Positive Links Speaker Series Session: Negotiating Genuinely–Mindfully and Strategically Leading with Emotions

Shirli Kopelman is a leading researcher, expert, and educator in the field of negotiations at the University of Michigan’s Ross School of Business. Kopelman is also Faculty Director of Business Practice at the Center for Positive Organizations and Executive Director of the International Association for Conflict Management. Her research focuses on a positive process of mindful and strategic alignment of emotions, and its power to transform social exchange beyond an instrumental negotiation task to co-creation and generation of extraordinary success and wellbeing. Kopelman received awards for her cutting edge negotiation research and for her outstanding achievements in the classroom.

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Positive Links Speaker Series Session: Create Micro-moves for Organizational Change

Karen Golden-Biddle is the Questrom Professor in Management and Professor of Organizational Behavior at Boston University School of Management. She currently serves as Senior Associate Dean for Faculty and Research. Karen received her BA from Denison University and her MBA and PhD degrees from Case Western Reserve University. Her research and educational interests focus on organizational and system transformation with a special focus on understanding peoples’ collective efforts for change that tap front line experience, engage discovery to imagine desired possibilities, and foster human agency in bringing about real and desired change.

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Positive Links Speaker Series: Create Opportunity from Crisis

Lynn Perry Wooten is the Associate Dean of Undergraduate Programs at the Ross School of Business, University of Michigan. In this role, she is responsible for developing and implementing transformational educational experiences for Ross undergraduate students inside and outside of the classroom. She teaches organizational behavior, nonprofit management and strategic consulting courses. Professor Wooten conducts research in four primary areas: (1) positive organizing routines; (2) diversity management; (3) crisis leadership through resilience and organizational learning; and (4) educational and leadership development of undergraduate students. Her research appears in academic journals, monographs, and popular press outlets.

Erika James is the Sr. Associate Dean for Executive Education and Professor of Business Administration at the Darden Graduate School of Business, University of Virginia. She conducts research in two primary areas: crisis leadership and workplace diversity, with an emphasis on women in leadership. Her research appears in numerous academic journals and popular press outlets.

Professor James joined the Darden faculty in 2001. Prior to her Darden appointment she served on the faculty at the Freeman School of Business at Tulane University and the Goizuetta Business School at Emory University, and was a visiting faculty member at the Harvard Business School.

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7 Things Resilient Employees Do Differently

Jane Dutton’s research mentioned in the Huffington Post:

“One big building block of resilience is connection, but not just any old connection. High-quality relationships are critical to resilience. According to business and psychology professor Dr. Jane Dutton, there are four distinct pathways for building high-quality connections at work. The first is respectfully engaging others by communicating supportively and being an effective listener. Second, facilitate another person’s success with guidance, recognition and support. Third, build trust, which can be done by relying on another person to follow through on projects and other commitments. Finally, have moments of play. Play evokes positive emotions and is often associated with creativity and innovation (Dutton & Spreitzer, 2014). Work can be a serious place, but so many workplaces take the world far too seriously.”

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To the Office, With Love

Sue Ashford quoted in New York Magazine:

“Colleagues are a tangible benefit provided by organizations. But perhaps the most profound benefit is intangible: They help forge identity. At first blush, this notion may sound laughable, or at least paradoxical, given the office’s reputation as a wasteland of depersonalization. But Sue Ashford, a management professor at the University of Michigan who’s written thoughtfully about nonstandard work, notes that offices provide a ‘holding environment’—a psychoanalytic term coined by Donald Winnicott—to contain our existential anxiety.”

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