7 Mar 2022 | Leadership & careers
’It’s a process that starts with simmering dissatisfaction…’ Ingrid Covington 7 March 2022 Ingrid Covington talked with Professor Herminia Ibarra following her keynote presentation at the Division of Occupational Psychology’s annual conference in January...
5 Jan 2022 | Leadership & careers, Women at work
Designing leadership programs for women that really work Herminia Ibarra & Kathleen O’Connor 5 January 2022 Powerful sponsors with specialist training and a deep commitment are needed to help propel women into senior roles. For decades, executives have come...
5 Jan 2022 | Leadership & careers
Want more diverse senior leadership? Sponsor junior talent Herminia Ibarra & Nana von Bernuth 5 January 2022 Sponsorship is emerging as a valuable tool for increasing diversity in an organization’s senior ranks. The authors define sponsorship as ‘a helping...
30 Nov 2021 | Leadership & careers
The questions every corporate innovation leader asks about culture, answered Thomas Brown & Herminia Ibarra 30 November 2021 Creating an innovation culture is a complex task of orchestrating people, teams and mindsets, and no matter how many management books...
1 Oct 2021 | Leadership & careers
The three phases of making a major life change Herminia Ibarra 1 October 2021 Many of us believe that unexpected events or shocks create fertile conditions for major life and career changes by sparking us to reflect about our desires and priorities. That holds...
13 Jul 2021 | Leadership & careers
Five leadership skills for the future Herminia Ibarra 13 July 2021 Today, and even more so in the years ahead, we need leaders who can help transform their firms — so they become more agile, more innovative, more digitally savvy, more customer-centric, more...
2 Sep 2020 | Women at work
Why killing the office won’t close the gender gap Herminia Ibarra 2 September 2020 Before this pandemic, research suggested women benefited more from working from home than men. But there are three factors that indicate women are going to be at a disadvantage if...
