Kathy Kram

Boston University | BU · Department of Organizational Behavior

Business Review article reprint which is a Mandarin translation of: Shen, Y., Cotton, R. D., Kram, K. E. 2015. Assembling your personal board of advisors. MIT Sloan Management Review, 56(3): 81-90. Accessible via ebusinessreview.cn

Introduction Mentoring networks constitute an effective mentoring model in academic medicine and significantly add to the traditional dyadic mentor-mentee relationship. There is an unmet educational need for medical faculty to recognize the importance and characteristics of effective mentoring networks and to develop tools and strategies to apprais...

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This chapter describes a developmental network, a group of individuals who take an active interest in and action to advance a focal individual’s personal and professional growth, as a vehicle that bridges formal and informal mentoring relationships. While developmental networks have received strong attention in the organizational research on privat...

In this article, we discuss peer coaching as a relatively new form of coaching practice that expands the relational resources available to individuals focused on change. Peer coaching is a helping relationship that facilitates mutual learning and development to accomplish specific tasks or goals. It is most effective when participants establish hig...

In today's complex business environment, one mentor is no longer sufficient. Executives and mangers need an array of advisors, mentors and role models to provide critical information and support at defining moments. As individuals change roles, occupations,l industries or organizations or relocate to different countries they need to build a "person...

Mentoring refers to relationships between juniors and seniors that exist primarily to support the personal development and Careers advancement of the junior person.

Major changes in the career landscape—characterized by globalization, an increasingly diverse workforce, persistent change, and the extensive use of technology—present individuals at every career stage with unprecedented complexity and uncertainty. It has become very clear that one mentor cannot address all of an individual’s developmental needs. I...

THE MUST-HAVE GUIDE TO MENTORING For managers. For entry level. For executives. For entrepreneurs. For everyone. With job mobility increasing, globalization expanding, and technology advancing, you need more than a steady job and a solid network to keep your career on track. You need mentors--to learn and to grow--whether you're just starting out,...

Coaching has emerged as an increasingly popular and effective way to build leadership capability within organizations through one-on-one helping relationships. The growth of coaching practice has outpaced research, necessitating that scientists and practitioners look to complementary fields to expand their knowledge. One such field is positive psyc...

Purpose – In today's turbulent business environment leaders must be able to adapt to rapidly changing circumstances. For this research the authors aim to focus on the issue of adaptability defined as the ability to work effectively within a variety of changing situations, and with various individuals or groups. They also aimed to examine how variab...

Purpose The purpose of this paper is to elaborate how an adult development perspective can further the understanding of developmental networks as holding environments for developing leaders confronted with challenging experiences. Design/methodology/approach The article utilizes constructive developmental theory (C‐D theory) to explore and address...

Introduction Benefits of Mentoring for the Individual Benefits of Mentoring for the Organization Critical Evaluation of the Literature Advantages of Variations on Traditional Mentoring Suggestions for Future Research Conclusion References

Peer coaching has become a recognized tool for career learning in response to the demands of the contemporary business environment. Researchers and practitioners alike have defined it as a dyadic relationship with the potential to foster significant learning for one or both parties. However, the potential of peer coaching to facilitate personal and...

Historically, professional identity was viewed as a singular construct, and the boundary-spanning dynamics of subidentities remained unexamined. More recently, identity scholars have paved the way to consider the multiple personal and social identities that comprise an individual’s professional identity. These dynamics are exemplified by the unique...

During the past decade, mentoring research has broadened from its traditional dyadic perspective to examine the support provided by a “developmental network.” This article reviews the literature on developmental networks—groups of people who take an active interest in and action toward advancing a protégé’s career. Building on positive organization...

This study was carried out in the Kampinoski National Park in central Poland during the 1998 and 2000 vegetative seasons of April to October. Standard rain collectors were used and traps equipped with artificial foliage of 2, 6 and 12 m2 m-2 surface area were employed to estimate aerosol-gaseous input. The input of most elements (N-NH4+, Na+, K+, M...

Purpose The purpose of this paper is to examine expatriates' developmental networks in terms of their structure and content. Design/methodology/approach The study employed in‐depth interviews with 64 expatriate professionals and managers in Singapore and China. Findings The study highlights the unique characteristics of expatriates' developmental...

After nearly 30 years as a subject of inquiry, mentoring remains a mainstay in the organizational literature, as relationships are arguably more important than ever to employees' personal and career growth. In this paper, we take an ecological perspective to situate and review topical areas of the literature with the intention of enhancing our unde...

Purpose The purpose of this study is to explore the different contributions of work and non‐work relationships that comprise individuals' developmental networks to career success. Design/methodology/approach A multi‐method approach provides a rich understanding of how work and non‐work developmental relationships combine to support individuals' ca...

The article addresses the connections between adult learning and development, and leaders' growth in organizational settings. The potential of multiple mentoring relationships in promoting adult learning is explored. The link between adult development and leader development is used to establish how mentoring relationships can give access to differe...

An essential part of Edgar Schein's legacy is his modeling of the role of scholar—practitioner. To better understand this legacy, the authors explored how being a scholar—practitioner is defined by those who ascribe to this role and the challenges and opportunities these individuals face as they go about their work. Their inquiry consisted of 25 in...

We examine the nature of peer coaching and frame it as a type of developmental tool that can enhance personal and professional development. We begin with a discussion of the relational perspective on career learning, which provides a context for peer coaching as a tool that can accelerate career learning. We distinguish between peer coaching and th...

If the ability to lead and manage change is the great differentiator in today's increasingly fast-paced business environment, then executives who can adapt to change, rather than simply cope with it, will be the ones who consistently deliver outstanding results. A model to frame adaptability focuses on two dimensions: courage and curiosity. With mo...

Mentoring and developmental networks in the new career context After over 30 years of research on mentoring, changes in the career context at the end of the 20th century have necessitated a significant reconceptualization of this phenomenon (Arthur & Rousseau, 1996; Hall, 1996; Higgins & Kram, 2001; Peiperl & Arthur, 2000; Peiperl & Baruch, 1997)....

This article examines mentoring as a potentially useful resource in an organization's adaptation to global competition and the need for improved learning capabilities. We were surprised to find that mentoring relationships were perceived as more desirable under conditions of corporate stress, low job challenge, and low job involvement. We were furt...

Purpose To elaborate how an adult development perspective can further an understanding of mentoring (developmental) networks and their value to focal individuals in terms of the developmental functions provided and outcomes such as personal learning, task performance and development. Design/methodology/approach The article utilizes Kegan's develop...

Massachusetts Institute of Technology, Alfred P. Sloan School of Management. Thesis. 1973. M.S. MICROFICHE COPY ALSO AVAILABLE IN DEWEY LIBRARY. Bibliography: leaves 121-124. M.S.

Succession is problematic for a majority of family firms. This paper argues that resistance to succession exists across many levels in these organizations and proposes a model that highlights the multiple contributing factors.

It's natural to promote your best and brightest, especially when you think they may leave for greener pastures if you don't continually offer them new challenges and rewards. But promoting smart, ambitious young managers too quickly often robs them of the chance to develop the emotional competencies that come with time and experience--competencies...

The first generation of women to launch professional careers in significant numbers is now entering senior management. They invented new paths amid traditional obstacles and unprecedented opportunities. In-depth interviews with 10 senior financial executives, combined with follow-up group data from a conference, were used to explore the key develop...

We introduce social networks theory and methods as a way of understanding mentoring in the current career context. We first introduce a typology of "developmental networks" using core concepts from social networks theory - network diversity and tie strength - to view mentoring as a multiple relationship phenomenon. We then propose a framework illus...

We introduce social networks theory and methods as a way of understanding mentoring in the current career context. We first introduce a typology of "developmental networks" using core concepts from social networks theory-network diversity and tie strength-to view mentoring as a multiple relationship phenomenon. We then propose a framework illustrat...

This article analyzes the rewards and challenges for cross-disciplinary team teaching in management education. Individual-, group-, organizational-, and institutional-level obstacles are addressed. Based on the authors' experience in planning, teaching in, and evaluating multiple semesters of a cross-disciplinary core course for MBAs, the article o...

The global business environment of the 1990s provides both challenge and opportunity to human resource development to become an integral player in helping implement business strategy. The results of two best practice studies suggest that some leading firms such as 3M and Motorola are doing just that. At these companies current strategic business is...

Proposes that the promotion decision-making process contributes to the differential advancement of women and men in organizations. Compares the actual promotions of 13 women and 16 men at a company known for its diversity practices. Finds that bosses are more hesitant to promote women and require them to demonstrate personal strength and to prove t...

This article focuses on how organization members authorize and de-authorize both others and themselves in the course of doing their work. We argue that these authorizing processes are shaped, in part, by enduring, often unacknowledged stances toward authority itself. In turn, we suggest that these stances are enacted in similar ways across hierarch...

This paper describes the methods used to gain access and conduct research on corporate ethics in two large corporations. To date, only a small number of social scientists have pursued such sensitive and highly intrusive field research because of substantial obstacles to gaining access and completing meaningful investigations. Detailed discussion of...

"Mentoring at Work" is about relationships in organizations that enhance individuals' development in the early, middle, and later career years. What began as a study of mentor relationships between junior and senior managers in one corporate setting evolved into a program of research designed to clarify the nature of a variety of relationships betw...

Discusses "mentoring" in the organizational environment, referring to the broad range of developmental relationships between juniors and seniors and among peers. It is suggested that mentoring rarely achieves its potential and that, most often, mentors are available to only a few high-potential managers. An organizational development approach to im...

For many years, men have been helped to advanced in their careers by the interest and personal guidance of a mentor. Now, when women in business merit this special professional attention, problems can arise—including sexual attraction, marital disruption, and damaging gossip. These authors provide suggestions for men and women who must deal with th...

In an attempt to determine what working men and women believe their male and female colleagues think of them, an experiment was conducted with 100 insurance company employees. They were led to believe that their (fictional) co-workers were male or female and, after working jointly on a task, were told that their joint performance was “poor” or “sup...

Building on research and writing in the fields of career management and mentor relationships, Baird and Kram analyze the superior-subordinate relationship as an exchange to which each party brings different needs and resources. They point out that this relationship can be productive and satisfying--both for the parties concerned and for the organiz...

Fifty men and 50 women insurance company employees participated in a study designed to demonstrate that situational variables influence the degree to which women engage in self-defeating attributional tendencies. Subjects, who were led to believe they were working on a joint decision-making task with either a male or female, were given predetermine...

mentoring is now widely recognized as an important source of development for individuals at every career stage / assess the value of planned mentoring programs / present a broader approach to improving the quality and availability of developmental relationships that is directly linked to key strategic concerns and consistent with current management...

Thesis (Ph. D.)--Yale University, 1980. Includes bibliographical references (leaves 341-345). Microfilm. s