I’m Glad I Know That Now!

Have you ever wondered how trust really works? Why do we trust others, and why do they trust us? It turns out that trust involves judgments of both competence and integrity, each of which matter a lot for how we’re trusted, and how—and if!—we’re forgiven if we break that trust. Dr. Kim offers four guiding lessons of wisdom for managing trust. In his words: first, start with the premise that most of us want to be good. Second, recognize the complexity of truth—take time to exchange stories and take the time to really listen. Third, rec...

What does a rowboat have to do with leadership? It turns out to be a powerful metaphor to understand both positive leadership and our own contributions—and potential areas for self-development—for the organization. In this episode, author, film producer, humanitarian, serial entrepreneur, former and current CEO, lifelong learner, and constant questioner Paul Fayad teaches us how to recognize the role of positive leadership and how to use it in organizations, to focus on the rowers and the work that they accomplish in order to increase productivity and lower turnover in organizations, and to understand that personalities are stable and...

Dr. Nicholas Hays is a faculty member at the Broad College of Business at Michigan State University. This episode focused on his research on the psychology of hierarchy. He discussed how different hierarchies influence individuals' experiences and group processes. 

Articles referenced in the episode:

Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340. https://doi.org/10.1287/orsc.1110.0734

Hays, N. A., & Bendersky, C. (2015). Not all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility. Journal of Personality and Social Psychology, 108(6), 867-882. https://doi.or...

Dr. Nicholas Hays is a faculty member at the Broad College of Business at Michigan State University. This episode focused on his research on the psychology of hierarchy. He discussed how different hierarchies influence individuals' experiences and group processes. 

Articles referenced in the episode:

Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340. https://doi.org/10.1287/orsc.1110.0734

Hays, N. A., & Bendersky, C. (2015). Not all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility. Journal of Personality and Social Psychology, 108(6), 867-882. https://doi.or...

Corinne Bendersky is a Professor and Area Chair of Management and Organizations at UCLA Anderson School of Management. She is an expert in workplace conflict, status, justice, and diversity and inclusion in teams and organizations.

In recent projects, Dr. Bendersky has developed interventions to reduce the gender bias experienced by women who work in extremely male-dominated professions, such as the U.S. fire service. Her interventions have also been used to reduce the endorsement of sexist supervisors.

Articles referenced in the episode:

Corinne Bendersky is a Professor and Area Chair of Management and Organizations at UCLA Anderson School of Management. She is an expert in workplace conflict, status, justice, and diversity and inclusion in teams and organizations.

In recent projects, Dr. Bendersky has developed interventions to reduce the gender bias experienced by women who work in extremely male-dominated professions, such as the U.S. fire service. Her interventions have also been used to reduce the endorsement of sexist supervisors.

Articles referenced in the episode:

Have you ever wondered if you’re being fair and consistent when you evaluate your own actions versus the actions of others from an ethical standpoint? It turns out that we’re often not, but this inconsistency isn’t necessarily because we’re trying to be self-serving. Instead, there are fundamental differences in our access to information related to ourselves versus others, such as the reasons underlying a certain behavior, or calculations of the behavior’s potential costs and benefits. These informational differences can create cognitive distortions in how we address four core questions – regarding the unethicality, liability, insolvency, and incompen...

Have you ever wondered if you’re being fair and consistent when you evaluate your own actions versus the actions of others from an ethical standpoint? It turns out that we’re often not, but this inconsistency isn’t necessarily because we’re trying to be self-serving. Instead, there are fundamental differences in our access to information related to ourselves versus others, such as the reasons underlying a certain behavior, or calculations of the behavior’s potential costs and benefits. These informational differences can create cognitive distortions in how we address four core questions – regarding the unethicality, liability, insolvency, and incompen...

Wendi L. Adair (Ph.D., Northwestern University) is Professor of Industrial-Organizational Psychology and Director of the Culture at Work Lab at University of Waterloo, Ontario. Wendi is co-Principal Investigator of Indigenous Workways, a collaborative project among faculty and Indigenous Student Centres in Ontario to develop a sustainable solution to underemployment among Ontario’s Indigenous workforce by empowering Indigenous youth with career mentors and opportunities, and Ontario employers with relational, respectful, reciprocal, and relevant workplace communication and climate practices. Her other current research examines the impact of culture on communication, for example what is said and what is not said, an...

Wendi L. Adair (Ph.D., Northwestern University) is Professor of Industrial-Organizational Psychology and Director of the Culture at Work Lab at University of Waterloo, Ontario. Wendi is co-Principal Investigator of Indigenous Workways, a collaborative project among faculty and Indigenous Student Centres in Ontario to develop a sustainable solution to underemployment among Ontario’s Indigenous workforce by empowering Indigenous youth with career mentors and opportunities, and Ontario employers with relational, respectful, reciprocal, and relevant workplace communication and climate practices. Her other current research examines the impact of culture on communication, for example what is said and what is not said, an...