Speaking Up When It Matters
We all like to think we’d speak up if we saw something objectionable happening at our workplace—perhaps something ethically questionable or some evidence of discrimination. In fact, research suggests that most people tend not to act, and rationalize their inaction.
Writing in the Harvard Business Review, Heidi Grant, Associate Director of Columbia University’s Motivation Science Center and author of Nine Things Successful People Do Differently, offers suggestions for those who do want to be diligent employees and lend their voice to the conversation:
If you have spoken up at work, what were the results? To join the conversation, click "comments" above.
9/1/2020 02:36:19 pm
Love this. I attended a session where you talked about Impact vs. Intent Years ago. I still have the wallet cards in front of me. I talk about it all the time when staff are struggling.
9/1/2020 03:03:46 pm
Thanks so much for connecting with us about this. Love knowing that our work has had an impact on you and those you manage! And great that you still have our skill reinforcement card!
9/15/2020 09:29:40 am
Can you speak more about point 1? I would like to know more, and would appreciate a research reference.
9/16/2020 09:24:08 am
Thanks Sabrina for reflecting on this post. Your take is compelling: When we tell people that a task will be easy, hoping that will motivate them to try, the impact can be quite different. As you suggest, if I think something will be easy and it’s tough, rather than being motivated I am likely to be discouraged. The research is from: Harvard Business Review(https://bit.ly/3cout44), Heidi Grant, Associate Director of Columbia University’s Motivation Science Center and author of Nine Things Successful People Do Differently. (https://hbr.org/2011/02/nine-things-successful-people)
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