As a culture, we applaud proactivity. Just glance at job boards and you’ll see plenty of postings looking for “self-starters,” “innovators” and “go-getters” to join workplace teams. But are highly proactive people always a positive force in groups? Does loading your team with hustle help?
Phishing scams: The same instincts and signals people use consciously or unconsciously to establish trust in the “real” world are the very same that get us into trouble online. Such vulnerability is due to the very nature of how human beings make judgment calls when it comes to trust. Understanding why we’re at risk is the first step.
How do you spread your influence across an organization? How do you ensure that the right systems or processes are in place to hire the outstanding talent you need? And what if you’re not in the C-suite — what can you do to improve the structures, procedures or design mechanisms within your organization if you’re a midlevel leader?
Social mobility in the U.S. is increasingly rare. How does that play out in the workplace? Contrary to the arguments past studies posed about workers coming from lower social class positions, the upwardly mobile are just as likely as their high-class counterparts to speak up and share ideas at work. So what could be the barriers to advancement?
First impressions matter to relationships and to productivity. Companies want their people to mingle and have the sort of “creative collisions” that lead to innovation. But how do the things we talk about when meeting new colleagues relate to staying in touch after that first meeting? The conversational topic — and language it inspires — matter.
Leadership matters more in challenging times. How does a team’s captain preserve confidence and commitment to the group, even when performance dips? New research shows that successful team dynamics may have a good deal to do with ethical leadership.
People born to higher social class can make good impressions, be confident and end up in leadership. But they’re also geared to self-interest rather than collaboration. Research examines ties between childhood and current social class, mobility and entitlement; what this may mean for opportunity equality; and how it can be detrimental for firms.
The social unrest of 2020 brought new attention to long-simmering issues of diversity, equity and inclusion in the U.S. and around the globe, and prompted many to seek to learn more about longstanding societal inequities — and potential paths forward. Six Darden professors deliver their thoughts and share additional thought leadership.