Francesca Gino’s Post

Power isn’t just about titles or positions.   It’s a combination of personal, relational, and positional strengths.   To talk about these sources of power, I use a Harvard Business School case study I wrote that highlights the story of a remarkable leader: Mellody Hobson at Ariel Investments.   Through her story, we see how different sources of power can work together to shape success.   (a) PERSONAL POWER comes from within. It’s your skills, resilience, and determination. For Hobson, her adaptability, courage, and deep knowledge were critical to her success at Ariel Investments.   (b) RELATIONAL POWER is built through your connections with others. Hobson’s mentor relationship with John Rogers and her ability to build strong, trusting relationships helped her navigate the challenges of her career.   (c) POSITIONAL POWER is tied to the roles you hold. Hobson’s leadership as Co-CEO and her membership on corporate boards gave her the platform to influence important decisions and guide her firm’s strategy.   What we tend to miss is that power isn’t static—it’s something we can build and expand, but only when we understand it fully.   It’s not just about who you know, nor is it purely about your talent.   It’s the synergy between your personal strengths, your network, and your position that truly gives you power.   We often focus on one area and overlook others, but power is most effective when we draw on all three sources.   When we acknowledge how identity and personal experiences shape our ability to use power, we can turn potential disadvantages into opportunities.   Hobson’s story teaches us that power comes from a combination of factors, and we must be deliberate in nurturing each of them.   💡 True power comes from understanding the dimensions of power and actively develop them. #power #leadership #relationships #work #learning #growth

Leadership is a humbling experience—no matter how prepared we think we are. In 2018, I took on the role of “Unit Head” at Harvard Business School, responsible for managing a department. I led people both more senior and more junior than me. After teaching leadership to executives across the globe for over 15 years, I felt ready for the challenge. But once in the role, reality hit hard—leading in practice was far more humbling than I had expected. About a year in, I sought clarity through a 360 assessment. I completed the assessment, as did my superiors, colleagues, external partners, peers, and direct reports. The results stunned me. I rated myself 5.5 out of 10. The others who completed the assessment? They gave me an average score of 8.61. This gap was eye-opening. It showed me that my self-perception was off—and that I had a lot to learn. But the feedback was invaluable. It revealed strengths I hadn’t fully appreciated and helped me understand where I needed to improve. One piece of feedback that stood out: “Francesca has clear principles, and she is ready to stand up for them.” That recognition was deeply meaningful to me because it reinforced the importance of staying true to my values, even in challenging moments. Most importantly, the feedback gave me clarity on how to become the leader "my team" needed. Leadership is hard, but we make it harder when we don’t ask for feedback. We may be surprised by what we learn, but that’s exactly what helps us reinforce what we do well and adjust where we need to grow. Our leadership is only as strong as our willingness to listen, learn, and grow. #feedback #growth #learning #work #leadership #managing #surprise #selfAwareness

How do biases spread? A recent study published in Science Advances sheds light on how prejudice can be passed on simply by observing others’ behaviors. The research shows that people can unknowingly adopt biases just by watching how others interact, even without direct evidence or experience. Key findings from this work: (1) Observational learning: People often form prejudices by observing the biased actions of others, leading them to replicate those biases in their own behaviors. (2) Resilient biases: Even when provided with additional information, observers often stick to preconceived biases, showing how deeply ingrained these perceptions can become. (3) AI implications: Biases could be transmitted not just through human interactions but also through AI systems, raising important concerns for the future. Based on these findings, here are three tips to mitigate bias in your context: (1) Be mindful of your actions: Recognize that others may model their behavior on what they see you do. Strive to act in ways that promote fairness and inclusion. (2) Challenge stereotypes actively: When you notice biases in your environment, address them directly. Encourage discussions that question and dismantle these stereotypes. (3) Leverage diverse perspectives: Actively seek input from a range of voices to counterbalance ingrained biases. Diversity of thought can help challenge and change harmful patterns. Understanding how biases spread is the first step toward breaking the cycle. And by breaking the cycle, we can create environments where everyone can thrive without prejudice. #bias #prejudice #stereotypes #learning #behavior #workplaces #inclusion #diversity #research #observation #work #leadership #diversity https://lnkd.in/eiZ-E9Uw

How we work with others is only as effective as our understanding of ourselves. Rita McGrath, in her recent Harvard Business Review article, explains how we've moved from focusing on execution and expertise to an era centered on empathy. In this era, she argues, management must change to fit a world where work involves emotions and leaders build communities rather than just giving orders. We need to rethink what it means to be a manager, what kinds of organizations we need, and how we define success. Rita McGrath highlights that management is shifting towards creating meaningful experiences with empathy as a key element. Yet, I believe we are on the brink of an even more important change: the Era of Self-Awareness. Today, many of us are more connected to technology than to real human interactions. Our schedules are packed, leaving little time for reflection. But the future belongs to those who focus on understanding themselves. The best employees, leaders, and organizations will be those who take the time to ask important questions: How do we want to present ourselves? What do we truly value? Are our actions in line with our values and goals? As Thich Nhat Hanh says, “Awareness is like the sun. When it shines on things, they are transformed.” This transformation is so key in today’s workplaces. Awareness helps us focus on what truly matters and create environments where honesty and connection can grow. Empathy will naturally develop from this awareness, leading to a new way of working and interacting. By making self-awareness a core principle, we can turn our workplaces into places where everyone can thrive, connect, and innovate together. Understanding ourselves and others is essential for building a strong and flexible organizational culture. We need to get curious about ourselves and bring that curiosity into our relationships at work and beyond. #relationships #awareness #selfAwareness #curiosity #empathy #workplace #management #leadership #learning #work #humanity https://lnkd.in/eNYJuwCP

Misunderstandings happen more often than they should. Why? Because we often forget a key principle in communication: UNDERSTAND OTHERS BEFORE SEEKING TO BE UNDERSTOOD. This simple change can transform our interactions, leading to stronger relationships, better collaboration, and the ability to tap into diverse perspectives. When we feel truly heard and understood at work, we're more likely to do our best and share our unique insights. If this idea is so important, why don’t we use it more often? Here are a few reasons: (a) Time Pressure: In an environment where our calendars look like heavily-stacked pancakes, we're focused on meeting deadlines and getting results. This urgency can lead us to make quick decisions instead of taking the time to listen and understand. (b) Ego and Self-Interest: We often prioritize our own opinions, driven by the need to prove our competence or authority. This focus on advancing our own agendas can make us overlook the value of understanding others. (c) Lack of Awareness or Skills: Many people aren't aware of their listening habits or how their communication style impacts others. Plus, active listening and empathy are skills that require practice and intention. (d) Emotional Barriers: Stress, anxiety, or frustration can create barriers to understanding. When overwhelmed by these emotions, it can be hard to empathize with others or listen effectively. (e) Cognitive Biases: Biases like confirmation bias can prevent us from considering other viewpoints objectively, making understanding difficult. Here's the good news! We can overcome these barriers and build better habits. Here are three tips to do just that: 1.    Practice Active Listening: Truly listen to others without thinking about your response. Focus on what is being said, ask questions, and reflect on the information to gain deeper insights. 2.    Ask Questions to Understand: Instead of assuming you know what others are thinking, ask open-ended questions to invite them to share their thoughts and feelings. This encourages a deeper understanding of their perspectives and builds trust. 3.    Encourage Open Dialogue: Create spaces where team members feel comfortable sharing their thoughts and ideas. Be vulnerable. Encourage diverse perspectives and value each person's contribution. By seeking to understand first, we strengthen collaboration and ensure everyone feels valued and motivated to do their best. #understanding #relationships #collaboration #energy #humanbehavior #workplace #leadership #teamwork #skills #listening #empathy #dialogue

Data can be a game-changer, guiding us to make winning decisions. But here's the catch: even good data can lead us astray if we're not careful. Ever heard of confirmation bias? It's the tendency to seek out information that confirms what we already believe. In teams, this can be a silent saboteur, turning data into a mirror of our own expectations. If you're looking for specific results, you'll find them. But at what cost? You might overlook or dismiss data that challenges your assumptions, even if it's critical. Confirmation bias isn't a conscious choice—it's human nature. That's why it's so important to stay vigilant, even for the most neutral among us. Here’s how to break free from this bias and empower your team to do the same: (1) Stay Alert: Recognize confirmation bias when reviewing evidence. (2) Embrace Curiosity: Analyze data with an open mind, eager to discover the unexpected. (3) Challenge Your Assumptions: Actively seek evidence that disproves your hypothesis. Invite others on your team to challenge your views and explore alternative ones. Bias can cloud our judgment. But it does not have to. With these steps, we can turn data into a tool for true insight and innovation. #HumanBehavior #bias #judgment #teams #work #collaboration #leadership #innovation

In a world where technology is ever-present, we must not forget about our humanity. Take Brunello Cucinelli. He has built his company on the timeless principles of dignity and respect. His philosophy highlights the joy of life and the importance of connecting with others: [video in the link, 0:59] “We must start from the joy of life, from respect, from humanity. Because the most important thing in life is having respect for other people, especially for those who might think very differently from you.” [video 5:18] “So, what can we do together? We need to start smiling again, looking up at the sky. Respecting ourselves, exchanging ideas, and not judging one another. That’s what life is really about.” These values shape his business. They also offer a blueprint for a more compassionate and connected world. Here are three simple tips on how to put these ideas into practice: - Embrace Diverse Perspectives: Make it a habit to engage with people who have different viewpoints. This can be as simple as initiating conversations with colleagues from different departments or attending events that challenge your usual way of thinking. - Foster Open Dialogue: Create an environment where open and honest conversations are encouraged. This involves listening actively, asking questions, and being open to feedback. By promoting dialogue without judgment, you can build stronger connections and understanding. - Prioritize Joy: Incorporate moments of joy and reflection into your daily routine. Whether it's taking a walk outside, practicing mindfulness, or simply taking a moment to appreciate the present, these small practices can enhance your well-being and ability to connect with others. What else do you do to cultivate a workplace that values respect, humanity, and genuine connections? https://lnkd.in/eZkTkN7t #dignity #respect #workplaces #collaboration #leadership #humanBehavior #connection

Versatile leaders are rare gems. Recent research finds that only about 10% of senior managers display the balanced leadership behaviors needed to thrive in ambiguous and complex environments. Here are three tips to become a more versatile leader: (1) Embrace Balance: Cultivate both forceful and enabling behaviors. Make tough decisions when necessary but also foster an inclusive environment. This balance can drive better outcomes for your team. (2) Develop Adaptability: Learn to switch between strategic vision and operational details. This ability helps your team stay focused and agile, even during particularly challenging times. (3) Pursue Continuous Learning: Versatility is a learned skill. Embrace diverse experiences and seek out stretch assignments to broaden your capabilities. In my work on rebel talent, I’ve found that versatility isn’t just about having a broad set of skills; it’s about cultivating a mindset that embraces curiosity, change and continuous improvement. Versatile leaders find harmony in opposites, leading with both heart and strategy. #Leadership #Versatility #Adaptability #ContinuousLearning #RebelTalent Harvard Business Review https://lnkd.in/eNxYDY_8

Many work collaborations are not effective. Why? Because the relationship did not start strong. When you start working with a new colleague, team member or boss, it's so important to establish a solid foundation for your relationship. Here's a powerful tip from a recent Harvard Business Review article by Anke Thiele, MBA, MS Psych, MCC: have a "Style Alignment" conversation. This upfront chat helps you understand each other's work styles, values, and preferences, reducing misunderstandings and fostering effective collaboration. Here's how to do it: (1) Reflect on Your Style: Know what drives you and how you operate at your best. (2) Schedule the Conversation: Let your colleague know you want to discuss work styles. (3) Share and Listen: Exchange your work preferences and values openly. (4) Make Agreements: Set clear, actionable agreements on how to collaborate effectively. 🗣️ Example: If your colleague values transparency and you thrive on autonomy, agree on regular check-ins to balance both needs. By taking this step, you build trust and understanding, paving the way for a successful partnership. A little effort upfront can lead to significant long-term benefits. #collaboration #working #relationships #effectiveness #work https://lnkd.in/eSU2H3Kg

As humans, we naturally gravitate towards joy and shy away from pain. It's only natural to want to feel happiness and avoid discomfort. However, I’ve come to realize that pain, while uncomfortable and often unwelcome, has an incredible ability to reveal deep truths about ourselves. Till recently, my life had been largely free of significant stressors and challenges. But over the past year, I've had to sit with some real, raw pain. This period of my life has been a profound journey of self-discovery. I’ve been amazed at how much I’ve learned about myself—what I stand for, what I’m passionate about, and what really matters to me. This journey hasn’t always been easy, and I wouldn’t wish pain upon anyone. Yet, the lessons I've learned have been invaluable. So, what's the takeaway here? When you find yourself feeling dissatisfied or uncomfortable, don’t rush to escape it. Instead, pause. Ask yourself: - What's at the root of this dissatisfaction? Why does this hurt? - What is this feeling telling me about what I care about? - What actions do I want to take in light of this realization? Pain, as difficult as it is, can be a powerful catalyst for growth. It forces us to confront our deepest fears, values, and desires. It’s through this confrontation that we can achieve a greater understanding of ourselves and ultimately, a greater sense of fulfillment. So next time you encounter a moment of discomfort or dissatisfaction, embrace it as an opportunity to learn more about yourself. You might be surprised at the insights you uncover. #growth #learning #development #curiosity #emotions #pain #selfAwareness #humanBehavior