The New Russian Business Leaders

Vries, Manfred Kets De; Shekshnia, Stanislav; Korotov, Konstantin; Florent-Treacy, Elisabeth

doi:10.4337/9781845421595

Cited by 32 publications

(25 citation statements)

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“…With quick devaluation of national currency, increased debt, inability to pay for supplies from foreign countries, and closing down of many businesses, early success of building careers under conditions of capitalism was marked for many people with loss of initial results of several years of hard work and hopes for a successful future. It should be noted that the 1998 financial crisis entailed closing down of many Russian businesses, as well as withdrawal of many multinationals from the Russian market leading to a large number of lay-offs and move of employees across various occupational sectors (Kets de Vries, Shekshnia, Korotov, and Florent-Treacy, 2004). However, the 1998 financial crisis eventually turned out to be a good opportunity for many local entrepreneurs and producers who for the first time found themselves able to compete with foreign-made competitive products.…”

Section: Typology Of Upsetting Events In Russian Careersmentioning

confidence: 99%

Upsetting Events and Career Investments in the Russian Context

Korotov

Khapova

2008

SSRN Journal

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. In this paper we examine the role of disruptive or upsetting events in people's professional lives and explore how they influence individuals' investments in their careers. Based on previous research we have assumed that due to considerable societal and economic changes in Russia and the reported negative consequences felt by many individuals, the context of that country is a fruitful arena for an investigation of the role of upsetting events on individuals' careers. At the same time, despite the negative events and a disruption of many traditional career-supporting structures, a significant number of Russians managed to reinvent their careers and achieve tremendous objective and subjective success in their careers in a relatively short time period . Terms of use: Documents inThis paper examines stories about career investments of 140 successful entrepreneurs from Russia. A significant portion of these people explicitly reported influence of upsetting events on their own career investments. Based on the exploration of career stories, the paper introduced a typology of the upsetting events in the Russian context. The events were generally classified into those that represented "macro" and "micro" upsetting events. Macro events refer to changes in socio-economic, and political systems. Micro events refer to the events that only concern the individual him-or herself, or may include events at work or at home. Our analysis of the career investments of the Russian entrepreneurs using the intelligent career concept shows that when faced with the upsetting events individuals tend to (a) reconsider their existing events, (b) divest from their old ways of knowing, and (c) invest in relatively new ways of knowing.Our study calls a particular attention to the role of career divestments, or discontinuing certain ways of investing in order free resources for a different investment expected to be more fruitful in terms or returns. Attention to divestment may be warranted due to the increased unpredictability of working lives of today's career actors.This study contributes to responding to a call for a better understanding of the role of upsetting events on people's careers and the society at large. We also bring further our understanding of human adjustment to the sometimes upsetting changes in their surroundings through working life, thus enhancing our understanding of the role of careers in socio-economic systems. Last but not least, the study also contributes to a be...

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Section: Typology Of Upsetting Events In Russian Careersmentioning

confidence: 99%

Upsetting Events and Career Investments in the Russian Context

Korotov

Khapova

2008

SSRN Journal

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“…Previous research (Korotov, 2005(Korotov, , 2006Kets de Vries, 2006Kets de Vries, Korotov, & Florent-Treacy, 2007) suggest that an identity laboratory experience usually has a number of important elements in it. These elements include pre-entry experience, initial surprise of getting into the accelerated program's environment and learning to use it, engaging in identity exploration through examining past and present identities, staging identity experiments, and, finally, stepping out of the program into the real world.…”

Section: Accelerated Development Programs As Identity Laboratoriesmentioning

confidence: 99%

“…Kets de Vries, Shekshnia, Korotov, & Florent-Treacy (2004) describe how a talented and competent, but young (in his early 20s) consultant from a new generation of Russians faced a challenge of acceptance from a "traditional" Soviet-type director who would simply refuse to talk to him and demand presence of the General Director of the consulting company to discuss the issues that the consultant was perfectly competent in. Ibarra (2003Ibarra ( , 2004 and Ibarra & Lineback (2005) suggest that making a transition to a new identity is not possible without having developed a new story about oneself.…”

Section: Developing New Networkmentioning

confidence: 99%

“…Similar issues are important for considering developmental opportunities for rank-and-file employees who need to be prepared for changing requirements of the marketplace or evolving needs of clientele. For example, Kets de Vries, Shekshnia, Korotov, & Florent-Treacy (2004) describe entrepreneurial efforts of new business leaders in Russia. A founder of a consulting company engaged in the field of Enterprise Resource Planning Systems was initially forced to hire her employees among university students, as she couldn't afford to pay people who had already completed their degrees.…”

Section: Accelerated Development Of Organizational Talentmentioning

confidence: 99%

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Accelerated Development of Organizational Talent

Korotov

2008

Smart Talent Management

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in Abstract Accelerated Development of Organizational TalentAuthor(s)*: Konstantin Korotov, ESMT This working paper explores the challenges of accelerated development of organizational talent. The meaning of the word "accelerated" is that such development takes place at a pace that is significantly higher than that of "traditional" development that allows an individual to learn the intricacies of the current job, observe incumbents in a higher level position (usually, one level up), practice elements of the boss' job when being delegated tasks, undergoing formal training, or benefiting from the knowledge accumulated by others and codified in the knowledge management systems. Accelerated development means, contrary to the usual, more traditional developmental path, bypassing traditionally expected career steps, stretched over a longer period of time learning opportunities, and/or age-related developmental progression. Accelerated development is a necessity for organizations facing unprecedented growth, lack of qualified individuals in the internal or external labor markets, and significant pressures from other organizations that are ready to "poach" talented executives and employees and offer them even higher levels of responsibility and remuneration. Organizations also respond with accelerated development initiatives to the individuals engaged in career entrepreneurship, i.e., those who make alternative career investments in order to enjoy quicker returns in terms of career growth and progression. This paper discusses the challenges of accelerated development programs, such as not only learning the competencies required in the new position, but also developing a new identity. The paper discusses the process of going through an accelerated development program and identifies its important elements: preentry experience, initial surprise of getting into the accelerated program's environment and learning to use it, engaging in identity exploration through examining past and present identities, staging identity experiments, and, finally, stepping out of the program into the real world.

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“…Manfred Kets de Vries's work (e.g. Kets de Vries and Miller, 1986;Kets de Vries and Balazs, 1998;Kets de Vries, 2006;Kets de Vries, et al, 2007) illustrates the first approach: although he does not per se psycho-analyse organisations and organisational members, he uses psychoanalytical language and methods to reveal the dynamics at play within the organisation. Analytical psychology has provided valuable accounts of management and leadership development through individuation work or personality typology (e.g.…”

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confidence: 99%

A view from within: exploring the psychology of responsible leadership

Rozuel

Ketola

2012

Journal of Management Development

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Purpose -This paper aims to review the links between ethics, leadership and psychology, and to introduce the papers for the special issue of the Journal of Management Development. Design/methodology/approach -The paper provides a conceptual review of issues attached to research in the field of responsible leadership psychology. Findings -Individual organisational members affect and are affected by the organisation's collective psyche, and all are potential leaders; therefore, all should care about their 'inner life' and reflect on the interrelationships between their ethical responsibility, their psychological world, and their interaction with others. Originality/value -Self-enquiry and understanding the unconscious influences on egoconsciousness are essential for nurturing ethical awareness and responsible action as leaders, followers and more generally as organisational agents.

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The New Russian Business Leaders

Cited by 32 publications

References 0 publications

Upsetting Events and Career Investments in the Russian Context

Upsetting Events and Career Investments in the Russian Context

Accelerated Development of Organizational Talent

A view from within: exploring the psychology of responsible leadership

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