Three “Bad Boss” Habits to Avoid in 2024

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by Graham Ward

 

Resist the urge to emotionally detach, control outcomes or blindly comply.

 

As the new year swings open its doors, promising a fresh start and a burst of motivation, it also brings the daunting prospect of having to do it all over again. Despite our best efforts to lead with empathy, authenticity and clarity, we often find ourselves slipping back into bad habits that can frustrate our teams and harm our organisations. 

The characteristics of good bosses is a subject of ongoing debate. Countless books are written on the topic each year, many of which offer inconclusive findings. However, certain fundamentals remain unquestionable: a clear vision; a well-defined and aligned strategy; an inclusive, intellectually stimulating, and creative work environment; and a commitment to developing employees to their full potential.

While this looks achievable on paper, events often derail us from our “true north”. When emotions run high, we become susceptible to falling into three mindsets that undermine our effectiveness and erode trust within our teams.

1.The self-protector

These leaders are driven by a need for self-preservation, which manifests as aloofness and a preference for intellect rather than empathy in their leadership approach. For these bosses, displaying vulnerability is considered a sign of weakness. This emotional detachment creates a sense of distance and disengagement among their followers. 

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Can Remote Work Help Diversity Recruitment?

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by David Hsu and Prasanna (Sonny) Tambe

New research from Wharton shows that technology firms pull a more diverse pool of job applicants when they offer remote work, a finding that could help shape how jobs are designed in the future.In their paper accepted for publication in Management Science, Wharton professors David Hsu and Prasanna (Sonny) Tambe analyzed thousands of technical and managerial jobs that were posted before, during, and after the peak of the COVID-19 pandemic. When the same jobs shifted from in-person to remote, that single change yielded a 15% increase in female applicants, a 33% increase in underrepresented minority applicants, and a 17% increase in total applicant experience.Although the study focused on tech startups, the professors said the results are relevant for business leaders across industries as they tackle the dual challenge of increasing workforce diversity and figuring out remote, hybrid, and in-person work.“We think that there’s going to be a lot of real-world importance [to this research] as companies think through what their policy is going to be. Is it going to be equitable? How do we encourage the right behavior and balance it against the needs and wants of the employees?” Hsu told Wharton Business Daily on SiriusXM during an interview about the paper, which is titled “Remote Work and Job Applicant Diversity: Evidence from Technology Startups.”The Flexibility of Remote Work for Diversity Applicants

Hsu and Tambe said they wanted to study the effects of remote work on women and minorities because they are often overlooked in emerging research on remote work. They are also statistically underrepresented in careers in science, technology, engineering, and math (STEM), despite well-established research showing that diversity boosts innovation. Continue reading →

Top 5 Trends Expected To Drive HR In 2024

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by Bjorn Reynolds

 

A profound transformation in human resources is underway, and it’s being driven by employees’ changing expectations and rapid technological advancements like AI. These factors will redefine how companies operate and connect with their workforce. As we explore the dynamic forces shaping HR practices, here are five key trends set to reshape the landscape.

Trend 1: Integrating AI In Business

If 2023 wasn’t the year of AI, 2024 definitely will be. Integrating new tools and projects into operations comes with a lot of enthusiasm, but it can also lead to several challenges. Businesses that rush to implement technologies without a strategic plan risk diving in without understanding the expected outcomes. This leaves the potential for suboptimal results initially, which could dampen the enthusiasm for new ways of working.

You must adopt a “crawl, walk, run” approach and view AI as a means to enhance business processes, improve decision-making and drive innovation. A strong change management plan is critical to successful integration, so your leaders must start with thoughtful adoption and a clear vision of how it can advance company goals.

By setting sound objectives for AI use, you can better guarantee your investment is purposeful and contributes to the overall business strategy. Start small, understand the technology and gradually scale up as you gain confidence and clarity about how AI can benefit your business. Continue reading →

How to build genuine relationships that advance your career, according to a human connection expert

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By Courtney Connley

 

When it comes to career advancement, “it’s not always what you know, but who you know,” might be trite, but it’s true. Relationships are key to personal and professional growth.

 

In fact, more than 80% of women at and above management level said they’ve used networking relationships to join a board, break into the C-Suite, or accept a new job with better pay, according to a 2023 networking study conducted by Chief and intelligence firm Morning Consult

At the first-ever ChiefX conference, New York Times bestselling author, psychologist, and professor Dr. Marisa Franco explained how relationships are essential to everything we do. Quoting psychotherapist Esther Perel, she said, “The quality of our relationships determines the quality of our lives.”

“The most pronounced difference between people who are very unhappy and very happy is their level of connectedness,” said the author of Platonic: How the Science of Attachment Can Help You Make — and Keep — Friends. But as a leading expert in human connection, Dr. Franco also admitted that building solid connections as an adult is sometimes easier said than done. In her conversation with ChiefX attendees, Dr. Franco discussed not only the value of strong relationships, but the three things leaders can do to build them in their career. Continue reading →

6 ways to strengthen the role of middle managers

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by Jennifer Dudeck

 

 

Middle managers are critical to every business, yet their roles are often unclear, and their training may come last, if at all. And now, in our hybrid world, the role of the manager is changing again. It’s never been more important that companies recognize the critical role their managers play and provide training that aligns with the world we work in today.

As HRE recently highlighted in coverage of its What’s Keeping HR Up at Night? survey, culture remains a top concern for HR leaders, along with employee engagement and retention. Since the chat in a company cafeteria or hallway may not happen as often, the flow of information needs to be more intentional.

As Zahira Jaser, a professor and editor, writes in an HBR article based on two decades of research, managers are likely to “increasingly become channels for relationships, influence and connection.” So, how can HR leaders help managers better fill this role and, in so doing, assist the company?

Clarifying and training middle managers Continue reading →