Personnel selection has always focused on one question: who will perform best? A 2025 provocation article argues this singular focus is ethically and practically inadequate, and that employee wellbeing should be treated as an explicit criterion alongside performance in how organisations select people.
Leadership research has long relied on broad personality traits. A 2026 meta-analysis of 203 datasets finds that the facets beneath those traits tell a considerably richer story, and that the personality profile that gets people chosen as leaders is often not the one that makes them effective.
Does leader mindfulness matter? A meta-analysis of 54 samples and 9,400 leaders finds it is associated with better leader wellbeing, stronger relationships, and positive outcomes for followers, with mindfulness interventions showing particular promise for reducing leader stress.
Research on coaching effectiveness has identified what matters. A 2024 systematic review goes further, specifying what effective coaches actually do and, crucially, when they do it across the phases of a coaching engagement.
When a psychology study finds that people judge X worse than Y, how many people actually did? A 2023 paper demonstrates that the answer is often far fewer than the finding implies, and that the gap between group statistics and individual reality is one of psychology's most underacknowledged problems.
Work engagement is widely valued but its link to actual performance has not always been rigorously tested. A 2023 meta-analysis of 174 studies finds a consistent and meaningful correlation, with engaged employees demonstrably outperforming their less engaged counterparts.
AI is already handling routine management. A 2023 opinion piece argues the assumption that human leadership is safe from automation deserves serious challenge, and that business education has not yet reckoned with what that means.
Workplace wellbeing programmes are widely offered and widely trusted. A 2024 study of 46,000 workers finds that participants report mental health outcomes no better than those who received nothing at all.
The case for large CEO bonuses rests on the assumption that they drive company performance. A 2023 systematic review of four decades of evidence finds that assumption is largely unsupported, and that nobody had thought to check it systematically until now.
The dark triad of leadership, narcissism, Machiavellianism, and psychopathy, has attracted surprising admiration in some research quarters. A 2022 paper proposes an explicit alternative rooted in Buddhist psychology, and argues the admiration has been measuring success far too narrowly.
