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Search resuls for: "Kellogg Insight"


9 mentions found


☆ The best way to evaluate top and low performers during annual reviews, according to a Kellogg MBA professor
  + stars: | 2023-07-10 | by ( Fred Schmalz | Kellogg Insight | ) www.businessinsider.com   time to read: +7 min
But leaders face a common conundrum: Should they compare members of their team relative to one another or evaluate everyone independently? It can push out otherwise excellent employees who are averse to the dog-eat-dog culture that can grow out of stack ranking systems. It is possible to take this tendency into account when designing a relative ranking system based on objective criteria. Even in isolation, stack ranking systems don't "necessarily kill collaboration, provided you incorporate collaboration into the criteria," he says. "There's this notion that you can have a healthy level of competition and still foster collaboration," Georgiadis says.
Persons: George Georgiadis, Georgiadis, gravitate, there's Organizations: Kellogg School of Management, Service, Kellogg School, GE, Microsoft Locations: Wall, Silicon
☆ A management professor shares how to resolve time-wasting conflicts between coworkers — without punishment
  + stars: | 2023-07-02 | by ( Susie Allen | Kellogg Insight | ) www.businessinsider.com   time to read: +10 min
Measuring Office MisconductHow do you go about studying negative workplace behavior? Analyzing these dimensions separately allowed the researchers to develop a nuanced portrait of negative workplace behavior and its aftermath. When it comes to engaging in negative workplace behavior, everyone appears to be on equal footing. Since negative workplace behavior is relational, meting out punishment to individuals may not break the cycle. And because negative workplace behavior breeds further negative workplace behavior, the most important thing leaders can do is prevent people from becoming instigators in the first place.
Persons: Cynthia Wang, Wang, —, there's, Lindsey M, Ernest H, O'Boyle, Joongseo Kim, Jennifer A, Whitson, What's, Joe mistreats Bob, Joe, Wang —, they're, Susie Allen Organizations: Kellogg School, Service, Oklahoma State University, Indiana University, Pennsylvania State University, Erie, University of California Locations: Los Angeles, Chicago
☆ A former CEO shares 5 tips on how to grow as a leader without burning out
  + stars: | 2023-06-08 | by ( Susan Margolin | Kellogg Insight | ) www.businessinsider.com   time to read: +8 min
One step is to build a "circle of influence" filled with people who can help you make an impact. But the path forward is not always obvious, says Sanjay Khosla, senior fellow and adjunct professor of marketing at the Kellogg School and trained executive coach. "When you're stressed out, there's a mismatch between what you want to be doing and what you're actually doing," Khosla says. As part of her circle of influence, Maya identified her manager, a few peers, a senior sales leader in her company, and a handful of people outside the company. "Look at everything from another person's point of view, rather than just telling them what you're doing," he says.
Persons: Sanjay Khosla, Khosla, —, Maya's, delegating, Maya, Susan Margolin Organizations: Kellogg School, Service, Kraft Foods International, Maya Locations: Boston
☆ Researchers found a surefire predictor of success — and what separates those who find it from those who keep failing
  + stars: | 2023-05-12 | by ( Susie Allen | Kellogg Insight | ) www.businessinsider.com   time to read: +12 min
Using this insight, the researchers are able to successfully predict an individual's long-term success with just a small amount of information about that person's initial attempts. Indeed, in another recent study, Wang himself found that an early career setback often set up scientists for later success. In all three datasets, an individual's second-to-last attempt did tend have a higher probability of success than their very first effort. Rather, there's a singular learning threshold that separates eventual successes from the rest. "Thomas Edison said, 'people give up because they don't know how close they are to success,'" Wang explains.
☆ There's a right way to give negative feedback to get positive results, according to a management professor. Here are 3 tips on how to deliver them.
  + stars: | 2023-05-09 | by ( Jessica Love | Kellogg Insight | ) www.businessinsider.com   time to read: +7 min
Clinical professor Brooke Vuckovic shared how to give negative feedback at work. Whatever the problem, their performance is not up to par—which means it's time for a tough conversation. So as you prepare for a tough conversation about your employee's performance—and prepare you must—what should you keep in mind? Commit to listening well and staying attunedIn the drive to plow through to the end of the conversation, leaders too often fail to think through the skills required to foster a productive discussion. But even if the conversation is going quite smoothly, it is important to wrap up in a way that feels complete.
☆ MBA professors identified which kinds of workers are most at risk when new tech comes along — and the ones who'll stay relatively safe
  + stars: | 2023-05-09 | by ( Roberta Kwok | Kellogg Insight | ) www.businessinsider.com   time to read: +12 min
That allowed them to track how breakthrough technologies impacted the exposure of workers in relevant occupations over time. Based on U.S. Census surveys from 1910 to 2010, the team found that an increase in technology exposure was linked to a decline in employment. These employees saw their wages slow down by more than twice as much as average workers in the same occupation with the same level of technology exposure. Even when their technology exposure did go up, their income didn't slow down as much as it did in other types of occupations. "Not all technology is bad for workers," Seegmiller says.
☆ The most effective ways to manage an employee who is unmotivated and mentally checked out
  + stars: | 2023-05-04 | by ( Laura Pavin | Kellogg Insight | ) www.businessinsider.com   time to read: +7 min
Turn the lens inwardIf you suspect someone in your ranks is quitting quietly, Thompson recommends that you first consider the possibility that you could be misreading their behavior. Managers set the tone for their teams, Thompson says. In fact, that's why it's not a bad idea to ask your team to work on this document before any new issues arise. And if your efforts to reenergized a disengaged employee fail, Thompson says, the issue may end up correcting itself. "If you have an engaged workplace, whoever is quietly checked out probably won't want to be around.
☆ Some people feel morally impure after networking and most just hate it. Here's how to learn to love it, according to experts.
  + stars: | 2023-05-04 | by ( Emily Stone | Kellogg Insight | ) www.businessinsider.com   time to read: +9 min
They found that networking can make some people feel morally impure and dirtier afterwards. She and coauthors explored where that feeling comes from and found that networking can make people feel morally impure. After all, junior professionals often stand to gain the most from networking, so they're doing themselves no favors if they're networking-averse. "They don't feel like they're taking advantage of their networking partner, which makes them come across as more authentic." The reason may come down to the types of information that men versus women need to succeed.
☆ MBA professors say there is a correct way to schedule your day to get more done. Here are 5 research-backed strategies they recommend.
  + stars: | 2023-04-24 | by ( Jessica Love | Kellogg Insight | ) www.businessinsider.com   time to read: +9 min
They also say stop jumping around from task to ask and be weary of collaborating with others. Specifically, Maria Ibanez and a colleague have found that inspections that occur later in the day result in fewer violations. Each subsequent hour an inspector conducts inspections during the day results in 3.7% fewer citations per inspection that day, likely due to fatigue. For instance, after an inspection that yielded a particularly high number of violations, inspectors were likelier to spot extra violations at the next joint, too. A study from two Kellogg School professors — Nicola Persico and Rob Bray — tested this idea by altering the way Italian appellate labor court judges schedule court hearings.
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