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A 2025 article co-authored by our guest today, sought to answer two critical questions: Are exceptional performers at young ages and at later peak performance age largely the same individuals? AndDo predictors of young exceptional performance also predict later exceptional peak performance? So what is the answer? And what might this mean for high performance across multiple domains? To explore this further I am joined by Arne Güllich, professor of sports science at RPTU Kaiserslautern and a leading expert in the area of high performance across multiple domains. The article discussed in the interview - Güllich, A., Barth, M., Hambrick, D. Z., & Macnamara, B. N. (2025). Recent discoveries on the acquisition of the highest levels of human performance. Science, 390(6779), eadt7790 – is available here: https://www.science.org/doi/pdf/10.1126/science.adt7790?casa_token=LEiJ0xrLHyYAAAAA:9z8cEG-j4nKmTHPiktfip2Afu55JH1OrEW0nISxPTvoWTl2BP0MITOk3egB5tekbOUwdryyrBMMq Hosted on Acast. See acast.com/privacy for more information.

A recent online article in the Council on Business & Society Insights, co-authored by our guest today, argued that... For much of the twentieth century, corporate governance was guided by a simple principal: maximise shareholder value, and broader social benefits will follow. But in an era defined by sustainability, ESG expectations, and growing demands for accountability, that assumption is increasingly being questioned. Corporations shape far more than markets. They influence employment, communities, and the environment in ways that extend well beyond balance sheets. As these impacts become more visible, the question of corporate purpose is no longer theoretical – it is central to how businesses create long-term value and legitimacy in society That is all well and good in theory, but what does that mean in practical terms for organisations and their leaders? To explore this further I am delighted to be joined by Professor Tanusree Jain. About our guest… Tanusree Jain is Professor at Copenhagen Business School. She is an expert on corporate governance and how and through what mechanisms it affects responsible and irresponsible firm behaviors including CSR, ESG, stakeholder management and mismanagement. Tanusree’s research has received awards and nominations from reputed international associations and academic journals and she has advised various for-profit and non-profit organizations, entrepreneurs, and social enterprises as well as being a regular commentator in the media. The article discussed in the interview is available here: https://cobsinsights.org/2026/03/24/social-welfare-rethinking-corporate-governance/ Further information about Tanusree and her research is available here: https://www.cbs.dk/en/research/departments/department-management-society-and-communication/tanusree-jainhttps://scholar.google.com/citations?user=jZg8WfsAAAAJ&hl=en Hosted on Acast. See acast.com/privacy for more information.

The concept of the academic “ivory tower” is often thrown out as a criticism of a detached cohort of university researchers dedicating their lives to examining topics that are of only marginal interest or relevance to those working in the so-called real world. Yet perhaps the issue is less about what these ivory tower academics are researching, and more about how those very same academics communicate both what they are doing and what the key findings of their research are. To better explore the question of academic communication I am delighted to be joined by Professor Michael Haenlein. About our guest… Michael Haenlein is a Professor of Marketing at ESCP Business School in Paris. His main area of expertise is the impact of new technologies on firms and consumers. Within this space, Michael has worked on questions related to online retailing, social media, influencer marketing, mobile gaming, and, more recently, artificial intelligence, video gaming, and live streaming. Michael is among the Top 20 most-cited researchers in marketing worldwide and has published in the top journals in his field. You can follow Michael on LinkedIn: https://www.linkedin.com/in/michael-haenlein-crm/And find out more about his research on his Google Scholar page: https://scholar.google.com/citations?user=U8EpCO8AAAAJ&hl=en&oi=ao Hosted on Acast. See acast.com/privacy for more information.

In the minds of many, entrepreneurship is an inherently capitalist activity – an entrepreneur starts a business and, all going well, it grows and they make money. Yet how does this explain the concept of “social entrepreneurship” and all that it entails? To explore this further it is a pleasure to welcome Professor Sheila Cannon to the Brain for Business podcast. About our guest… Sheila Cannon is Associate Professor in Social Innovation at Trinity Business School, Trinity College Dublin. She conducts research on and teaches about social enterprises, nonprofits, and civil society organisations. Her research contributes to knowledge on how organisations influence and respond to socio-cultural change. So far, she has studied contexts including peacebuilding, LGBTQ rights, reproductive rights, digital disruption, just transition, rural development, and nature based enterprises. You can find out more about Sheila and her research at this page: https://www.tcd.ie/business/people/faculty-professors/cannonsh/ More information on some of the organisations discussed in the podcast is available on their websites: https://moyeecoffee.ie/https://food.cloud/https://shuttleknit.ie/ Hosted on Acast. See acast.com/privacy for more information.

When it comes to innovation, decision making and other organisational processes, managing idea selection and maximising the outcomes in this selection process is critical, affecting both organisational performance and employee morale. So how do organisations select ideas? And how might they do this differently? To explore this in more detail I am delighted to speak to Professor Dmitry Sharapov of Imperial College London. About our guest… Dmitry Sharapov is Associate Professor of Innovation, Entrepreneurship, and Strategy, and MRes/PhD Director for the Management & Entrepreneurship department. Dmitry's research interests lie at the intersections of the literatures on competitive strategy, innovation management, and decision-making under uncertainty. His research, which has been published in journals including the Academy of Management Journal, Academy of Management Review, Strategic Management Journal, and Research Policy, aims to improve our understanding of (1) the antecedents, processes, and consequences of organizations imitating one another, (2) the inventive process and how organizations select which novel ideas to support, and (3) strategy in business ecosystems. Empirical settings for exploring these questions include large multinational technology companies, startup accelerators, the US movie industry, and the America's Cup World Series sailing competition. The article discussed in the interview – Selection Regimes and Selection Errors – is available open access here: https://pubsonline.informs.org/doi/full/10.1287/orsc.2023.17482 Hosted on Acast. See acast.com/privacy for more information.

A recent paper, co-authored by our guest today, Professor Kristie Neff, addresses the question of how social class origin influences entrepreneurial performance most particularly in terms of individual-level risk-taking, and under what social network conditions the relationship between social class origin and entrepreneurial performance is most pronounced. About our guest… Kristie Neff is an Assistant Professor in the Ivy College of Business (Department of Management & Entrepreneurship) at Iowa State University. At a broad level, Kristie’s research centers on the role of organizations in addressing pressing societal issues. Her main research investigates inclusive work, with a focus on social class within and around organizations. She is especially interested in the interpersonal interactions and organizational policies and processes that facilitate mobility.  In 2025, Kristie received the Southern Management Association (SMA) Ascendant Scholar Award for early career academics. You can find out more about Kristie and her work here: https://www.linkedin.com/in/kristieneff/https://www.kristiemoergen.com/ The paper discussed in the interview - Founders’ Social Class Origin, Risk-Taking, and Venture Performance: A Bourdieusian Lens - is available here: https://midus.wisc.edu/wp-content/uploads/2024/04/3093.pdf Hosted on Acast. See acast.com/privacy for more information.

In a 2022 paper published in Science Advances, our guest today along with co-authors argued that “Public attitudes that are in opposition to scientific consensus can be disastrous and include rejection of vaccines and opposition to climate change mitigation policies.” So what does this mean? And what are the implications for both science and society? To discuss this I am joined by Professor Nick Light of the Lundquist College of Business at the University of Oregon. About our guest… In his research, Nick applies what marketers and psychologists have learned about consumer knowledge, preferences, and risk perceptions to address problems relating to the public’s understanding of science. Nick also studies consumers’ perceptions of the simplicity or complexity of brands, objects, and phenomena, and the downstream consequences of those perceptions. Prior to joining academia, Nick worked for about 8 years as a marketing manager and strategist for several Fortune 500 brands in New York City and interned at the United Nations. Nick’s website with more information on his research can be accessed here: www.nicklightresearch.comThe paper discussed in the article - Knowledge overconfidence is associated with anti-consensus views on controversial scientific issues - is open access and available here: https://www.science.org/doi/10.1126/sciadv.abo0038More information on University of Oregon Center for Science Communication Research can be found here: https://scr.uoregon.edu/ Hosted on Acast. See acast.com/privacy for more information.

When people set up their own business or go it alone, it makes sense for to want to establish their own identity, yet sometimes that might come at a cost… what if your identity is so distinctive that potential customers or clients don’t understand what you do or why you are so special? To explore the question of “optimal distinctiveness” in the context of strategic positioning I am delighted to be joined today by Professor Daphne Demetry. About our guest... Daphne Demetry is an Associate Professor of Strategy & Organization and Bensadoun Faculty Scholar in the Desautels Faculty of Management at McGill University As an organizational theorist and economic sociologist, Daphne uses primarily ethnographic and qualitative methods to explore questions of how entrepreneurs and organizations create and negotiate meaning as they interact with their audiences. She has explored these questions predominately in the craft and creative fields and especially the culinary industry, e.g., underground and pop-up restaurants, gourmet food trucks, and fine dining establishments. You can find out more about Daphne’s research here: https://www.mcgill.ca/desautels/daphne-demetryThe article discussed in the interview - Cutting the apron strings: Establishing optimal distinctiveness from mentors in creative industries by Daphne Demetry and Rachel Doern - can be accessed here (open access): https://sms.onlinelibrary.wiley.com/doi/full/10.1002/smj.70003 Hosted on Acast. See acast.com/privacy for more information.

A 2020 article by the polling firm, Gallup, argued that: “The micromanager has become a bit of a boogeyman in the business world. Nobody wants to work for one. Few managers want to be one. Everyone has a horror story about one.”  To explore the topic of micromanagement and its implications I am delighted to be joined by Dr Catherine Deen. About our guest… Catherine Deen is a Senior Lecturer in HR and Organisation Behaviour at the School of Business, University of New South Wales Canberra. As an organisational behaviour researcher, Catherine has a growing reputation for excellent research in the areas of work-related intimate partner aggression, leadership, and the vocational experiences of vulnerable workers. Prior to entering academia, Catherine amassed more than 20 years of industry experience in educational administration, teaching, and research. Since formally entering academia in 2018, Catherine’s research has been published in a range of top management journals. To find out more information about Catherine and her research take a look at the following links: www.catherinedeen.comhttps://lead.fiu.edu/news/2024/my-way-or-the-highway.html Hosted on Acast. See acast.com/privacy for more information.

“Collective stupidity is fairly common in organisations. Firms full of very smart individuals who act in reckless ways that destroy them. Governments and nations that engage in acts of self-harm, descending into economic decline or civil war. Armies that repeat failed tactics. It’s easy to see collective stupidity as something others slip into because of their own idiocy or moral failings. But this perspective misses much. We are all party to such follies.” So wrote our guest today, Professor Sir Geoff Mulgan, in a recent paper on the focus of our conversation: Collective Stupidity and its implications for individuals, organisations and society. About our guest Sir Geoff Mulgan CBE is Professor of Collective Intelligence, Public Policy and Social Innovation at University College London (UCL). Prior to that he was Chief Executive of Nesta, the UK’s innovation foundation, between 2011 and the end of 2019. From 1997 to 2004 Geoff had roles in the UK government including director of the Government’s Strategy Unit and head of policy in the Prime Minister’s office. From 2004 to 2011 he was the first Chief Executive of The Young Foundation. He was the first director of the think-tank Demos; and has been a reporter on BBC TV and radio The article discussed in the interview is open access and is available here: Mulgan, G. (2025). A Theory of Collective Stupidity in Organisations–and Possible Remedies. Organization Studies, 46(9), 1331-1335.https://journals.sagepub.com/doi/pdf/10.1177/01708406251349313 Hosted on Acast. See acast.com/privacy for more information.

A forthcoming article by our guests today – appropriately titled “Rethinking Stardom" - argues that: Star performers are increasingly capturing the attention of both researchers and practitioners alike. However, studies on these uber-performers often employ disparate definitions, theoretical foundations and assumptions, and methods and analyses, which creates significant tension and confusion in the comparison of findings and the formation of a clear understanding of what star performance truly entails and its impact on individuals, teams, and organizations. To better explore the concept of star performers in organisations I am delighted to be joined by the two authors of this paper: Professor Ernest O’Boyle, Dale Coleman Chair of Management and Professor at Indiana University - Kelley School of Business, and Martin Gotz, Senior Teaching and Research Assistant in the Department of Psychology at the University of Zurich in Switzerland. The article discussed in the interview is available here: O'Boyle, E. H., & Götz, M. (2025). Rethinking stardom: A relativistic approach to studying the absolute best performers. Annual Review of Organizational Psychology and Organizational Behavior, 13.Rethinking Stardom: A Relativistic Approach to Studying the Absolute Best Performers | Annual Reviews Hosted on Acast. See acast.com/privacy for more information.

According to Forbes magazine, in 2020 alone global spend on corporate training programmes, often focused on leadership development, exceeded $350 billion. Yet how effective, if at all, are these programmes? And are they perhaps just a massive waste of time and money? To dig deep into the question of why leadership development might be failing us I am delighted to be joined on the podcast by Professor Moran Anisman-Razin. About our guest… Dr. Moran Anisman-Razin, is an Associate Professor of Work and Organizational Psychology in the Department of Work and Employment Studies at the Kemmy Business School, University of Limerick. She is also a Visiting Research Scholar at the Behavioral Science and Policy Center, Social Science Research Institute at Duke University, USA and Faculty Affiliate at the Center for Innovative Leadership, Carey Business School, Johns Hopkins university.   Through her work, Moran explores questions of leadership in organizations and is particularly interested in examining leaders' perspectives and identities as shaping behavior, leader development, and exploring ways to make leadership development programs more evidence-based and rigorous. The MIT Sloan Management Review article discussed in the interview - Leadership Development Is Failing Us. Here’s How to Fix It - is available here: https://sloanreview.mit.edu/article/leadership-development-is-failing-us-heres-how-to-fix-it/ A key article also referenced in the interview - Uncomfortable but Developmental: How Mindfulness Moderates the Impact of Negative Emotions on Learning - https://journals.aom.org/doi/abs/10.5465/amle.2023.0434 Hosted on Acast. See acast.com/privacy for more information.

In a forthcoming article now available, our guest today, Professor Stephen Courtright, along with co-authors tackle the question of the “beauty bias and leader emergence”.  Or to put that into plain English: how important is physical attractiveness to leadership? While pop psychology might tell us one thing, what does the evidence actually tell us and why should we care? About our guest… Stephen Courtright is Professor of Management & Flip and Susan Flippen Endowed Chair and Founding Director of the Flippen Leadership Institute at Texas A&M University. Stephen’s research focuses on organizational leadership, teamwork, and work-family dynamics, and has been published in a range of academic journals and has earned many international awards and been featured by outlets such as The Wall Street Journal, NPR, Forbes, Fox News, and Harvard Business Review. The article discussed is available here: Courtright, S. H., Thurgood, G. R., Liao, H., Morgan, T. J., & Wang, J. (2025). The Beauty Bias and Leader Emergence: A Theoretical Integration, Extension, and Meta-Analysis. Journal of management, 01492063251330199.https://journals.sagepub.com/doi/abs/10.1177/01492063251330199 You can follow Stephen’s work and that of the Flippen Leadership Institute on LinkedIn - https://www.linkedin.com/in/stephen-courtright-54776325/https://www.linkedin.com/company/flippen-leadership-institute/posts/?feedView=all Hosted on Acast. See acast.com/privacy for more information.

Research has consistently found that maintaining a healthy balance between work and other areas of life often requires people to establish and maintain boundaries those various areas. Yet as humans we might also be curious or indeed nosy about the people we are working with or who might be working for us – if only just to find out a little bit more about them. But what actually is nosiness and when might that be perceived to have gone too far? To explore the question of nosiness I am delighted to be joined by Professor Richard Currie. About our guest… Dr. Richard Currie is an Assistant Professor of Leadership and Workplace Psychology in the School of Hospitality Administration at Boston University. Dr. Currie’s research interests center around work-related social stressors and the implications that employees’ responses to these stressors have on critical organizational knowledge management outcomes such as knowledge sharing and counterproductive knowledge hiding behaviors. You can find out more about Richard’s work at these links: Google Scholar – https://scholar.google.com/citations?user=Qqxawt8AAAAJ&hl=en&oi=aoBoston University – https://www.bu.edu/hospitality/profile/richard-a-currie/LinkedIn – https://www.linkedin.com/in/racurrie/ Some of the articles discussed in the interview include the following: Currie, R. A., Achyldurdyyeva, J., Guchait, P., & Lee, J. (2024). For my eyes only: The effect of supervisor nosiness on knowledge sharing behavior among restaurant workers. International Journal of Hospitality Management, 120, 103770.https://www.sciencedirect.com/science/article/abs/pii/S0278431924000823?via%3DihubCurrie, R. A., & Ehrhart, M. G. (2025). Mind Your Own Business: Developing and Validating the Workplace Nosiness Scale. Journal of Business and Psychology, 1-24.https://link.springer.com/article/10.1007/s10869-025-10018-7 Hosted on Acast. See acast.com/privacy for more information.

Adversity is inherent within most – if not all – occupational contexts in which the performance of individuals and teams is crucial for organisational effectiveness. With its central focus on what enables people to resist, bounce back, or recover from adverse events that threaten their functioning, viability, or development, it is unsurprising that the concept of resilience has attracted a significant focus over the past 40 years. However, the majority of this past work has focused on resilience among individuals despite the fact that in in most contexts, whether work, sport or education, people typically complete tasks within teams that work interdependently for a specified timeframe to achieve a common and valued outcome or objective. In order to better understand the nature of team resilience, a recent paper co-authored by our guest today – Professor Daniel Gucciardi - seeks to address this gap in the literature. About our guest… Daniel Gucciardi is a Professor in the Curtin School of Allied Health at Curtin University in Western Australia. Daniel’s research portfolio sits at the interface of the psychological and behavioural sciences, and utilises basic and applied research paradigms to advance knowledge and practice on the complexities of human performance and health. Daniel’s work and interests focus on human performance and health primarily within the context of stress, where he examines concepts like resilience, team dynamics, self-regulation, and behaviour change. You can find out more about Daniel’s work via his Google Scholar page: https://scholar.google.com/citations?user=ovDUT-EAAAAJ&hl=en&oi=ao Hosted on Acast. See acast.com/privacy for more information.