Despite the promising ideas of lead users, the success rate of the open innovation process remains low if no proper personal characteristics are attached to the external contributor. The knowledge about the essential characteristic elements of lead users is crucial to select the right lead users in the early stage of the NPD. By filling the research gap, we performed a systematic literature review about the required personal characteristics of lead users. The resulting 45 studies demonstrated that diverse characteristics are required in different stages of an NDP which vary in the consumer and industrial context. According to our research results, we made a contribution to the theory by extending the lead user method in the form of a partial theory. We also found that in the case of incremental innovations, companies apply their technical knowledge and do not require additional expertise from users, while in the case of radical innovations, firms only involve external users with high technological competencies in the development stage of the NDP. We identified similarities and differences of the required lead users’ personal characteristics in the consumer and industrial contexts. Thus, our study provides a better awareness for business leaders on the selection of lead users for their NPD process, reducing the time-to-market ratio of the product and increasing profit.

The paper aims to contribute to a deeper understanding of organisation management while telecommuting. With exploratory factor analysis (EFA), we define the specific set of telework organising efficiency characteristics. We determined the number of factors with Kaiser Eigenvalues rule as well as Cattel’s scree criterion. We conducted the study in Lithuania, the country with a low percentage of teleworkers until organisations have been urged to properly implement their performance to remote means after the COVID-19 quarantine was announced. This paper reveals that the fundamental challenges of teleworking are the feedback issues related to working accomplishment, especially to the task and process overload, and individual self-organisation ability. Moreover, the flexibility of work organisation represents a unique characteristic of telework, and managers should cooperate more effectively with teleworkers to keep them motivated.