Kellogg School of Management is renowned for its collaborative culture, leadership development, and excellence in marketing and general management. Its two-year MBA program blends academic rigor with a strong emphasis on teamwork, experiential learning, and global exposure. With deep ties to top consulting, tech, and marketing firms, Kellogg is especially well-regarded for producing well-rounded, team-oriented leaders who thrive in dynamic, people-driven environments.

WHOM TO CHOOSE AS YOUR RECOMMENDER?

Best bets (in this order):

• Your current direct supervisor

• A former boss (from the last 1–2 years)

• Any manager who’s directly led your work

• A mentor or business partner

• A client (only if the relationship was deep + recent)

• A social work lead (only if it’s core to your story)

Avoid picking:

• Family members (instant red flag)

• Juniors or direct reports

• Vendors or service providers

• Peers or professors (unless there’s a standout reason — and even then, risky)

Bottom line: Choose impact over title. If they’ve seen you lead, grow, or grind — they’re a strong

LOR Analysis

Question 1

Kellogg has a diverse student body and values students who are inclusive and encouraging of others with differing perspectives and backgrounds. Please tell us about a time when you witnessed the candidate living these values.

Word limit: 300 words

Tips:

 This isn’t just about buzzwords it’s about real action. Kellogg’s DEI recommender question is their way of asking: Does this person make the room better for everyone, not just themselves? So, the story your recommender shares should spotlight a moment where you noticed something was off maybe someone was left out, unheard, or facing bias and you didn’t just sit with that discomfort, you acted. Maybe you created space for quieter voices, redesigned a hiring process, or stepped in when team dynamics skewed exclusionary. What matters is that your recommender shows you didn’t just talk inclusion you built it. The best examples show both ripple effects (how others benefited) and personal growth (how it changed your leadership lens). Bottom line: it’s not about being perfect. It’s about showing you’re intentional, aware, and committed to doing the work even when it’s messy.

Question 2 

How does the performance of the applicant compare to that of other well-qualified individuals in similar roles?

Word Limit: 300 words

Tips:

Anyone can say someone’s “hardworking” or “dependable” but without real examples, it’s just noise. Your recommender needs to highlight traits that matter, and back them with proof. Focus on EQ over IQ. Leadership over checkbox wins. Don’t just say you met deadlines show how you led under pressure, rallied a team, or took initiative beyond your role. If you've been promoted fast, won awards, or stood out among peers, that’s gold include it. And make sure every trait ties back to your future career goals. If you're gunning for a leadership role in impact investing, show moments where you influenced, built consensus, or pushed a bold idea forward. No vague praise. No fluff. Just sharp traits, linked to sharp stories.

Question 3  

Describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response.

Word Limit: 250 words

Tips:

The best way to answer the weakness question? Keep it real but structured. Start with the actual weakness (don’t sugarcoat it), then share the feedback they got that made them aware of it. Show that they took it seriously no defensiveness, just maturity. Then walk through what they did to fix it: concrete actions, not vague intentions. End with the progress they’ve made and the impact it had. Every step should have an example. And remember: pick a weakness that’s fixable, not a red flag. Never choose something that questions judgment, ethics, or character. You want growth, not damage control.