Self-Compassion, not Self-Esteem, Enhances Performance

Juliana Breines

Self-compassion is treating one’s own mistakes with the same support and compassion offered to others, and it is more important than self-esteem to develop skills and performance, found University of California, Berkeley’s Juliana Breines and Serena Chen.

Self-compassion enables people to accept their mistakes and shortcomings with kindness.
It also enables equanimity when people are aware of self-critical thoughts and feelings.
When people experience disappointing performance outcomes, they recommended accept responsibility for the situation, using this information to improve future performance, and adopting self-compassion or kindness.

Serena Chen

In Breines and Chen’s research, volunteers considered a personal setback with either:

self-compassion or
self-esteem enhancement (focusing on one’s positive qualities and accomplishments).

People who practiced a self-compassion tended to view personal shortcomings as changeable, and said they felt more motivated to avoid decisions or errors that led to disappointing outcomes

Another task induced failure, then provided an opportunity to improve performance in a later challenge.
Participants who viewed their initial low performance with self-compassion devoted 25 per cent more time to preparing for future trials, and scored higher on the second test than those who focused on bolstering their self-esteem.

Self-compassion can enhance performance, suggested Breines and Chen, because it enables more dispassionate assessment of actions, abilities, and opportunities for future improvement.
In contrast, self-esteem-bolstering thoughts may narrow focus to consider only positive characteristics while overlooking opportunities for improvement.

Robert McCrae

Self-compassion measures were related to positive personality characteristics in a study by Kristin Neff and Stephanie Rude of University of Texas, and Kristin Kirkpatrick of Eastern Kentucky University.
This five factor model of personality was outlined in Robert McCrae and Paul Costa’s acronym OCEAN:

Paul Costa

Openness (curious vs. consistent/cautious)
Conscientiousness (organised vs. careless)
Extraversion (outgoing vs. reserved)
Agreeableness (friendly vs. unkind)
Neuroticism (nervous vs. confident)

Kristin Neff

Neff’s team found that higher levels of personal well-being, optimism, initiative, conscientiousness, curiosity, happiness were associated with self-compassion.
Higher self-compassion was also related to lower anxiety and depression.

In contrast, self-criticism, was associated with imagined negative evaluations by others and comparisons with other people.

Mark Baldwin

McGill University’s Mark Baldwin found that participants who imagined an important person providing critical feedback experienced more negative self-evaluations and moods.

Compassionate self-appraisals enable people to perform better and experience more positive moods than self-critical evaluations.

-*How have you applied self-compassion to improve performance?

©Kathryn Welds

“Everything is Negotiable”: Prepare, Ask, Revise, Ask Again

10 Replies

Women have negotiated less effectively for salaries than men in a number of studies. The real-life consequences of this trend is a persistently lower salaries than men throughout women’s working lives.

Linda Babcock

The lifetime salary gap for women MBAs was estimated at USD $500,000 – USD $2 million when compared with male classmates, according to Carnegie Mellon’s Linda Babcock.
She linked this difference to men’s greater willingness to negotiate salary and promotions.

Catherine DesRoches

This salary difference also exists for women in academic medicine, who earned about 80 percent of their male peers’ compensation in a salary study by Harvard’s Catherine DesRoches, Sowmya Rao, Lisa Iezzoni, and Eric Campbell with Darren Zinner of Brandeis.

Babcock, with Sara Laschever, suggested that these negotiation differences are linked to gender socialization practices.

Sara Laschever

They observed that many parents encourage boys to take risks, earn money, and participate in competitive team sports.
These activities can prepare people to negotiate, compete, and tolerate disrupted interpersonal relationships.

In contrast, they suggested that parents may encourage girls to play collaboratively and value interpersonal affiliation instead of getting part-time jobs and participating in sports teams.

John List

Women’s avoidance of salary negotiation and preferring less competitive work roles, was also reported by University of Chicago’s John List, Andreas Leibbrandt, and Jeffrey Flory.

This team’s research studied respondents to two identical “job ads” on internet job boards with different wage structures.
One position offered hourly pay whereas the other role’s pay depended on performance compared with coworkers.
More women than men applied to the hourly wage role.

Andreas Leibbrandt

Men were 94 percent more likely than women to seek and perform well in competitive work roles among nearly 7,000 job seekers across 16 large American cities.
This gender wage gap “more than doubled” as performance-linked compensation increased.
Women in these studies were significantly more likely to choose less competitive employment options.

Jeffrey Flory

Women were also more likely to apply to jobs in which the performance required teamwork rather than individual accomplishment.

Likewise, women favoured flat fee compensation that was unrelated to performance.

Men did not wait for an invitation or permission to negotiate.
They were more likely to negotiate even when there was no explicit statement that wages were negotiable.

When there was a specific invitation to ask for higher salaries and job titles, women negotiated as frequently as men

Babcock and Laschever noted that negotiation practices considered “acceptable” for men may be unfavourably viewed when women use them.

They advised women to adopt several changes in negotiation mindset and behaviours:

Consider that “everything is negotiable,”
Research personal “market worth” using online resources like Salary.com, Payscale.com, and Glassdoor.com,
Consider oneself worthy of higher salaries and job roles,
Examine self-limiting beliefs about negotiation,
Plan negotiation talking points, including accomplishments, results, impact,
Practice negotiating the salary proposal, suggest timing, set an ambitious anchor point, prepare for objections,
Plan counter-offers and practice self-regulation (such as through intentional breathing) to maintain negotiation position and interpersonal rapport.

Harvard’s Roger Fisher and William Ury added recommendations for Collaborative Negotiation that enables both people to derive value from the negotiation conversation through preparation, proactivity, and persistence while reaffirming the negotiation goal’s value for all parties.

Ohio State’s Roy Lewicki, David Saunders of Queen’s University, and Vanderbilt’s Bruce Barry of Vanderbilt contributed additional research-based guidance on effective Negotiation.

Leigh Thompson

Related research by Leigh Thompson of Northwestern, found that more than 90% of negotiators neglect to ask “diagnostic questions” that reveal the negotiation partner’s most important needs, priorities, preferences, and even fears.
When negotiators elicited these “wants,” they achieved significantly improved negotiation outcomes.

Pat Heim

Women’s reluctance to negotiate may be related to gender differences in attributions of success and failure, suggested Pat Heim

Women often attribute failures to themselves (“internalizing”) whereas men identify external factors (“rationalisations”l, “excuses”) associated with their shortcomings.
Women are more likely to attribute success to external factors (“deflection of merit”), whereas men typically attribute their effective performance to themselves (“self-bolstering”).

Men are often promoted because they are seen to have “potential,” but women are more likely to be promoted based on their results and accomplishments, noted Heim.

Even factors like attire can influence perception of authority: Men judged women as less authoritative when wearing “business casual” attire.

These studies encourage women to develop skills and behaviours required to close the wage gap between professional women and men.

-How do you prepare for negotiations and overcome objections during negotiations?

Related Posts:

©Kathryn Welds

Working toward Goals with “Implementation Intentions”

12 Replies

Heidi Grant Halvorson

People are motivated by goals that enable:

Relatedness to others,
Competence in skillful performance,
Autonomy in directing effort, according to Columbia’s Heidi Grant Halvorson.

Juliana Breines

She advocated working toward “better” performance rather than focusing on achieving the goal.

This can be accomplished by acknowledging mistakes and practicing self-compassion, suggested by Berkeley’s Juliana Breines and Serena Chen, and University of Texas‘s Kristin Neff.

The Relatedness-Competence-Autonomy model aligns with Daniel Pink’s suggestion that meaningful goals enable two similar features and one different element:

Daniel Pink

Autonomy (same): Controlling work content and context,
Mastery (like Competence): Improving skill over time through persistence, effort, corrective feedback,
Purpose (in contrast to Relatedness): Being part of an inspiring goal.

Halvorson suggested ways to move closer toward goals:

Serena Chen

-Consider the larger context of specific productive actions,

-Define reasons for doing what needs to be done – the “why,”

-Use “implementation intentions” to prepare responses for challenging situations: If X, then Y.

–If “x” occurs (specify time, place, circumstance),
-Then I will respond by doing, thinking, saying “y.”

Kristin Neff

-Apply implementation intention routines (habits) for “strategic automation” to reduce decision-overload that may undermine self-control,

-Focus on something interesting for five minutes to evoke positive feelings,

-Review “small wins” and progress toward goals.

Goal persistence can be increased, reported Stanford’s Teresa Amabile and Steven Kramer in a study of employees at seven companies.

Teresa Amabile

They found that “catalysts” and “nourishers” continue movement toward goals.
She recommended capitalising on preferred motivational style:

-“Promotion-focused” (maximise gains, avoid missed opportunities, powered by optimism),
-“Prevention-focused” (minimise losses, variance, powered by cautious pessimism),

Carol Dweck

Halvorson collaborated with Stanford’s Carol Dweck and quoted Henry Ford: “Whether you think you can or think you can’t, you’re probably right” to underscore the value of optimistic engagement with goals.

Henry Ford

They synthesized Dweck’s work on “mindsets” with Halvorson’s recommendations for :
-Setting,
-Monitoring,
-Protecting,
-Executing,
-c\Celebrating goals.

An earlier post outlined Dweck’s definitions of mindsets:

• Fixed Mindset: Belief that personal capabilities are limited to present capacities, associated with fear, anxiety,

• Growth Mindset: View that personal capabilities can expand based on:
-Commitment,
-Effort,
-Practice,
-Instruction,
-Correcting mistakes,
-Collaboration.

Peter Gollwitzer

Columbia’s Peter Gollwitzer refined “mindsets” by distinguishing the Deliberative Mindset of evaluating which goals to pursue from the Implementation Mindset of planning goal execution.

His team found that the Deliberative Mindset is associated with:

- Accurate, impartial analysis of goal feasibility and desirability,
- Open-mindedness.

In contrast, the Implementation Mindset is linked to:

- Optimistic, partial analysis of goal feasibility and desirability,
- Closed-mindedness.

Halvorson, Dweck and Gollwitzer translated their research on self-determination and motivation into practical recommendations for goal seekers:

- Adopt a supportive “mindset,”
- Practice “self-compassion” when encountering setbacks to achieving goals,
- Design effective responses to anticipated challenging situations,
- Use “implementation intentions” and “strategic automation” toward goals,
- Consider incremental progress toward goals.

-*What approaches help you work toward goals?

Related Posts:

©Kathryn Welds

Executive Presence: “Gravitas,” Communication…and Appearance?

6 Replies

Professional advancement requires demonstrated knowledge, skill, and competence, coupled with perceived “cultural fit,” “collaboration,” and “executive presence.”

Sylvia Ann Hewlett

These requirements appear prone to subjective definition and biased judgments.
What is “executive presence”? How is it measured?

Sylvia Ann Hewlett, CEO of Center for Talent Innovation, conducted 18 focus groups and 60 interviews to investigate behavioral and attitudinal aspects of Executive Presence (EP).

Perceived Executive Presence includes three components:

“Gravitas” – Authoritative Behavior

- Confidence, composure,
- Decisiveness,
- Integrity,
- Emotional Intelligence: Self-awareness, self-regulation, interpersonal skills,
- Personal reputation,
- Vision for leadership,

Communication

- Speaking skills: Voice tone, articulation, grammatical speech conveying competence,
- “Presence,” “bearing,” “charisma” including assertiveness, humour, humility,
- Ability to sense audience engagement, emotion, interests,

Appearance

- Grooming, posture,
- Physical attractiveness, average body weight,
- Professional attire.
  According to Hewlett’s interviewees, “Executive Presence” accounts for more than a quarter of factors that determine a next promotion.

Harrison Monarth

How can Executive Presence be developed?

Harrison Monarth suggested that Executive Presence behaviours can be cultivated with Image Management tactics including:

-Maintaining a positive personal reputation to influence others’ favourable perceptions and willingness to collaborate,

-Effectively managing online “brand”,

-Gaining followers online and in the “real world,”

-Influencing and persuading others,

-Demonstrating “Emotional Intelligence” through self-awareness, awareness of others (empathic insight), and regulating one’s own emotions.

He focused less on appearance than Hewlett and Stanford Law School’s Deborah Rhode, who summarized extensive research on Halo Effect and “The Beauty Bias”.

Deborah Rhode

Rhode estimated that annual world-wide investment in appearance was close to $USD 200 billion in 2010.
She contended that bias based on appearance influences career and life outcomes and is:

Is prevalent,
Infringes on individuals’ fundamental rights,
Compromises merit principles,
Reinforces negative stereotypes,
Compounds disadvantages facing members of non-dominant races, classes, and gender.

Executive Presence is widely recognized as a prerequisite for leadership roles, yet its components remained loosely-defined until Hewlett’s investigation and Rhode’s human rights analysis.

-*Which elements seem most essential to Executive Presence?

See related posts

©Kathryn Welds

How Much Does Appearance Matter?

6 Replies

Linda A. Jackson

Physically attractive people were evaluated as more intellectually competent and likeable in a meta-analysis by Michigan State University’s Linda A. Jackson, John E. Hunter, and Carole N. Hodge.

Nancy Etcoff

Similarly, women who wore cosmetics were rated more highly on attractiveness, competence, likeability and trustworthiness when viewed for as little as 250 milliseconds by participants in studies by Harvard’s Nancy L. Etcoff, Lauren E. Haley, and David M. House, with Shannon Stock of Dana-Farber Cancer Institute, and Proctor & Gamble’s Sarah A. Vickery.

Models without makeup, with natural, professional, “glamorous” makeup

However, when participants looked at the faces for a longer time, ratings for competence and attractiveness remained the same, but ratings for likeability and trustworthiness changed based on specific makeup looks.

Etcoff’s team concluded that cosmetics could influence automatic judgments because attractiveness “rivets attention and impels actions that help ensure the survival of our genes.”

Most people recognize the bias in assuming that attractive people are competent and that unattractive people are not, yet impression management remains crucial in the workplace and in the political arena.

-*Where have you seen appearance exert an influence in workplace credibility, decision-making and role advancement?

Related Posts

©Kathryn Welds

Women Who Express Anger Seen as Less Influential

1 Reply

Jessica Salerno

Women who expressed anger were less likely to influence their peersin computer-mediated mock jury proceedings, found Arizona State University’s Jessica Salerno and Liana Peter-Hagene of University of Illinois.

Liana Peter-Hagene

More than 200 U.S. jury-eligible volunteers reviewed opening arguments and closing statements, eyewitness testimonies, crime scene photographs, and an image of the alleged weapon in a homicide.

Participants made individual verdict choices, then exchanged instant messages by computer, with “peers” who were said to be “deliberating their verdict decisions.”

In fact, “peer” messages were scripted, with four of the fictional jurors agreeing with the participant’s verdict, and one disagreeing.
In different test conditions, the dissenting participant had 1) a male user name or 2) a female user name or 3) a gender-neutral name.

Victoria Brescoll

Half of the dissenting messages contained no emotion, anger, or fear, and had no influence on participants’ opinions.

However, when a single “male dissenter” sent angry messages, characterized by “shouting” in all capital letters, participants’ confidence in their verdict decision significantly dropped.
This confidence-eroding effect of one “male dissenter” held even when the majority of “jurors” shared the same opinion.

A single female dissenter who expressed disagreement in an angry message did not undermine the other juror’s confidence in their decisions.

This finding suggests that a single male dissenter’s angry communication causes people to doubt their opinions, and that “female” anger was less influential than “male” anger.

In contrast, volunteers became more confident in their initial verdict decisions when their vote was echoed by the majority of other participants.

Eric Luis Uhlmann

Male and female evaluators assigned lower status to female CEOs and female trainees when they expressed anger, compared with angry male professionals in research by Yale University’s Victoria Brescoll and Eric Luis Uhlmann, now of INSEAD.

Kristi Lewis Tyran

Men who expressed anger in a professional context were conferred higher status than men who expressed sadness.

Likewise, women who expressed anger and sadness were rated less effective than women who shared no emotion, according to Kristi Lewis Tyran of Western Washington University.

Evaluators judged men’s angry reactions more generously, attributing these emotional expressions to external circumstances, such as experiencing pressure and demands from others.

These differing judgments of emotional expression suggest that women’s anger is more harshly evaluated because anger expressions deviate from women’s expected societal, gender, and cultural norms.

-*What impacts and consequences have you observed for women and men who express anger at work?

RELATED POSTS:

©Kathryn Welds

Rationalisation: Coping or Complacency?

Costs of Workplace Incivility

4 Replies

Christine Pearson

A single incident of incivility in the workplace can result in significant operational costs, reported Christine Pearson of Thunderbird School of Global Management and Christine Porath of Georgetown University.

Additional consequences of workplace incivility include:

Decreased work effort due to disengagement,
Christine Porath
Less time at work to reduce contact with offensive co-workers or managers,
Decreased work productivity due to ruminating about incivility incidents,
Less commitment to the organization,
Attrition.

P.M. Forni

Other organizational symptoms include:

Increased customer complaints,
Accentuated cultural and communications barriers,
Reduced confidence in leadership,
Less adoption of changed organizational processes,
Reduced willingness to accept additional responsibility and make discretionary work efforts.

Workplace incivility behaviours were described as “rude and discourteous, displaying a lack of regard for others,” noted Pearson and Lynne Andersson, then of St. Joseph’s University.
“Uncivil” behaviors were enumerated in The Baltimore Workplace Civility Study by Johns Hopkins’ P.M. Forni and Daniel L. Buccino with David Stevens and Treva Stack of University of Baltimore:

Refusing to collaborate on a team project,
Shifting blame for an error to a co-worker,
Reading another’s mail,
Neglecting to say “please,” “thank you”,
Taking a co-worker’s food from the office refrigerator without asking.

Respondents classified more extreme unacceptable behaviors:

Pushing a co-worker during an argument,
Yelling at a co-worker,
Firing a subordinate during a disagreement,
Criticising a subordinate in public,
Using foul language in the workplace.

Gary Namie

Workplace bullying was included in Gary Namie’s Campaign Against Workplace Bullying.
He defined bullying as “the deliberate repeated, hurtful verbal mistreatment of a person (target) by a cruel perpetrator (bully).

His survey of more than 1300 respondents found that:

More than one-third of respondents observed bullying in the previous two years,
More than 80% of perpetrators were workplace supervisors,
Women bullied as frequently as men,
Women were targets of bullying 75% of the time,
Few bullies were punished, transferred, or terminated from jobs.

Costs of health-related symptoms experienced by bullying targets included:

Depression,
Sleep loss, anxiety, inability to concentrate, which reduced work productivity,
Post-Traumatic Stress Disorder (PTSD) among 31% of women and 21% of men,
Frequent rumination about past bullying, leading to inattention, poor concentration, and reduced productivity.

Widespread prevalence of workplace incivility was also reported by Forni, who suggested ways to improve workplace interactions and inclusion:

Assume that others have positive intentions,
Pay attention, listen,
Include all co-workers in workplace activities,
Acknowledge others,
Give praise when warranted,
Respect others’ opinions, time, space, indirect refusals,
Avoid asking personal questions,
Be selective in asking for favors,
Apologize when warranted,
Provide constructive suggestions for improvement instead of complaints,
Maintain personal grooming, health, and work environment,
Accept responsibility for undesired outcomes, if deserved.

More than 95% of respondents in The Baltimore Workplace Civility Study suggested, “Keep stress and fatigue at manageable levels,” a challenging goal for leaders who shape workplace cultures.

Organizational change recommendations include:

Institute a grievance process to investigate and address complaints of incivility,
Select prospective employees with effective interpersonal skills,
Provide a clearly-written policy on interpersonal conduct,
Adopt flexibility in scheduling, assignments, and work-life issues.

-*How do you handle workplace incivility when you observe or experience it?

Plastic Surgery Changes Perceived Personality Traits

5 Replies

Michael J. Reilly

People often infer others’ personality attributes from visual cues, found 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 facial profiling is cognitive shortcut that can lead to biased impressions and fewer professional and social opportunities for those unfavorably judged.

Jaclyn A. Tomsic

These researchers asked volunteers to evaluate photographs of 30 women shown with neutral facial expressions.

Each rater judged 10 images, including five (5) photographs before the person had plastic surgery procedures and five (5) images following surgical procedures:

Chin implant,
Eyebrow-lift,
Lower blepharoplasty (lower eye lift),
Upper blepharoplasty (upper eye lift),
Neck-lift,
Rhytidectomy (face-lift).

Raters were not informed that some people in the photos had plastic surgery procedures.

Evaluators assessed each photograph on a 7-point scale for perceived:

Aggressiveness,
Extroversion,
Likeability,
Risk-seeking,
Social skills,
Trustworthiness,
Attractiveness.

Raters assigned higher scores for likeability, social skills, and attractiveness to the images following plastic surgery compared with pre-surgery image ratings.

The researchers concluded that the eyes signal attractiveness and trustworthiness.

They noted that people who had lower eyelid surgery were rated significantly more attractive and trustworthy.

The team concluded that corner of the mouth indicates happy and surprised expressions and personality traits like extroversion.

Likewise, they reported that an upturned mouth and fullness in the cheeks can make a person look more intelligent and socially skilled.

In sum, they found that people who had a facelift procedure were rated significantly more likeable and socially skilled postoperatively.”

Volunteers in a different study attributed positive and negative personality traits to neutral faces when they perceived a similarity to standard positive and negative emotional expressions, reported Princeton’s Christopher P. Said and Alexander Todorov with Nicu Sebe of University of Trento.

Christopher P. Said

This perceptual bias was demonstrated when volunteers attributed positive personality characteristics to faces with neutral expressions when some aspect of the face resembled typical facial expressions of happiness.

Similarly, neutral faces seen attributed negative personality characteristics when they had some similarities to displays of disgust and fear.

These trait inferences resulted from overgeneralization in emotion recognition systems.

Nicu Sebe

This error can lead to misattributed personality traits and biased impressions.

However, these inaccurate and biased judgments can become more favourable after plastic surgery.

-*To what extent do people’s personality traits seems different following plastic surgery?

-*How often are people treated differently following plastic surgery?

–*What are ways to avoid confusing emotional expressions with personality traits?

Related Posts:

Reputation Affects Women’s Promotion, Earnings

1 Reply

Lily Fang

Sterling Huang

Men gain greater job benefits from professional connections than women with better education and job skills, according to INSEAD’s Lily Fang and Sterling Huang of Singapore Management University.

Lauren Cohen

Fang and Huang examined U.S. equity analysts’ alumni connections with company senior officers and board members, using a methodology developed by Harvard’s Lauren Cohen, and Christopher Malloy with Andrea Frazzini, of AQR Capital Management.

Christopher Malloy

They considered analysts’:

Year-end earnings per share (EPS) forecasts,
Buy-stock recommendations from 1993 to 2009,
Price impact of their recommendations,
Selection to “All America Research Team” (AA) by Institutional Investor magazine during the same period.
Selection to AA is based on the institutional investors’ subjective evaluation of each analyst’s industry knowledge, communication, responsiveness, and written reports.

Andrea Frazzini

Forecast accuracy is one of the least important selection criteria.
Therefore, skillful analysts may be not be selected if they are not visible and well-regarded by decision-makers.

Connections directly contributed to male analysts’ likelihood of being named to the “All America Research Team” (AA), but this relationship did not hold for female analysts.

This variance in connections by gender had significantly different financial consequences for male and female analysts because AA team members earned three times more than non-team analysts.

About 25% of all analysts shared a school tie with a senior officer or board member in the firms they covered, and these connections improved men’s forecast accuracy significantly more than women’s.

These connections also improved the impact of male analysts’ stock recommendations, measured by market reaction to their buy and sell calls.

Female analysts with a connection to a female executive at covered firms significantly improved their ranking accuracy, yet male analysts with a male connection improved their ranking accuracy almost twice as much.

Herminia Ibarra

Herminia Ibarra, then of INSEAD, also demonstrated that men in an advertising firm capitalized on network ties to improve their employment positions.

Women remain in analytical roles even if they are capable of executive roles because promotion to General Manager roles depends on subjective evaluations by current decision makers, who are usually men.

This different impact of network connections early in women’s and men’s careers could explain gender gaps that exist throughout career trajectories.

Fang and Huang concluded that men and women may be evaluated using separate subjective criteria, resulting in differential career advancement for women and men.

Ronald Burt

Career-related social connections (“social capital”) are affected by legitimacy, reputation, and network structures, argued University of Chicago’s Ronald Burt.
He suggested that “holes” in a social network are gaps in connections between two people or groups.
Anyone who builds a bridging relationship across this gap is considered a “broker.”

This role offers “entrepreneurial opportunities” to access information and shape communications across groups.
Women who fill “network holes” increase their possibility of advancement.

Burt noted limitations to this approach for women: “…because women are not accepted as legitimate members of the population of highly promotable candidates.”

He noted that women and minorities succeed by leveraging the network of legitimate strategic partners, suggesting the importance of sponsors for underrepresented groups.

-How do you identify and fill “structural holes in social capital networks”?

RELATED POSTS:

Kathryn Welds, PhD | Curated Research + Commentary

Consulting Organizational Psychologist | Change Consultant | Leadership+Career Master Coach | Coach Supervisor+Mentor Coach |

Self-Compassion, not Self-Esteem, Enhances Performance

“Everything is Negotiable”: Prepare, Ask, Revise, Ask Again

Working toward Goals with “Implementation Intentions”

Executive Presence: “Gravitas,” Communication…and Appearance?

How Much Does Appearance Matter?

Women Who Express Anger Seen as Less Influential

Rationalisation: Coping or Complacency?

Costs of Workplace Incivility

Plastic Surgery Changes Perceived Personality Traits

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this: