Perceived attractiveness was correlated with perceived competence and likeability in a meta-analysis by Michigan State University’s Linda A. Jackson, John E. Hunter, and Carole N. Hodge. Physically attractive people were seen as more intellectually competent. Similarly, women who wore cosmetics were rated more highly on attractiveness, competence, likability and trustworthiness when viewed for as little as 250 milliseconds, […]
Sandra Mashihi Does 360-degree feedback do more harm than good? Envisia’s Kenneth Nowack and Sandra Mashihi provided “evidence-based answers”: Kenneth Nowack “Poorly-designed 360-degree feedback assessments and interventions can increase disengagement and contribute to poor individual and team performance.” Individuals can “experience strong discouragement and frustration” when feedback is not as affirming as anticipated. In addition, […]
Net Promoter Scores gauge customer loyalty, expressed by willingness to recommend and advocate the company’s products and services to others. Its creator, Fred Reichheld of Bain & Company, posited that NPS is a more meaningful measure of a company’s relationship with its customers than customer satisfaction metrics because, he argued, it is correlated with revenue growth. […]
During the Depression of the 1930s in the US, motivational writer Napoleon Hill laid the foundation for “personal positioning,” described nearly forty-five years later by marketing executives Al Ries and Jack Trout in Positioning: The Battle for Your Mind. By 1997, business writer Tom Peters introduced “personal branding” as self-packaging that communicates an individual’s accomplishments and characteristics, including […]
Executive Presence is considered essential to effectively perform in leadership roles. Professional advancement to executive roles requires demonstrated knowledge, skill, and competence, coupled with less quantifiable “authenticity,” “cultural fit,” and “executive presence.” Sylvia Ann Hewlett, CEO of Center for Talent Innovation, conducted 18 focus groups and 60 interviews to systematically investigate behavioral and attitudinal aspects […]
Previous blog posts documented bias in favor of attractive people for hiring, venture funding decisions, and positive impressions by others. In contrast, capable yet less attractive individuals may encounter “workplace attractiveness discrimination,” reported Sun Young Lee of University College London, University of Maryland’s Marko Pitesa, Madan Pillutla of London Business School, and INSEAD’s Stefan Thau. Their […]
People often evaluate others using facial profiling — making inferences of personality attributes by visual observation, according to Georgetown University Hospital’s Michael J. Reilly, Jaclyn A. Tomsic and Steven P. Davison, collaborating with Stephen J. Fernandez of MedStar Health Research Institute. This cognitive shortcut can lead to biased impressions and limited opportunities for those unfavorably judged. Photographs of 30 women […]
Fewer researchers have empirically investigated behaviors and characteristics associated with “Executive Presence” than the number of consultants offering recommendations on how to develop this quality and its potential association with career advancement. Communication, “Gravitas”, and Appearance were associated with “executive presence” in a study by Sylvia Ann Hewlett of the Center for Talent Innovation Interviews with […]
Although attractive people enjoy many advantages, attractive women applying for jobs in traditionally male jobs face a double disadvantage: gender and appearance. The “beauty is beastly effect” is a hiring bias favoring men or less attractive women for “masculine” jobs, first described by Yale University’s Madeline E. Heilman and Lois R. Saruwatari. They found that attractiveness was an advantage for […]
People who change gender illustrate the impact of gender on workplace experience and compensation, while holding constant the person’s education and experience. Two Stanford professors’ experience in gender transition highlight findings by University of Chicago’s Kristen Schilt. Stanford’s Joan Roughgarden, was an evolutionary biologist for more than 25 years as Jonathan Roughgarden before she made […]
