Inside with Gianpiero Petriglieri, Associate Professor of Organizational Behavior at INSEAD

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Interviewed by Larry Janis, Managing Partner, Integrated Search Solutions

LJ: What is your role at INSEAD?

GP: I am associate professor of Organizational Behavior.  My work involves researching, teaching, coaching, consulting and administration and it revolves around studying and supporting the development of leaders and leadership. I am particularly interested in how and where people engaged in mobile and uncertain careers develop and sustain the personal foundations, professional abilities and social bonds that enable them to exercise leadership mindfully, effectively and responsibly. I direct the Management Acceleration Programme, the school’s flagship program for emerging leaders, as well as customized experiential leadership development program for corporations in a variety of industries. I taught for half a decade in the INSEAD MBA program however, I am currently devoting myself primarily to executive education. I also direct the school-wide Initiative for Teaching Excellence and Learning Innovation. Continue reading →

Turn Talent Data Into Real Information

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Nik Kinley and Schlomo Ben-Hurby Nik Kinley and Schlomo Ben-Hur

Big data is all the rage in HR recently. But more immediately promising is the talk of small data —  of more effectively managing the data we already have before we start thinking about analyzing more complex datasets.  And nowhere is this more pertinent than with talent assessment data. For here, sitting right under organizations’ noses, is a huge, easy, and yet almost always overlooked opportunity to fundamentally improve the way companies select and develop their talent. Continue reading →

How To Set The Right Expectations For Your Team

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Setting expectations is one of the basic fundamentals of management; yet, many managers fail to do this very important step effectively. Setting expectations first requires planning. The more time you invest on the front end, the more effective your team will be when it is in operations mode. The second component of setting expectations requires communication skills. Continue reading →

Climbing the Five Steps to Leadership

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If you’re looking for a clear picture of leadership, consultant John C. Maxwell believes he has one. It’s the one he has been asked to present most frequently, in arenas from the U.S. Military Academy at West Point, to Microsoft’s headquarters, and in countries on six continents. He portrays leadership in terms of five levels that we can progress through as we develop. Continue reading →