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Finding Your Courage To Speak Up When It Matters Most

What does workplace courage look like and how do we do it well? James Detert, the John L Colley Professor of Business Administration at the University of Virginia, has spent a lot of time thinking about this very question. He offers this advice to finding courage when you need it most. ....

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New Center for Higher Ambition Leadership CEO Jeannie Diefenderfer Shares Bold Vision to Increase Reach and Impact of the Nonprofit

/PRNewswire/ Jeannie Diefenderfer has been named chief executive officer of the Center for Higher Ambition Leadership (CHL), a non-profit community formed. ....

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Leaders valued over managers, regardless of fit

Date Time
Leaders valued over managers, regardless of fit
Leaders tend to be loved more than managers, reflecting an implicit societal bias that may be tempered by thinking critically about it, new Cornell-led research suggests.
Romanticization of leadership over time has put decision-makers at risk of overvaluing prototypical leaders – who are seen as inspiring and motivating – even in situations calling for prototypical management skills such as hiring, supervising and budgeting, according to Kevin Kniffin, assistant professor in the Charles H. Dyson School of Applied Economics and Management, part of the Cornell SC Johnson College of Business and the College of Agriculture and Life Sciences. ....

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How to Hold Your Company Accountable to Its Promise of Racial Justice

How to Hold Your Company Accountable to Its Promise of Racial Justice
A tactical guide for employees.
by
Summary.
After the civil unrest of the spring, organizations around the country expressed their solidarity with the Black community, pledged money to fight discrimination, and promised to embrace diversity in their workforces. How can you use your influence to ensure your company follows through on its commitments? For starters, you need a team of co-conspirators like-minded colleagues similarly motivated to make change. Not only is it more powerful when many people are making the same case, it also makes it more difficult for management to rationalize inaction. Next, you and your group need to determine your objectives and press your company to firm, measurable goals. For example, you might push the company to commit to X percent of candidates from underrepresented backgrounds for its job openings and Y number of new hires. Or, you could pursu ....

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