Advisory, executive development or a talk: the right one depends on which people decision your organisation most needs to get right next. Dr Kaur starts there, and the shape of the engagement follows.
10
Peer-reviewed papers
5 in ABDC-A ranked journals
3
Best Paper Awards
AOM HR Division, EDII and Anusandhan RDAIS
6
Academy of Management meetings
Every year, 2021 to 2026
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Downloads of one article
Most-read of 30+ in Management Practice Insight
Each of these is a version of something leaders actually say. Each points to a different kind of work.
Advisory
“Our HR systems look fine in the policy manual and fall apart on the floor.”
Where this work has run
Executive development
“Our managers have to lead differently now, and an off-the-shelf course won't get them there.”
Delivered through
Speaking
“The opening session decides the tone of the whole event. We can't afford a flat one.”
Stages
Whether the brief is retention, a leadership programme or a keynote, the question of what algorithms do to people at work is usually somewhere in it. It is also the subject of her lead-authored research.
Lead author, Communications of the AIS, 2024
Watch out, you are live! Toward understanding the impact of AI on the privacy of employees
A role transition, a career question, a founder's decision. Sometimes the useful format is a conversation between two people.
Describe what is happening in your organisation. Which kind of help fits is a question for the first conversation, not the enquiry form.