For ambitious professionals, having an influential mentor or high-profile boss on the road to C-Suite may feel like a golden ticket. Star Connect opens doors, creating early opportunities, and often fast promotion promotions. But new Research Posted in Journal of Applied Psychology It is found that in terms of long-term performance evaluation, the same relationship may eventually become a professional responsibility.
Researchers have studied the careers of 179 NBA head coaches over four decades. They found that those who previously worked under industry idols, such as legendary coach Phil Jackson, were more likely to be overshadowed by consequences when they were underperforming. But when they perform well, they are rewarded the same level as their peers who have no star connection. After the professional relationship with the stars ended, these effects lasted for nine years.
To test findings beyond professional sports, researchers also conducted experimental research on nearly 500 working professionals. Participants were asked to evaluate two hypothetical new employees in the design industry, which was a previous connection with a well-known industry leader, one leader did not. Although both employees received the same objective performance score, the employees connected to the Star have lower grades and have a higher tolerance for the poor.
Researchers point to a psychological concept known as the theory of equilibrium to explain this result. People are more likely to rationalize the information that confirms their existing beliefs. When someone works with a respected leader, the assessor often sets high expectations and interprets the person’s success as expected. If they fail to meet these expectations, the assessor may still consider themselves talented and just experienced a moment of deviation.
This trend can have a significant impact in the company environment. When assessed by reputation, actual performance can be ignored. High expectations can create glass ceilings for identification, while people without famous connections can judge more strictly regardless of their outcomes.
These findings also have an impact on executives responsible for succession planning and talent development. It is worth noting that trends that equate genealogy with potential create blind spots, distorting performance evaluations and hindering awareness of actual merit. However, structured performance reviews, well-defined evaluation criteria, and various decision panels can help mitigate these biases.
For rising leaders, these findings are a clear reminder that association-by-sect reputation is not enough. Even with a prestigious resume, it is crucial to express and document specific achievements, especially at high-stakes moments, because as the research shows, the paradox of modern leadership is that while connections can help you find a job, they may be harder to prove that you have really won it.
Ruth Umoh
ruth.umoh@fortune.com
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