Marie-Hélène Budworth

Associate Professor of Human Resource Management, specializing in learning, development & motivation.

Marie-Hélène Budworth

Followership

June 4th, 2012 · Comments Off on Followership · Uncategorized

What a busy month?  I have been teaching, travelling, and working away on revisions for potential publications.  The invitations to revise submissions hasvebeen exciting.  Hopefully these papers will appear in print soon.

In spite of all of this work, I agreed to step in at the last minute to act as an examiner at a PhD defence.  This is an exciting and anxiety inducing moment for a doctoral candidate.  In this case, it was a celebration rather than a gruelling, difficult trial. 

The student, Thomas Medcoff, conducted a mainly qualitative study about followership.  He argued that the leadership literature has focussed on leaders and the leaders’ perspective and, as a result, largely ignored the perspective of followers.  His dissertation asked people who work with leaders what it means to be a good follower.  His study was exploratory; designed to develop a follower prototype – similar to the leadership prototypes that we all hold.  He took personality and culture into account within his analysis.  His sample consisted of MBA students from Canada and from India. 

In my mind, one of the most interesting findings was related to his use of a modified Response Latency technique.  Response Latency is where the researcher measure the time it takes for a respondent to answer a given question.  The time lag indicates how familiar the individuals is with the target within the question.  If they respond quickly, there is high familiarity.  If they respond slowly, there is low familiarity.  In Medcoff’s study, he asked people to provide an example of a strong leader.  Individuals from India responded more quickly to this question than respondents from Canada.  Ironically, in a few cases, the Canadian respondents provided an example from India’s national culture – Ghandi.  When asked to provide a purely Canadian example, the Canadian respondent could not find one.  What does that say about leadership in Canada?  Yikes.

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Cross cultural training

May 8th, 2012 · Comments Off on Cross cultural training · Uncategorized

Over the last few days I have been preparing an invited response to a paper on cross cultural training.  The authors investigated the relationship between goal orientation, cultural intelligence, and cross cultural adjustment.  It was an interesting piece of work – with some limitations, but you can read the specifics in the paper when it is published. 

Cross cultural training in general is an interesting area of study.  A wide range of organizations prepare employees for assignments abroad through training programs that may include elements of language training, cultural awareness, and business practices.  The extent to which these programs are effective is still debated.  The literature agrees that there are some people who manage the adjustment to new contexts better than others.  Cultural intelligence predicts adjustment.  In other words, individuals who have an awareness of the ways in which culture may vary adjust to new countries more easily than those who lack this awareness.  This is not surprising, but it is helpful to know that a construct such as cultural intelligence exists. 

Similarly, people with a learning orientation are better at adjusting when placed on international assignment. Individuals with learning orientations view the world as a series of opportunities for challenge.  In contrast, individuals with a performance orientation view events as a chance to show others what they can do.  Performance oriented people believe that ability is static – you can’t teach an old dog new tricks.  Again, it is not surprising that learning oriented people would adjust better in new situations but it is nice to have some knowledge of the dimensions upon which people differ that can predict performance outcomes. 

Yet another application for individual differences in cognitive skills and learning orientation!  It is amazing how useful these constructs are for predicting performance across a range of settings. 

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Leadership development

April 27th, 2012 · Comments Off on Leadership development · Uncategorized

Thursday was a cold, rainy day in San Diego.  Luckily that kept me going to session after session instead escaping for a walk along the pier.  And I am glad that I did.  The fourth session I attended was a panel with I/O psychologists who are working within large organizations or consulting firms. The topic of the panel presentation was Leadership Development and the panelists were from IBM, Google, Time Warner, and a couple of large consulting outfits.  It was really interesting to hear some really well considered discussion from the perspective of the human development leaders within these industry-leading firms.  Here are some of my key take aways. 

These experts understand that there is no “one-size fits all” model of leadership development.  They even seem to have abandoned the idea that there is a core set of competencies that are critical to leadership.  Instead, they view leadership as a flexible, messy concept that is a complex combination of individuals and the environment.  The key to developing leaders, in their words, is to provide opportunity for experience and reflection.  In order to become a strong leader, the individual needs to ‘do it’ and then think about it – what is the big picture?  Where are we going?  What is working?  What needs to be adjusted? 

The meaning of all of this is that the core traits we should be valuing in leaders are cognitive flexibility and mental agility.  The ability to adjust to new surroundings, make quick, informed decisions, and correct a course of action when things have gone astray.  In terms of leadership development, we should provide our leaders with opportunities for connectivity.  Encourage them to lean on one another, discuss their problems and approaches and act as peer mentors to each other.  They also suggest that we focus our ‘training’ efforts on teaching leaders to reflect and to think. 

Excellent, refreshing.  Loved these insights. 

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SIOP conference

April 26th, 2012 · Comments Off on SIOP conference · Uncategorized

I am on a plane en route to the Society of Industrial and Organizational Psychology.  A large contingent from Southern Ontario’s Org Psyc/Management scholarship community is on the same plane including Gary Latham, Julian Barling, David Zweig, Sunjeev Patel, and a wack of graduate students.  As always, it promised to be an interesting conference.  First of all, it is being held in San Diego, a fantastic location.  I have never been and I am looking forward to seeing the sites.   Second, there are some interesting speakers presenting.  I have already planned out my sessions and created an itinerary for the next three days. 

The highlight presentation will be the closing plenary with keynote address from Albert Bandura.  If there ever was a ‘rock star’ in psychology (and there have been many), he is Elvis – the original ‘rock star.’ And not the sad overweight Elvis, the young sharp, top of his game Elvis.  Bandura is the originator of Social Cognitive Theory.  Easily the most widely cited psychological theory.  It is used across disciplines including human development, clinical psych, marketing, organizational psych and our understanding of morality.  At the core of SCT is the premise that the human experience is a function of the interactions between the individual, the environment.  People learn through observation. 

I would not have a research program if it were not for Bandura.  Almost all of my work borrows from his understanding of how a person’s thoughts influence their understanding of the world and their subsequent behaviour.  I have been profoundly impacted the construct of self-efficacy, or task specific confidence.  It might sound like a simple notion – the amount of assuredness that an individual possesses that they could complete a given activity – but Bandura was able to conceptualize it in detail, providing guidance on how it is developed and changed. 

Self-efficacy is distinct from self-esteem.  Self-esteem is a core construct.  It describes whether someone believes they are a worthy individual, or not.  Self-efficacy on the other hand is specific to different tasks.  I could have high self-efficacy for one task (e.g., tennis) and low self-efficacy for another (e.g., painting).  These fluctuations are unlikely to have an impact on my self-esteem. 

From my perspective, one of the most significant outcomes is that when faced with obstacles or failure someone with low self-efficacy will give up while an individual with high self-efficacy will redouble their efforts and persists.  Arming people with high self-efficacy for tasks that are important puts them in the best possible position for success.  I have been preoccupied with understanding how we can influence self-efficacy and the conditions under which this type of confidence is allowed to blossom.  As I noted, most of my research has been anchored here so I am in a debt of gratitude to Bandura… and I am quite in awe.  Very much looking forward to the talk.

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Exercise and Learning

April 11th, 2012 · Comments Off on Exercise and Learning · Uncategorized

There was a really interesting piece in the New York Times today about the relationship between exercise and addictions.  Neuroscientists at the University of Illinois at Urbana-Champaign found that mice who regularly ran on a treadmill and were given liquid cocaine were more likely to become behaviourally addicted to the substance than mice who were not regular exercisers.  The main take home message here is that exercise boasts our learning potential – for good and for evil!  How very interesting!

We have known for a long time that exercise supports learning.  If you are actively learning new material, the two most important things you can do for yourself are sleep and exercise.  Both activities encourage processes in the brain that enhance our ability to gain knowledge or acquire skills.  The interesting thing about the mouse study is that the learning that will be encouraged is not necessarily the goal directed deliberate process that comes to mind when we think about learning.  Learning, or habit formation, can be positive or negative in any context.  It might not lead to consequences as damaging as addiction but there could be some less than desirable outcomes from this process. 

I recognize that the study at Illinois looked at mice, but that is where most of understanding about behavior begins.  (Acquiring ethics approval for a study that requires the injection of liquid cocaine into the subjects is difficult enough to get for mice.)  Despite our beliefs that we are infinitely more intelligent than mice, at a cellular level our brain functions are surprisingly similar.  So please allow me to extrapolate the implications from this research to human beings. 

What if the brain function of regular exercisers is sufficiently different from non-exercisers to cause some differences in learning?  The main concern would be around the extinction of behaviours with negative consequences.  For most people, if we experience a negative consequence, we learn to do things differently the next time.  Is it possible that regular exercises will have trouble making these adjustments?  Is there a negative correlation between exercise and adaptability? 

This is all a bit of a leap, but what if… 

I could cut back on my running program on the basis that it is harming my productivity.  And here is the real take home message, can I find scientific support that will allow me to spend less time in the gym and more time with a good bottle of cabernet?

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Storytelling & Case Studies

April 5th, 2012 · Comments Off on Storytelling & Case Studies · Uncategorized

I am still thinking a lot about storytelling as a way to present material.  Thanks to those of you who read my earlier piece on reporting research through creative non-fiction writing.  I appreciated the comments I received on the site and by email.  More recently, I have considering the use of storytelling as a tool for teaching. 

Case studies are incredibly popular right now in business classrooms.  Most management programs have some case study focus and others a completely dominated by this method (e.g., Ivey at Western & Harvard).  It is engaging and effective but it is not without criticism. 

One of the biggest limitations of the case method from a pedagogical point of view is that it assumes foundational knowledge in the content area.  Case study learning is all about critical thinking and problem solving.  But how can you think critically about a topic unless you have a handle on the concepts and theories that underly the discipline.  One might argue that we can assign readings that rely the important concepts but that approach is limited.  We cannot assume that everyone will enter the classroom with enough of an understanding about the concepts in order to participate meaningfully in a case discussion.    So this is where storytelling comes in. 

Adults prefer to learn in a way that embeds the information in some kind of familiar context.  This is in contrast to children who have a high tolerance for the abstract.  Consider calculus, a young person will learn how to differentiate an equation for the sake of differentiation but an adult needs to know why!?  (You will not find the answer to that question in this Blog).  Storytelling presents an opportunity to connect theory to real life examples.  We can learn about theories of motivation and theories of learning through rich stories about the human experience.  We can share the principles of research methodology and research evidence through engaging narrative.  This approach is consistent with the case method.  The experience of hearing a story is similar to the experience of solving a case.  This similarity would allow an instructor to build a consistent set of materials that feels cohesive and moves in an obvious way from learning to application.  The storytelling is a way to gain exposure to the concepts and the cases are there to deepen the learning.

I would love to attend a class where my instructor moves from storyteller to facilitator.  What are your thoughts?

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More on modesty

March 20th, 2012 · Comments Off on More on modesty · Uncategorized

I just had a great moment!  I opened up a dataset last night and started to ‘clean’ it up in preparation for analyzing the content.  The process is slow and a little dull.  You need to look at a large set of numbers, look for missing cells, add up rows to create overall measures, and generally push around the data so that it makes sense.  Once you get into the rhythm of it, it can become quite addictive, almost meditative.  I stayed up until close to 2pm last night just organizing the file.  I then started to run the numbers but found that my mind was so fuzzy, I could barely organize my thoughts so I gave up and went to sleep.  This morning, I returned to the data – despite the fact that I have a million other more urgent things to do.  I had to know what was hidden in there.  Well, it was worth it.  After running a few simple queries, I found some interesting results.

This data is from a study that I ran some time ago where I had a Research Assistant (RA) interview young adults who were about to go on the job market.  These are people who should be preparing for job interviews and thinking about presenting their skills in the most positive light.  The RA asked a series of typical job interview questions and then provided the interviewees with feedback on their performance.  For the purposes of the study, the interviews were videorecorded.  Two other RAs then spent hours upon hours watching the videos and making note of a set of self-promoting and modest behaviours.  Managers were also asked to watch each video and rate the overall performance of the job candidate. 

So far I have found that men self-promoted more than women – not shocking.  The more interesting finding is that I found an interaction between modest behaviours and gender relative to performance scores.  I found the same interaction for self-promotion.  These results mirrors my earlier finding that modest females earn less than their peers and modest men earn more than their peers.  There is a different reward structure for men and women.  I need to do some more digging into the data – and some more thinking about the meaning of these results.  At a glance, the first implication is that teaching men and women to behave in the same way in job interviews will not lead to the same results for each gender.  We expect different sets of behaviours from men versus women and we penalize people when they do not meet our expectations.  Fair or not – this is the story that the data is telling. 

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Help! Selecting a slide for a presentation

March 8th, 2012 · Comments Off on Help! Selecting a slide for a presentation · Uncategorized

I will be giving a fun, low stress presentation next week related to my research on modesty and income.  I have 60 seconds to share an interesting research finding.  I am going to present the research  represented by the abstract below:

A robust finding in social psychology research is that women under-represent their accomplishments to others whereas men consistently self-promote their successes. In a study of (n = 68) unionized employees, the relationship between gender, modesty beliefs, and income was evaluated.  It was found that women who score low on modesty earn a larger income than those who score high while men who score high to moderate in modesty earn a larger income than those who score low.

My request to you is to help me to select a slide from the three that I have prepared.  Which do you like best?  Which one catches your attention (60s remember!)? 

Let me know by commenting here, sending an email to budworth@yorku.ca or a note to my twitter @budworth.

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An experiment: Comments welcome

March 3rd, 2012 · Comments Off on An experiment: Comments welcome · Uncategorized

I am experimenting with writing up my research in a creative format.  The text below is based on some work I did back in 2007.  Curious to hear what you think…

When I sat down at the back of the room, it was their voices that I noticed first.  Not what they were saying but the tone, inflection, and energy in their conversation.  In fact, when I reflect back on that day, I cannot picture any faces.  The women have all melded into one for me – a single compelling story.  This is not to say that they did not each have interesting and rich histories, but my access to them was limited and so I was left listening to their voices and hoping that I could understand something about each of them and all of them in the short time that I had. 

This story begins when a doctoral student, Basak Yanar, approached me and asked if I would supervise her summer research project.  She planned to return to her home in Istanbul Turkey for four months and, like any anxiety-ridden PhD student, she did not want to ‘waste’ the summer – as though a summer at home with family or a summer in Istanbul could be a waste.  Basak was interested in work I had done on training Native Canadian Youth to secure meaningful employment.  She proposed replicating the study in Istanbul with women.  While I admired her initiative, it would not be enough to repeat a study that I had already done.  I had to be convinced.  There had to be a better story. 

Several years prior in Northern Ontario, I had run a series of workshops where I trained Native Canadian Youth in job search and interview skills.  Along with this practical training, I had trained a portion of the youth in a technique called Verbal Self Guidance.  In this intervention, we ask people to pay attention to the thoughts they have around activities relevant to the job search. 

When I explain this technique to people, most think it is a bunch of Anthony Robbins, Deepak Chopra, self-actualization hocus-pocus.  It isn’t.  Highly successful people do this naturally, others need to learn how to do it and some just need to be reminded.  As an example, coaches are constantly telling high performance athletes to talk themselves through their training.  Tiger Woods is taught to think about each stroke as if it could possibly be a hole in one.  On the days when he starts to believe it is not possible, it isn’t.  We found that the same principle works when faced with all kinds of challenges. 

The young people who were trained in Verbal Self Guidance were more than three times as likely to have a job one year later.  As a researcher, this is the type of finding that makes me want to turn cartwheels.  But if I know that something works, why do I want to study the same thing again?

Basak pointed out that the women in Turkey faced double jeopardy – two types of discrimination, age and gender.  Okay, that’s enticing.  She also pointed out that they had the skills for an effective job search but had been so beaten down by the ‘system’ that they lacked the mindset.  There we go!  A more rigorous test of the technique and a chance to isolate its usefulness outside of skill training.  Imagine if we could improve an athlete’s game not by training them in the sport, but by training them to think differently. 

Four months later I found myself at the back of a classroom in the business building of Marmara University, Istanbul, Turkey.  No one spoke English.  Why would they?  I was deep in Istanbul, far away from any tourist centre.  I had already managed to check into a dormitory room, buy a calling card from a hut on the side of the road, and use a local pay phone without a useful word to communicate my intentions.  I was becoming quite settled into my role as ignorant and awkward observer. 

As the women entered the room they were animated in their conversation.  None of them knew one another prior to this morning.  Basak had recruited them from all around the city.  Some of them she had found by trolling local employment agencies asking women if they needed job search support.  The response was impressive.  In this session, we had fifteen women.  There were four additional sessions planned for the rest of the week. 

Basak introduced herself and then introduced me.  I have no idea what she said but it was clear that they were quite impressed that I had travelled all the way from Canada to sit at the back of a room.  As planned, she then started the session by asking one question.

“What do you think when you look at the job advertisements in the newspaper?”

The women erupted.  One woman stood up and spoke intensely while gesturing madly with the index finger of her right hand.  Another was close to tears as she relayed her experiences.  Basak had clearly touched on something raw and painful.  These women felt as though they had no options.  They felt shut out, excluded.  I could not understand a word that they said, but I understood the meaning perfectly. 

As the morning continued, I could feel the emotional fluctuations within the room.  There was intensity, sadness, warmth, and at times, hopefulness.  It felt good to be present and to be a witness to an honest experience.  These women would not have found each other without Basak, yet, they appear to be connecting in ways that people rarely do.  They were all hostages to the same circumstances. 

Shortly after the lunch hour Basak started to wind down the session.  I could feel the intensity evaporating from the room.  Without any noticeable change in posture or position, the women began to pull themselves back together and steel themselves to return to the real world.  Once the workshop had formally ended, some of the women began talking in small groups and others went directly to Basak to show their appreciation.  I stayed at the back of the room.  I felt as though I had just watched an intimate encounter through a two-way mirror.  It seemed as though I did not belong in the space.  For a few long moments, I stood awkwardly and wondered how I could get to the door without notice.  A small woman with gorgeous black hair, a black dress, and glimmering white teeth came straight toward me.  She hugged me and said a few words in Turkish.  I don’t know what they meant but they were warm and they held me tightly. 

I stayed in Turkey for only a few more days, just long enough to ensure Basak felt confident running the study on her own.  As is the case with most research, I lost touch with the experiences of the participants and waited to see what we could learn from the numbers we collected. 

I told the story of my trip to Istanbul to friends and family but in that version I relayed tales of walking through the markets and eating breakfast by the sea.  Talking about the women felt as though I was breaking a confidence and revealing their secrets.     

A few months later, Basak delivered a clean, beautiful dataset.  The data was beautiful in the story that it told.  A story of wonderful, generous women who were willing to sit with us one morning in Istanbul to hear what we had to say. 

The story had a happy ending.  Most of the women in groups like the one that Basak ran that morning in Istanbul were employed four months later.  In that time together they found the strength they needed to overcome systemic barriers that were deeply rooted in cultural and historical structures.   People have the capacity for enormous feats of resilience.  I learned all of this without ever understanding a word.

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Linkedln: One step forward, two steps back

February 28th, 2012 · Comments Off on Linkedln: One step forward, two steps back · Uncategorized

At a supervision meeting with a Master’s student yesterday, Jules Richardson and I became very enthusiastic about the student’s proposed study of LinkedIn.  The project is about the use of LinkedIn as a job search tool.  Surveys indicate that recruiters are increasingly using social media to identify appropriate applicants.  As a result, job seekers are turning to the tool as a way to promote themselves. 

The interesting thing about LinkedIn is the type of information that is encouraged within a user profile.  A complete profile consists of a work history, a short bio, references – and a photo!  Herein lies the interesting point – employers are not able to ask for photo resumes in the “real” world, yet on LinkedIn the user is rewarded for including a profile picture.  We understand that the more complete your profile according to LinkedIn’s criteria, the higher you will place in a search.  If you include your photo, it will be easier for a potential employer to find you.  But at what cost?

Photos introduce a great deal of bias and injustice in the recruitment process.  HR professionals are forever putting measures in place that reduce the amount of bias, stereotyping and prejudice in evaluation and then LinkedIn goes out there and reintroduces the opportunity to use appearance as a short cut for decision making.  We all carry biases with us despite our best intentions.  We reward people who are “similar” to us and discriminate against individuals who do not fit our idea of who should be in a given role.  We also reward the beautiful (see my earlier Blog on the effect of beauty in the workplace).

So here we are again, the internet is taking us forward in so many ways but holding us back in others.  Think carefully as you post your profile – are the details helpful or harmful to you as a job seeker? 

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