Steven G. Rogelberg – författare

A recent estimate suggests that employees endure a staggering 55 million meetings a day in the United States. This tremendous time investment yields only modest returns. No organization made up of human beings is immune from the all-too-common meeting gripes: those that fail to engage, those that inadvertently encourage participants to tune out, and those that blatantly disregard participants' time. Most companies and leaders view poor meetings as an inevitable cost of doing business. But managers can take heart: researchers now have a clear understanding of the key drivers that make meetings successful. In The Surprising Science of Meetings, Steven G. Rogelberg, researcher and consultant to some of the world's most successful companies, draws from extensive research, analytics and data mining, and survey interviews with over 5,000 employees across a range of industries to share the proven practices and techniques that help managers and employees enhance the quality of their meetings. For those who lead and participate in meetings, Rogelberg provides immediate direction, guidance, and relief, offering a how-to guide to change your working life starting today.

A recent estimate suggests that employees endure a staggering 55 million meetings a day in the United States. This tremendous time investment yields only modest returns. No organization made up of human beings is immune from the all-too-common meeting gripes: those that fail to engage, those that inadvertently encourage participants to tune out, and those that blatantly disregard participants'' time. Most companies and leaders view poor meetings as an inevitable cost of doing business. But managers can take heart: researchers now have a clear understanding of the key drivers that make meetings successful. In The Surprising Science of Meetings, Steven G. Rogelberg, researcher and consultant to some of the world''s most successful companies, draws from extensive research, analytics and data mining, and survey interviews with over 5,000 employees across a range of industries to share the proven practices and techniques that help managers and employees enhance the quality of their meetings. For those who lead and participate in meetings, Rogelberg provides immediate direction, guidance, and relief, offering a how-to guide to change your working life starting today.

A recent estimate suggests that employees endure a staggering 55 million meetings a day in the United States. This tremendous time investment yields only modest returns. No organization made up of human beings is immune from the all-too-common meeting gripes: those that fail to engage, those that inadvertently encourage participants to tune out, and those that blatantly disregard participants'' time. Most companies and leaders view poor meetings as an inevitable cost of doing business. But managers can take heart: researchers now have a clear understanding of the key drivers that make meetings successful. In The Surprising Science of Meetings, Steven G. Rogelberg, researcher and consultant to some of the world''s most successful companies, draws from extensive research, analytics and data mining, and survey interviews with over 5,000 employees across a range of industries to share the proven practices and techniques that help managers and employees enhance the quality of their meetings. For those who lead and participate in meetings, Rogelberg provides immediate direction, guidance, and relief, offering a how-to guide to change your working life starting today.

There are an estimated 200-500 million 1:1 meetings held each day around the world. In Glad we Met: The Art and Science of 1:1 Meetings Dr. Steven Rogelberg, author of The Surprising Science of Meetings, brings new and strategic insight to help us maximize the potential of these crucial conversations. 1:1s are arguably one of the most critical meeting types for the success of team members, managers, coaches, teams, and organizations. The best managers recognize that 1:1s are not an add-on to their role as a manager, conducting 1:1s successfully ARE foundational to being a manager. At the same time, these meetings fundamentally influence a direct report's experience at work, including how they engage and attach to their role, perceive the effectiveness of their manager, and envision their future at the organization. Leveraging research and evidence collected over 20 years from managers and team members, and drawing on interviews with top leaders from some of the most respected companies in the world, Steven Rogelberg covers topics such as:· Why effective 1:1s are critical to your success and the success of your team · Messaging and positioning 1:1s for maximum value · Finding the correct 1:1 cadence and meeting length to maximize positive impact without over-meeting· Managing the intricate balance of productivity-building, relationship-building, and employee development· Designing 1:1s with intentionality, from where to conduct the meeting to building agendas to optimize effectiveness· Acting as leader coach and leveraging key skills around facilitation, listening, and feedback-giving· How to personalize your 1:1 approach to fit you and your direct reports - one size does not fit all

"Steven Rogelberg knows more about how to improve meetings than anyone on earth." - Adam Grant, PhD, #1 New York Times bestselling author of Think Again and Hidden Potential, and host of the TED podcast WorkLifeSHRM top 12 New Books * The Next Big Idea Club''s January 2024 Must-Read Books There are an estimated 200-500 million 1:1 meetings held each day around the world, but are they run as transformatively as they could be? Or are they just talk? In Glad We Met: The Art and Science of 1:1 Meetings Dr. Steven Rogelberg, author of The Surprising Science of Meetings, helps us maximize the potential of these crucial conversations. 1:1s are arguably one of the most critical meeting types for the success of team members, managers, coaches, teams, and organizations. The best managers recognize that 1:1s are not an add-on to their role as a manager. Conducting 1:1s successfully are foundational to being a manager. At the same time, these meetings are the core of a direct report''s experience and development at work, including how well they engage and attach to their role, perceive the effectiveness of their manager, and envision their future at the organization. Scouring the research and evidence collected over 20 years from managers and team members, and drawing on interviews with top leaders from some of the most respected companies in the world, Steven Rogelberg covers topics such as:? Why effective 1:1s are critical to your success and the success of your team ? Messaging and positioning 1:1s for maximum value ? Finding the correct 1:1 cadence and meeting length to maximize positive impact without over-meeting? Managing the intricate balance of productivity-building, relationship-building, and employee development? Designing 1:1s with intentionality, from where to conduct the meeting to building agendas to optimize effectiveness? Acting as leader coach and leveraging key skills around facilitation, listening, and feedback-giving? How to personalize your 1:1 approach to fit you and your direct reports - one size does not fit allGlad We Met will make managers and direct reports walk away from every 1:1 energized more than any other moment of their workweek and with enduring impact.

"Steven Rogelberg knows more about how to improve meetings than anyone on earth." - Adam Grant, PhD, #1 New York Times bestselling author of Think Again and Hidden Potential, and host of the TED podcast WorkLifeSHRM top 12 New Books * The Next Big Idea Club''s January 2024 Must-Read Books There are an estimated 200-500 million 1:1 meetings held each day around the world, but are they run as transformatively as they could be? Or are they just talk? In Glad We Met: The Art and Science of 1:1 Meetings Dr. Steven Rogelberg, author of The Surprising Science of Meetings, helps us maximize the potential of these crucial conversations. 1:1s are arguably one of the most critical meeting types for the success of team members, managers, coaches, teams, and organizations. The best managers recognize that 1:1s are not an add-on to their role as a manager. Conducting 1:1s successfully are foundational to being a manager. At the same time, these meetings are the core of a direct report''s experience and development at work, including how well they engage and attach to their role, perceive the effectiveness of their manager, and envision their future at the organization. Scouring the research and evidence collected over 20 years from managers and team members, and drawing on interviews with top leaders from some of the most respected companies in the world, Steven Rogelberg covers topics such as:? Why effective 1:1s are critical to your success and the success of your team ? Messaging and positioning 1:1s for maximum value ? Finding the correct 1:1 cadence and meeting length to maximize positive impact without over-meeting? Managing the intricate balance of productivity-building, relationship-building, and employee development? Designing 1:1s with intentionality, from where to conduct the meeting to building agendas to optimize effectiveness? Acting as leader coach and leveraging key skills around facilitation, listening, and feedback-giving? How to personalize your 1:1 approach to fit you and your direct reports - one size does not fit allGlad We Met will make managers and direct reports walk away from every 1:1 energized more than any other moment of their workweek and with enduring impact.

Handbook of Research Methods in Industrial and Organizational Psychology is a comprehensive and contemporary treatment of research philosophies, approaches, tools, and techniques indigenous to industrial and organizational psychology.

Only available research handbook for Industrial & Organizational Psychology. Contributors are leading methodological & measurement scholars. Excellent balance of practical and theoretical insights which will be of interest to both novice and experienced organizational researchers. Great companion to the content-oriented Handbooks. Now available in full text online via xreferplus, the award-winning reference library on the web from xrefer. For more information, visit www.xreferplus.com

Handbook of Research Methods in Industrial and Organizational Psychology is a comprehensive and contemporary treatment of research philosophies, approaches, tools, and techniques indigenous to industrial and organizational psychology.

Only available research handbook for Industrial & Organizational Psychology. Contributors are leading methodological & measurement scholars. Excellent balance of practical and theoretical insights which will be of interest to both novice and experienced organizational researchers. Great companion to the content-oriented Handbooks. Now available in full text online via xreferplus, the award-winning reference library on the web from xrefer. For more information, visit www.xreferplus.com

This first volume to analyze the science of meetings offers a unique perspective on an integral part of contemporary work life. More than just a tool for improving individual and organizational effectiveness and well-being, meetings provide a window into the very essence of organizations and employees' experiences with the organization. The average employee attends at least three meetings per week and managers spend the majority of their time in meetings. Meetings can raise individuals, teams, and organizations to tremendous levels of achievement. However, they can also undermine effectiveness and well-being. The Cambridge Handbook of Meeting Science assembles leading authors in industrial and organizational psychology, management, marketing, organizational behavior, anthropology, sociology, and communication to explore the meeting itself, including pre-meeting activities and post-meeting activities. It provides a comprehensive overview of research in the field and will serve as an invaluable starting point for scholars who seek to understand and improve meetings.

This first volume to analyze the science of meetings offers a unique perspective on an integral part of contemporary work life. More than just a tool for improving individual and organizational effectiveness and well-being, meetings provide a window into the very essence of organizations and employees' experiences with the organization. The average employee attends at least three meetings per week and managers spend the majority of their time in meetings. Meetings can raise individuals, teams, and organizations to tremendous levels of achievement. However, they can also undermine effectiveness and well-being. The Cambridge Handbook of Meeting Science assembles leading authors in industrial and organizational psychology, management, marketing, organizational behavior, anthropology, sociology, and communication to explore the meeting itself, including pre-meeting activities and post-meeting activities. It provides a comprehensive overview of research in the field and will serve as an invaluable starting point for scholars who seek to understand and improve meetings.

This first volume to analyze the science of meetings offers a unique perspective on an integral part of contemporary work life. More than just a tool for improving individual and organizational effectiveness and well-being, meetings provide a window into the very essence of organizations and employees'' experiences with the organization. The average employee attends at least three meetings per week and managers spend the majority of their time in meetings. Meetings can raise individuals, teams, and organizations to tremendous levels of achievement. However, they can also undermine effectiveness and well-being. The Cambridge Handbook of Meeting Science assembles leading authors in industrial and organizational psychology, management, marketing, organizational behavior, anthropology, sociology, and communication to explore the meeting itself, including pre-meeting activities and post-meeting activities. It provides a comprehensive overview of research in the field and will serve as an invaluable starting point for scholars who seek to understand and improve meetings.

This first volume to analyze the science of meetings offers a unique perspective on an integral part of contemporary work life. More than just a tool for improving individual and organizational effectiveness and well-being, meetings provide a window into the very essence of organizations and employees'' experiences with the organization. The average employee attends at least three meetings per week and managers spend the majority of their time in meetings. Meetings can raise individuals, teams, and organizations to tremendous levels of achievement. However, they can also undermine effectiveness and well-being. The Cambridge Handbook of Meeting Science assembles leading authors in industrial and organizational psychology, management, marketing, organizational behavior, anthropology, sociology, and communication to explore the meeting itself, including pre-meeting activities and post-meeting activities. It provides a comprehensive overview of research in the field and will serve as an invaluable starting point for scholars who seek to understand and improve meetings.

Handbook of Research Methods in Industrial and Organizational Psychology is a comprehensive and contemporary treatment of research philosophies, approaches, tools, and techniques indigenous to industrial and organizational psychology. Only available research handbook for Industrial & Organizational Psychology.Contributors are leading methodological & measurement scholars.Excellent balance of practical and theoretical insights which will be of interest to both novice and experienced organizational researchers.Great companion to the content-oriented Handbooks.Now available in full text online via xreferplus, the award-winning reference library on the web from xrefer. For more information, visit www.xreferplus.com

Collaborator. Communicator. Connector. Coach.As a mid-level manager, you're being tasked with more than ever before. You're expected to lead innovation, develop talent, execute on strategy, create an inclusive culture, and help your people adapt to constant change. How can you do it all and be successful?If you read nothing else on being an effective mid-level manager, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the best ones to help you build buy-in up and down your organization, secure time and resources for key projects, and lead change—all while getting the most important work done.This book will inspire you to:Build winning teams and develop talentTransform your role from intermediary to innovatorFoster a culture of psychological safetyBalance being a leader with being an individual contributorForm partnerships and leverage internal networksLead your organization from the middleThis collection of articles includes "Managers Can't Do It All," by Diane Gherson and Lynda Gratton; "The Real Value of Middle Managers," by Zahira Jaser; "In Praise of Middle Managers," by Quy Nguyen Huy; "Managing Your Boss," by John J. Gabarro and John P. Kotter; "Get the Boss to Buy In," by Susan J. Ashford and James Detert; "The Secrets of Great Teamwork," by Martine Haas and Mark Mortensen; "How the Best Bosses Interrupt Bias on Their Teams," by Joan C. Williams and Sky Mihaylo; "Making the Hybrid Workplace Fair," by Mark Mortensen and Martine Haas; "Why Strategy Execution Unravels—and What to Do About It," by Donald Sull, Rebecca Homkes, and Charles Sull; "The Leader as Coach," by Herminia Ibarra and Anne Scoular; "Make the Most of Your One-on-One Meetings," by Steven G. Rogelberg; "Learn When to Say No," by Bruce Tulgan; and "Begin with Trust," by Frances Frei and Anne Morriss.

Balance being a leader with being an individual contributor.

Collaborator. Communicator. Creator. Coach. Conduit. The pandemic, and the resultant ever-evolving landscape of hybrid work, highlighted that we''re asking more of our mid-level managers than ever. You balance leading your team with maintaining your high-level individual performance. You provide feedback and coaching, support your people through tough times, field requests large and small, and communicate in every direction. Mid-level managers are the key to managing a hybrid workforce, leading innovation, managing talent, and helping your organization—and its people—adapt to our changing world.

If you read nothing else on being an effective mid-level manager, read these 10 articles by experts in the field. We''ve combed through hundreds of Harvard Business Review articles and selected the best ones to help you manage up and down, interpret and distill important messages, lobby for time and resources for key projects and players, and lead change—all while getting things done.

This book will inspire you to:

Build teams and develop talentTransform your role from intermediary to innovatorEncourage critical thinkingFoster a culture of psychological safetyLead change by leveraging internal networksUnderstand the cognitive and emotional drain of having both high and low powerForm partnerships at every level of the organization

HBR''s 10 Must Reads paperback series is the definitive collection of books for new and experienced leaders alike. Leaders looking for the inspiration that big ideas provide, both to accelerate their own growth and that of their companies, should look no further. HBR''s 10 Must Reads series focuses on the core topics that every ambitious manager needs to know: leadership, strategy, change, managing people, and managing yourself. Harvard Business Review has sorted through hundreds of articles and selected only the most essential reading on each topic. Each title includes timeless advice that will be relevant regardless of an ever‐changing business environment.

I'm not here to make work friends. Or am I?Managers, peers, work friends, mentors, frenemies, annoying people, romantic interests, your boss's boss, and so on. We probably spend more hours with our coworkers than with anyone else. So even if they're not all perfect, it's worth building connections with them that will provide you with support, help you network and learn, and keep your career moving forward.Bosses, Coworkers, and Building Great Work Relationships is filled with practical advice from HBR experts who can help you answer questions like:What's the best way to have a tough conversation with my boss?How do I connect with people and make real friends at work?When should I opt into (or out of) office politics?How can I build a strong professional network?This book will help you make so-so work relationships better, keep the bad ones from bringing you down, and build lasting connections with incredible people.Rise faster with quick reads, real-life stories, and expert advice. The HBR Work Smart Series features the topics that matter to you most in your early career, including being yourself at work, collaborating with (sometimes difficult) colleagues and bosses, managing your mental health, and weighing major job decisions. Each title includes chapter recaps and links to video, audio, and more. The HBR Work Smart Series books are your practical guides to stepping into your professional life and moving forward with confidence.

I''m not here to make work friends. Or am I?

Managers, peers, work friends, mentors, frenemies, annoying people, romantic interests, your boss''s boss, and so on. We probably spend more hours with our coworkers than with anyone else. So even if they''re not all perfect, it''s worth building connections with them that will provide you with support, help you network and learn, and keep your career moving forward.

Bosses, Coworkers, and Building Great Work Relationships is filled with practical advice from HBR experts who can help you answer questions like:

What''s the best way to have a tough conversation with my boss?How do I connect with people and make real friends at work?When should I opt into (or out of) office politics?How can I build a strong professional network?

This book will help you make so-so work relationships better, keep the bad ones from bringing you down, and build lasting connections with incredible people.

Rise faster with quick reads, real-life stories, and expert advice. The HBR Work Smart Series features the topics that matter to you most in your early career, including being yourself at work, collaborating with (sometimes difficult) colleagues and bosses, managing your mental health, and weighing major job decisions. Each title includes chapter recaps and links to video, audio, and more. The HBR Work Smart Series books are your practical guides to stepping into your professional life and moving forward with confidence.

Industrial and organizational psychologists help develop strategies that optimize human potential and build better organizations by focusing on behavior within the specific environmental, technological, and social environment of the workplace. Bottom line, I/O psychologists contribute to an organization′s success by resolving its human problems and improving the performance and well-being of its people. With more than 400 entries, the Encyclopedia of Industrial and Organizational Psychology presents a thorough overview of the cross-disciplinary field of industrial and organizational psychology for students, researchers, and professionals in the areas of psychology, business, management, and human resources. In two volumes, readers are provided with state-of-the-art research and ready-to-use facts. Key Features Covers cutting-edge topics such as terrorism at work and cyber-loafing as well as timeless topics such as employee selection techniques, performance management, leadership, diversity, career development, compensation and work rewards, conflict resolution, ergonomics, teams, group dynamics, workplace safety, judgment and decision making, life/work balance, motivation, job satisfaction, training programs, workplace stress and health, and much more! Contributors represent the foremost faculty, journal editors, practitioners, and professional society leaders from through out the world. They provide a historical and contemporary perspective on the topic in a reader-friendly manner that stresses both science and practical application. Extensive cross-listing allows the reader to identify common threads among topics. Entries conclude with references and lists of further readings and web sites. Offers contributions from major subfields shaping I/O Psychology today, including social psychology, industrial relations, communication studies, organizational sociology, human factors, occupational health, and management Provides a Reader′s Guide topical table of contents and an integrated set of unique appendices designed for an aspiring I/O psychologist. Key Themes History Ethical and Legal IssuesResearch Methods Measurement Theory and Statistics Understanding and Assessing Individual Differences Employment, Staffing, and Career Issues Developing, Training, and Evaluating Employees Productive and Counterproductive Employee Behavior Motivation and Job Design Leadership and Management Groups, Teams, and Working with Others Employee Well-Being and Attitudes Organizational Structure, Design, and Change Professional Organizations and Related Fields

The well-received first edition of the Encyclopedia of Industrial and Organizational Psychology (2007, 2 vols) established itself in the academic library market as a landmark reference that presents a thorough overview of this cross-disciplinary field for students, researchers, and professionals in the areas of psychology, business, management, and human resources. Nearly ten years later, SAGE presents a thorough revision that both updates current entries and expands the overall coverage, adding approximately 200 new articles, expanding from two volumes to four. Examining key themes and topics from within this dynamic and expanding field of psychology, this work offers a truly cross-cultural and global perspective.

Balance being a leader with being an individual contributor.Collaborator. Communicator. Creator. Coach. Conduit. The pandemic, and the resultant ever-evolving landscape of hybrid work, highlighted that we're asking more of our mid-level managers than ever. You balance leading your team with maintaining your high-level individual performance. You provide feedback and coaching, support your people through tough times, field requests large and small, and communicate in every direction. Mid-level managers are the key to managing a hybrid workforce, leading innovation, managing talent, and helping your organization—and its people—adapt to our changing world.If you read nothing else on being an effective mid-level manager, read these 10 articles by experts in the field. We've combed through hundreds of Harvard Business Review articles and selected the best ones to help you manage up and down, interpret and distill important messages, lobby for time and resources for key projects and players, and lead change—all while getting things done.This book will inspire you to:Build teams and develop talentTransform your role from intermediary to innovatorEncourage critical thinkingFoster a culture of psychological safetyLead change by leveraging internal networksUnderstand the cognitive and emotional drain of having both high and low powerForm partnerships at every level of the organizationHBR's 10 Must Reads paperback series is the definitive collection of books for new and experienced leaders alike. Leaders looking for the inspiration that big ideas provide, both to accelerate their own growth and that of their companies, should look no further. HBR's 10 Must Reads series focuses on the core topics that every ambitious manager needs to know: leadership, strategy, change, managing people, and managing yourself. Harvard Business Review has sorted through hundreds of articles and selected only the most essential reading on each topic. Each title includes timeless advice that will be relevant regardless of an ever‐changing business environment.