MIT Sloan Professor Thomas Kochan
From The Conversation
Two sides of a dispute are at an impasse.
Both refuse to negotiate until the other side gives in to their central demand, with no reason to compromise. Animosity between the parties deepens as they hurl personal insults. The stalemate seems intractable as public costs mount.
While this may sound like it’s describing the government shutdown, it’s also what happens during an unsanctioned job action – sometimes called a “wildcat strike” – in which workers walk out or slow down work over a serious disagreement with management. The company won’t negotiate until the “illegal” action ends, while the workers want a solution to their core issues first.
MIT Sloan Senior Lecturer, Tara Swart
From the Daily Mail
As a successful doctor of psychiatry and neuroscience, it looked as if I had it all: I was married to a fellow psychiatrist and had a job working for the NHS. We were a carefree young couple, with a great social life and lots of opportunity to travel the world. Everyone assumed I was in complete control of my life.
But I was running on autopilot, and when I reached my mid-30s everything fell apart. I had become increasingly unhappy in my work, worn down by the long hours and workload and the sense of not being able to make a real difference to my patients.
I witnessed so much human suffering and saw how tough and cruel life was for the mentally vulnerable. I cared deeply about my patients, but I had a nagging sense that they deserved more than just medication and hospitalisation – that a healthier regime and a sense of wellbeing could do wonders to aid their recovery.
At the same time my marriage fell apart and it had a disastrous impact on my own sense of identity and confidence. I felt like I was drowning, with nothing to hold on to and no end in sight.
However, rock bottom gave me new clarity. It gave me a determination I had not known I possessed, and a feeling that I must progress on my own to fulfill my potential.
Michael Schrage, Research Fellow, MIT Center for Digital Business
From HR People + Strategy
The business value of traditional performance management models is collapsing. Instead of clarifying expectations and building morale, legacy annual appraisal models of performance management can alienate talented and typical employees alike. While personal and enterprise tools and technologies for performance enhancement have radically improved; performance management systems have not.
Recognizing these realities, growing numbers of companies are tying performance management more closely to operational success and less closely to their operations’ calendar. This shift—toward making performance management more business-value relevant—is having a dramatic effect on how human capital is managed in the enterprise. Findings from the 2019 Performance Management Global Executive Study and Research Project, sponsored by McKinsey & Company, identifies five key facets of smart investment in performance assessment, accountability, and capability:
1. On-Demand Feedback
Formal feedback processes have typically been periodic, perfunctory, and problematic. Continuousness is now becoming king. Just as people rely on Google Maps or Waze to manage real-time expectations around travel, employees need to be able to manage real-time expectations around work.
Performance management tools and platforms should facilitate ongoing feedback on individuals’ progress, growth, and development opportunities. Feedback will increasingly be automated, customized, visualized, and communicated in different ways. Executives must determine how best to define the feedback experience for their workforce. Culture will matter more. Senior management must develop shared perspectives on performance management’s purpose in their organization.
MIT Sloan Senior Lecturer Doug Ready
From MIT Sloan Management Review
What will it take to become a great leader in the digital economy? What will be the differentiating skill sets (what individuals will need to do) and mind-sets (how they will need to think and behave) that will shed light on what it will take to lead next-generation organizations effectively? We have set out to address these important questions as the foundation for MIT Sloan Management Review’s newest Big Ideas Initiative: The Future of Leadership in the Digital Economy.
Since it is impossible to know the future with certainty, we started by establishing a hypothesis about what skills and attributes this future leader might possess. We laid that hypothesis out in my first blog post, “Leading Into the Future,” in which we indicated that there will be both contextual elements (meaning fit for purpose for the digital economy) and core enabling elements (meaning traits that are so important that they form the cultural fabric of an organization). Merged together, we believe these core and contextual elements will help define what great leadership will look and feel like in the digital economy.
This was a good start, but an insufficient one, because we need to bridge the gap between what we know to be true today and what we believe will be true tomorrow. To help build that bridge, we will soon be distributing a global survey to thousands of practicing managers and leaders from around the world to get their views on this matter. We have also begun conducting in-depth interviews with CEOs, C-suite team members, heads of digitalization, senior line and functional leaders, and other thought leaders in all things digital.