Tag Archives: Organizational change

Leadership Is More Than the C-Suite

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Businesses must find the right people to fill four distinct types of leadership roles.

Companies spend billions of dollars each year on leadership development. And there is an urgent need to ensure that the next generation of executives is prepared to lead. But the overwhelming number of leadership theories and programs are confusing. What criteria should businesses use to judge whether someone is ready to lead? And how can decision makers know if someone is likely to succeed in a leadership role? Continue reading →

How to Explain Your Career Transition

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by Dorie Clark

Shifting careers is often hard to explain. Whether you’re moving from one department to another in your own company or starting over in an entirely different field, you’re likely to face a litany of rejoinders: Why would you want to do that? Isn’t that a little risky? Are you really qualified? Others won’t raise any outward objections, but privately, you can tell they’re skeptical.

The most important step in getting others onboard with your career transition is crafting a compelling narrative. It’s a tool often overlooked by “professional reinventers,” but it can be a critical determinant of success in winning others’ support for your professional goals and vision for the future. Continue reading →

How To Solve Onboarding’s Awkward Alienation Problem

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Even if you’re a management professor, starting out at a place feels weird. Such was the case for Francesca Gino, who left the Univerisity of North Carolina for Harvard back in 2010.

It’s 2010 and Francesca Gino is just about to start teaching at Harvard Business School. She was excited yes, but also “a little anxious” about meeting the standards of her new organization–proof positive that starting at a new place is a heady experience, even if you’re a professor of management. Continue reading →

Inside with Gianpiero Petriglieri, Associate Professor of Organizational Behavior at INSEAD

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Interviewed by Larry Janis, Managing Partner, Integrated Search Solutions

LJ: What is your role at INSEAD?

GP: I am associate professor of Organizational Behavior.  My work involves researching, teaching, coaching, consulting and administration and it revolves around studying and supporting the development of leaders and leadership. I am particularly interested in how and where people engaged in mobile and uncertain careers develop and sustain the personal foundations, professional abilities and social bonds that enable them to exercise leadership mindfully, effectively and responsibly. I direct the Management Acceleration Programme, the school’s flagship program for emerging leaders, as well as customized experiential leadership development program for corporations in a variety of industries. I taught for half a decade in the INSEAD MBA program however, I am currently devoting myself primarily to executive education. I also direct the school-wide Initiative for Teaching Excellence and Learning Innovation. Continue reading →

Turn Talent Data Into Real Information

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Nik Kinley and Schlomo Ben-Hurby Nik Kinley and Schlomo Ben-Hur

Big data is all the rage in HR recently. But more immediately promising is the talk of small data —  of more effectively managing the data we already have before we start thinking about analyzing more complex datasets.  And nowhere is this more pertinent than with talent assessment data. For here, sitting right under organizations’ noses, is a huge, easy, and yet almost always overlooked opportunity to fundamentally improve the way companies select and develop their talent. Continue reading →