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Clancy, Annette
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Clancy, Annette
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Clancy, Annette
Research Output
Now showing 1 - 10 of 28
- PublicationThe Growth MindsetDr Annette Clancy explains why a growth mindset is critical to success when faced with relentless, and seemingly endless, uncertainty.
89 - PublicationOvercoming Bias in the WorkplaceUnconscious bias isn’t going away – and neither is the pressure for diverse and inclusive workplaces, writes Dr Annette Clancy
226 - PublicationWanted: A ScapegoatAnnette Clancy explains why hiring the wrong consultant can sometimes be the right idea for change-averse firms.
89 - PublicationSupporting Mental Health in the WorkplaceDr. Annette Clancy explains why employees' mental health should be the organising principle for businesses in 21st Century.
73 - PublicationHow to make remote working workDr Annette Clancy lays out the ground rules for a successful spell of remote working.
324 - PublicationHow to manage a remote teamWith remote working here to stay, people leaders will need to understand the nuances of managing virtual teams and remote workers. Dr Annette Clancy explains.
190 - PublicationThe Organisation of Disappointment(2012-05)The aim of this study is to explore the emotion of disappointment in organisations and to develop a new line of theorising inspired by psychodynamic theory. The current literature casts disappointment as a negative emotion undermining morale, depressing expectations and justifying inaction and inertia. This only captures part of the complexity of disappointment and leaves unexplored both its impact on the organisation and its potential creativity. The study presents a theoretical framework derived from research that depicts disappointment as unfolding in three positions; I am disappointing, I am disappointed and I disappoint. It asserts the importance of disappointment as an integrative emotion. The study identifies a contradiction: that at the same time as being seen as 'of little concern' to individuals, there is fear within organisations that disappointment will undermine stability and destroy positive feelings. The study shows how disappointment is connected to, and may help to transform, the dynamics of blame in organisations. Such transformation can be based on an ability to integrate failure and on a development of the relationship between disappointment and learning. Disappointment represents the loss of the fantasy of stability. When reconceptualised in this way, disappointment results in a reimagining of possibility. Fantasy and reality are brought into conscious awareness and tolerated rather than extruded. The imaginary ideal organisation can be seen for what it is: a fantasy that can never be realised. The imaginary ideal is mourned and replaced by a more realistic entity. Organisation members’ previous efforts to organise disappointment through blame, shame and extrusion is now recognised as a disappointing strategy. Understood thus, disappointment is at the very heart of organising as it invites consideration of the relationship between fantasy and reality. This differentiates it from other types of social defences which, by their nature defend against thinking and learning.
484 - PublicationHow to DisappointThe tyranny of satisfaction has reached crisis levels, but what if we could learn to disappoint?
142 - Publication3 Pain-free Ways to Build Your NetworkNetworking is a discomforting prospect for many, but don’t wait until it’s too late to start Experts tell us that strong professional networks are essential to career development. Knowing the key players in your sector and being seen at professional events gives you a competitive edge in today’s fast-paced recruitment market. But there is no denying that for some of us, networking isn’t at the top of our must-do lists. It’s awkward, draining and time-consuming. Making small-talk with strangers doesn't come easy to everyone.
188 - PublicationEmotion: The SpoilerPeople leaders might baulk at the idea of an 'emotional' workplace, but emotion is a positive force if channelled properly.
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