Boris Groysberg

Boris Groysberg is the Richard P. Chapman Professor of Business Administration in the Organizational Behavior unit at Harvard Business School. He teaches talent management and leadership courses in the MBA and Executive Education programs, having previously worked at IBM before joining the faculty. His academic career spans numerous influential publications and several award-winning books that have shaped contemporary understanding of talent management and organizational behavior.

Groysberg's research interests focus on the challenge of managing human capital at organizations worldwide, particularly how firms can achieve sustainable competitive advantage by engaging employees in business strategy implementation. His work spans talent management, leadership development, gender equity, executive compensation, and board governance. He has extensively studied the portability of talent performance, the gender gap in leadership positions, and organizational conversation dynamics.

His most recent publications demonstrate a consistent focus on contemporary workplace challenges including remote work arrangements, talent development, leadership pipelines, and gender equity. Through his research, Groysberg has identified critical patterns in how organizations develop and retain talent, with particular attention to the structural barriers that affect women's career progression.

• Gender Equity at Work Advances at 'Glacial Pace,' New Harvard Survey Shows (2022)
• Chasing Stars: The Myth of Talent and the Portability of Performance (2010)
• Glass Half-Broken: Shattering the Barriers That Still Hold Women Back at Work (2021)
• Talk, Inc.: How Trusted Leaders Use Conversation to Power Their Organizations (2012)

Groysberg has advised numerous organizations on talent management strategies and is a frequent contributor to Harvard Business Review. His work bridges academic research with practical business applications, helping organizations understand how to develop and retain talent effectively while addressing systemic barriers to gender equity in leadership positions.