HR Digest

JANUARY 10, 2024

Tasha Eurich, a luminary in organizational psychology and bestselling author, unveils the profound impact of self-awareness in leadership in an exclusive interview with The HR Digest. Reality hit hard when I quickly discovered that—just like most people—I had much, much more work to do on my own self-awareness than I thought!

Self-aware 52

Self-aware Hofstede Mentor Diversity 52

HR Digest

NOVEMBER 27, 2023

Instead of the unilateral appraisal systems that allow the supervisor’s perspective to shape an employee’s career, the 360-degree performance appraisal system accounts for other individuals the employee works with , ensuring a well-rounded, data-based evaluation instead.

360-Degree Feedback 110

360-Degree Feedback Company Peer Review Review 110

Harvard Business Review

FEBRUARY 9, 2018

This is what I did early in my academic career when I received peer review comments on a paper I’d submitted for publication. Without fail, there would be at least one reviewer who hated the paper. Communicating a plan with confidence can help create a self-fulfilling prophecy.

Peer Review 14

Peer Review Review Self-aware Middle Management 14

Harvard Business Review

NOVEMBER 28, 2018

Even intuitively, it is clear that reviews are generally a mix of both, the rater and object being rated, and this could also apply to people’s evaluations of their work and careers. To illustrate this point, imagine that a friend tells you that she hates her job.

Emotional Intelligence 14

Emotional Intelligence Diversity Review Energy 14

Harvard Business Review

NOVEMBER 16, 2015

Other “getting ahead” male-oriented attributes consistent with sponsorship include: the focus on power and control; self-interest; unbridled assertiveness; lack of empathy; and self-promotion. Among these are: Women lack career ambition — “women just don’t want those high-stress jobs.”

Mentor 8

Mentor Self-aware Execution Peer Review 8

Harvard Business Review

JULY 19, 2017

For example, when participants in one of the studies were presented with a season’s worth of statistics for a star athlete who had logged worse numbers than usual, the participants were quick to conclude that the player’s career had begun an irreversible downward spiral. Isn’t it time to change the way we talk about change?

Champy 8

Champy Hammer McKinsey Participative 8

Harvard Business Review

OCTOBER 3, 2016

“You might meet with them and ask how they’re doing — at work, at home, and with their career development,” suggests Porath. “They’re too focused on their own behaviors and needs to be aware of the broader impact.” Also focus on basic self-care. Is the person unhappy in the job?

Management 14

Management How To Document Case Study 14