extensive periods in inhospitable and high-pressure operational conditions, exposing them to considerable work-related stress. This has raised calls for a more systemic cultural change across the aviation industry, championing a more holistic perspective of pilot health and well-being. The study aims to explore how peer coaching (PC) can promote an inclusive psychosocial safety climate enhancing pilot well-being and can mitigate hazardous attitudes and dysfunctional behaviours.

Adopting an interpretative phenomenological analysis (IPA), semi-structured interviews and questionnaires were conducted with military and civilian peer coach/coachee pilots and key industry stakeholders, totalling 39 participants. The research provided significant insights into the perceived value of PC in promoting both pilot health and mental well-being (MW) and flight safety across the aviation industry.

The study highlights four key PC superordinate themes, namely, coaching skills, significance of well-being, building of peer relationships and importance of confidentiality and autonomy. Such combined themes build reciprocal trust within peer conversations that can inspire engagement and effectively promote personal well-being. The contagious effect of such local interventions can help stimulate systemic cultural change and promote a positive psychosocial safety climate throughout an organisation and, in this case, across the aviation industry. This study provides a PC conceptual framework “Mutuality Equality Goals Autonomy Non-evaluative feedback, Skill Confidentiality Voluntary Supervisory (MEGANS CVS),” highlighting the salient features of PC in promoting MW.

The study highlights the salient features of PC and its role in promoting peer conversations that enable personal transition, openness and acceptance. This study also highlights how PC and well-being can be used to encourage inclusivity and engagement, thereby strengthening institutional resilience.

This study highlights how PC that can assist HRM/HRD professionals to embed a more inclusive and salutogenic approach to MW that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours. It further notes that whilst the MEGANS CVS peer coaching framework has been applied to pilots, it can also be applied across all sectors and levels.

This study highlights the value of PC as an inexpensive means to engage at the grassroots level, which not only improves personal performance, safety and well-being but by building peer relationships can also act as a catalyst for positive and deep organisational cultural change.

This study offers the MEGANS CVS framework that exposes insights into PC practice that can assist HRM/HRD professionals embed a more inclusive and salutogenic approach to health and well-being that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours, and whilst this framework has been applied to pilots, it can also have relevance across all sectors and levels. This study calls for a “salutogenic turn,” employing MW and PC to transform organisational capabilities to be more forward-thinking and solution-focused, promoting an inclusive “just culture” where leaders positively lead their people.