Abusive bosses don’t ‘get results,’ the line between confidence and arrogance, and more top insights

What’s happening in the world of work: The Saturday edition of the Daily Rundown highlights the business trends, perspectives, and hot topics you need to know to work smarter. Read on and join the conversation.

No, abusive behavior at work doesn’t ‘get results’: Bullying bosses tend to justify their actions by claiming that being “tough” is key to success. There’s just one problem: Research doesn’t back this up. “Morale and company loyalty plunge, tardiness increases and sick days are more frequent,” writes The New York Times’ Benedict Carey. What about those famously demanding bosses, like Steve Jobs? Studies attribute their success to abilities outside of their bullying tendencies. • Here’s what people are saying.

How to keep confidence from turning into arrogance: Among leaders, there’s a critical difference between displaying the kind of confidence that inspires loyalty and good performance, and arrogance, which discourages others from sharing their thoughts. How can managers check themselves before they wreck themselves? Dartmouth’s Sydney Finkelstein suggests leaders regularly ask themselves and others several questions, including “Do I originate most of the ideas my team pursues?” If the answer is yes, it’s time to create space for others to contribute. • Here’s what people are saying.

You Asked: “I’m currently job hunting, and I have two rather large time gaps due to a battle with cancer. Now, in total remission, I’m anxious to get back to work, but how can I address the career ‘pauses’ on my resume? I feel disclosing the reason for my periods of unemployment should be addressed at an interview, but I'm having trouble getting in the door. I also fear that if I address my cancer history in my resume or cover letter, I may be passed over as a possible health risk.” — Careylynn Reese, Oklahoma City-based transportation professional

• “Generally speaking, you aren’t obligated to disclose your cancer experience in an application or interview. In addition, resume gaps are more common now — due to the ways the work world has changed in the last decade — and not necessarily a red flag. But it’s important to be prepared to answer any queries that may arise. One method we've found successful for these types of questions is called “The Swivel,” which addresses a question asked by an interviewer and then redirects the conversation towards your goals and skill set for the job. For example, saying ‘There was a family situation that I had to attend to, but it’s been resolved and I’m excited by the opportunities this position offers to use my skills to move your business forward. Let me tell you how…’ is perfectly acceptable. It answers the question of why there is a gap, and no one would argue with the fact that cancer can be considered ‘a family situation.’ But more importantly, it moves the conversation towards the opportunity at hand. Practicing your response is key, so you feel comfortable when answering.” — Rebecca Nellis, executive director at Cancer and Careers
• “Careylynn, you are not alone. As a cancer survivor, I completely understand the anxiety you may be feeling about the job search. This is an issue for thousands of people across the country who have had to leave the workforce temporarily while focusing on their treatment. There is no need to explain your job gaps in your cover letter or resume as many people have similar gaps for a variety of reasons, including taking time to raise children or take care of an elderly parent. During the interview process, be honest about your experience and how it has shaped your ability to handle challenges. And remember, a company that doesn’t want you because you survived cancer is not a company you want to work for anyway.” — Paula Schneider, president and CEO of Susan G. Komen
• Jolie Miller, senior manager of content acquisitions and strategy at LinkedIn: “Today's HR leaders know that life happens and company cultures are evolving to appreciate the diverse perspectives a diverse workforce offers. It's all about how you position yourself in your absence. Put together a concise, 30 to 60 second story on why you were out, why you're coming back, and why your perspective is unique and attractive. Turn your time out into a secret weapon.”

Looking for career advice from the pros? Submit your questions in the comments with #YouAsked and we’ll take care of the rest.

The Goldilocks of leisure time: When it comes to free time, there is such thing as a happy medium. A recent study from researchers at UCLA and Wharton found that too little and too much leisure time can lead to a decline in happiness. What’s the sweet spot? For workers, it’s two-and-a-half hours daily, and for those who don't work it’s four hours and 45 minutes, The Atlantic reports. Having insufficient free time induces stress, while having an overabundance of it can lead to feeling idle. • Here’s what people are saying.

With teams, bigger isn’t always better: With their abundant resources and brain power, large teams are excellent at developing existing ideas and projects, according to researchers from Northwestern and University of Chicago. But if you are looking to break the mold, you are better off with a team of one to three people. It may come down to how different groups treat risk, the researchers write. Large groups are more expensive to assemble, so they gravitate toward safer projects. Smaller groups tend to have less at stake, so they can afford to be bold. • Here’s what people are saying.

One last idea:  While we may not have supreme control over the many unexpected obstacles that we face throughout our lives, Duke Energy’s Lynn Good reminds us that we do have authority over how we respond to such challenges.

“You always have a choice in how you respond to difficult circumstances. I’ve found that embracing mistakes or change as an opportunity can lead to incredible growth and possibilities. That’s important to remember when the unexpected hits.”

What's your take? Join the conversations on today's stories in the comments.

— Scott Olster and Kelli Nguyen