Bad At Your Job? Maybe It’s the Job’s Fault

A poorly designed job can work against even the most dedicated employee, setting the person up to fail. Robert Simons explains how to gauge whether an employee’s position offers the right mix of organizational support and responsibility.

Unhappy At Work? Swipe Right To Tell The Boss

Startups and established pollsters alike are working to bring the employee-engagement survey into the age of smartphones and big data.

The 4 Types of Organizational Politics

Executives can view political moves as dirty and will try to distance themselves from those activities. However, what they find hard to acknowledge is that such activities can be for the welfare of the organization and its members. Thus, the first step to feeling comfortable with politics requires that executives are equipped with a reliable map of the political landscape and an understanding of the … [ Read more ]

Where Do Advocates Come From?

A strong sense of conviction can both encourage and discourage people from speaking out.

Segmentors vs Integrators: Google’s Work-Life-Balance Research

Google research shows that those who rigidly separate their personal and work lives are significantly happier about their well-being than those who tend to blur the lines between the two.

Turning Change Upside Down: How New Insights are Changing Old Assumptions

Many executives believe organizational change is an inherently messy, chaotic process. Without a doubt, change can derail business. But that’s because leaders have been managing it using faulty assumptions and outdated mental models. Learn how today’s wealth of data and powerful analytics capabilities have uncovered predictable patterns of how organizational change unfolds.

The 3 Simple Rules of Managing Top Talent

During my 15 years of managing talent as dean of the Rotman School of Management, and previously as cohead of Monitor, I have managed some of the best and brightest in professorial talent and the strategy consulting industry worldwide. Over this combined quarter-century of experience, I developed three rules for managing top-end talent.

Is Your Team Coordinating Too Much, or Not Enough?

Effective teams don’t just happen — you design them. And two of the most important elements of that design are a) the degree to which team members are interdependent — where they need to rely on each other to accomplish the team task, and b) how you’ll actually coordinate that interdependence.

Being Engaged at Work Is Not the Same as Being Productive

The holy grail of today’s workplace is high employee engagement. Many companies are investing heavily to identify what leads to high engagement in order to motivate employees, thereby increasing their happiness and productivity.We think this is important. But based on our research with several large companies, we want to offer a word of caution: senior leadership needs to invest more into creating a culture of … [ Read more ]

IQ plus EQ: How Technology Will Unlock the Emotional Intelligence of the Workforce of the Future

Companies have perfected collecting data on consumers to boost sales and customer loyalty. But to date, they have had little insight into how employees interact with each other and what makes them happy or successful at work. A new generation of emerging technologies promises to change that. Boosting EQ as well as IQ. Resulting in a much more engaged, more productive workplace.

Your Company’s Culture is Who You Hire, Fire, and Promote

Instead of letting your company become a corporate version of “The Hunger Games,” leadership should do the responsible thing: actively prioritize behavior that’s congruent with company values.

Use Social Influences to Be a Better Manager

A new book shows how you can create a better team by recognizing people’s needs to stand out, fit in, and shape their identities.

Is Your Company’s Diversity Training Making You More Biased?

Although diversity and inclusion training is prevalent in corporate America, its impact is inconsistent. According to the evidence, sometimes the programs even have the opposite effect of what they intend. One 2016 study of 830 mandatory diversity training programs found that they often triggered a strong backlash against the ideas they promoted. “Trainers tell us that people often respond to compulsory courses with anger and … [ Read more ]

Emotional Intelligence Has 12 Elements. Which Do You Need to Work On?

There are many models of emotional intelligence, each with its own set of abilities; they are often lumped together as “EQ” in the popular vernacular. We prefer “EI,” which we define as comprising four domains: self-awareness, self-management, social awareness, and relationship management. Nested within each domain are twelve EI competencies, learned and learnable capabilities that allow outstanding performance at work or as a leader.

The Downsides of Being Very Emotionally Intelligent

Is higher EQ always beneficial? Although the downside of higher EQ remains largely unexplored, there are many reasons for being cautious about a one-size-fits-all or higher-is-always-better take on EQ. Most things are better in moderation, and there is a downside to every human trait.

To Make a Team More Effective, Find Their Commonalities

Teams, not individuals, are the future of work. As organizations mobilize to solve increasingly complex problems at an ever faster pace, cooperation and trust between employees has become paramount. But how do you move teammates from collegial behavior to true collaboration? By building their empathy and compassion.