Korea Business Review · Section
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LEADERSHIP
How Admiral Yi Sun-sin Moved the Hearts of His Subordinates: Trust and Accountability Leadership Read Through Myeongnyang
In the Battle of Myeongnyang, Admiral Yi Sun-sin demanded a battle from fearful subordinates while leading from the front and supporting the fleet in crisis. Through historical command behavior, this article connects setting examples, execution support, and standards of accountability and documentation to today's organizational management.
강지혜 Editor · 09/16/2026
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ORGANIZATION & HR
Why Skill Gaps Persist Even When Employee Training Increases: The Difference in Time and Opportunity Viewed Through OECD Adult Learning Data
박소유 Editor · 09/16/2026
ORGANIZATION & HR
Employee Feedback is Frequent, but Why Does Performance Remain the Same? Connecting Assessments to Behavioral Change
KBR경영연구소 · 09/16/2026
AI & DIGITAL INNOVATION
Security Risks When AI Reads External Documents: Work Design to Prevent Prompt Injection
이지영 Editor · 09/16/2026
MARKETING & CUSTOMERS
Why Customers Say It's Good Yet Don't Buy… Questions Missed During Startup Customer Validation
박소유 Editor · 09/16/2026
LEADERSHIP
A Meeting Without Objections Is Not Necessarily a Good Meeting: The Crucial Signals Leaders Miss
This article examines psychological safety not merely through speaking volume, but through the sharing and processing of information necessary for decision-making. It proposes an operational approach that connects meeting questions, the review of dissenting opinions, learning from mistakes, responsibility assessment, and follow-up actions.
KBR경영연구소 · 09/15/2026
LEADERSHIP
The First 90 Days of a New Leader: What Needs to Change — Establishing Standards for Learning, Expectation Alignment, and Delegation Before Rushing into Results
A new leader's first 90 days are not a scientific deadline that determines ultimate success or failure. Based on transition management materials from Watkins, McKinsey, and CCL, this article examines the significance of initial learning, expectation alignment, and task delegation. KBR proposes the 30-, 60-, and 90-day periods as checkpoint intervals for diagnosis, execution, and operational stabilization, while outlining milestone deliverables, performance metrics, and support tasks for executive management and HR.
KBR경영연구소 · 09/15/2026
MARKETING & CUSTOMERS
Why Starbucks Is Trying a 'Pet Cafe' – A Strategy to Turn Pet Companionship into a Reason to Visit; Success Hinges on Incremental Profits and Operations
Starbucks' pet-friendly stores are a case where the visiting condition of pet companionship is combined with the coffee experience. This article analyzes the aggregation scope of cumulative visitors, the purchase conditions for Puppuccino, and outdoor activity connections, while examining the regulatory changes of 2026. KBR suggests that alongside the potential of strategies lowering barriers to visits, incremental profits, repeat visits, and operational burdens must be verified.
KBR경영연구소 · 09/15/2026
ORGANIZATION & HR
New Hire Onboarding: What to Do in the First 90 Days—Designing Roles, Relationships, and Execution Beyond Welcome and Training to Reduce Post-Hiring Gaps
A 2025 study published in the Journal of Management conducted a meta-analysis of 183 studies related to organizational socialization among newcomers. The researchers analyzed the relationships among role clarity, skill acquisition, social acceptance, person-fit perception, job satisfaction, organizational commitment, and turnover intention. Microsoft noted in publicly available data from 2021 that when managers actively participated, employees were 3.5 times more likely to report satisfaction with their onboarding experience. A study by Bauer and colleagues published in July 2025 highlighted adaptability and connection for new hires as critical tasks in a changing work environment. Gallup presented onboarding evaluation items such as manager feedback on time-to-productivity, new hire experience, performance, and retention rates.
류현진 선임기자 · 09/14/2026
LEADERSHIP
A Leader Who Saw 'What Exists' Instead of 'What Was Missing': How Anne Sullivan Changed Helen Keller
Anne Sullivan viewed Helen Keller's rough behavior not as a problem in itself, but as the result of having no language to connect with the world. Before teaching, she established consistent rules and standards to create an environment where trust and learning became possible. Rather than focusing on sensory deficits in sight and hearing, she utilized Keller's remaining capabilities—such as tactile sensation, curiosity, and energy—as pathways for learning. By structuring the learning process while allowing Keller to drive her own interests and direction, she fostered both autonomy and a sense of competence. In organizations, too, before pointing out a lack of competency, leaders need to examine the structures and environments preventing employees' strengths from being fully expressed.
이지영 기자 · 09/13/2026
