Don't Be Yourself

Look around your office. Turn on the TV. Incompetent leadership is everywhere, and there's no denying that most of these leaders are men.In this timely and provocative book, Tomas Chamorro-Premuzic asks two powerful questions: Why is it so easy for incompetent men to become leaders? And why is it so hard for competent people--especially competent women--to advance?Marshaling decades of rigorous research, Chamorro-Premuzic points out that although men make up a majority of leaders, they underperform when compared with female leaders. In fact, most organizations equate leadership potential with a handful of destructive personality traits, like overconfidence and narcissism. In other words, these traits may help someone get selected for a leadership role, but they backfire once the person has the job.When competent women--and men who don't fit the stereotype--are unfairly overlooked, we all suffer the consequences. The result is a deeply flawed system that rewards arrogance rather than humility, and loudness rather than wisdom.There is a better way. With clarity and verve, Chamorro-Premuzic shows us what it really takes to lead and how new systems and processes can help us put the right people in charge.

Hepimiz biliyoruz ki göz önünde kidemli sadece birkac kadin lider var ve kadinlarinilerlemesinin önündeki engeller olabildigince can sikici. Peki ya bu durum kadinlarin yetersizolmasindan degil de yeteneksiz erkeklerin nitelikli sayilmasi sebebiyle ortaya cikiyorsaTomas Chamorro-Premuzic Neden Bu kadar Yeteneksiz Erkek Lider Oluyorda günümüz liderlik algisini hem yapilan onlarcadeney hem de gercek örnekler üzerinden ele aliyor.Bugün icin olmazsa olmaz liderlik vasiflari olarak görülen özelliklerin aslina bakilirsayönetim sahasi icin zararli oldugunu ortaya koyuyor.Kitap boyunca narsizm, psikopati, kendine asiri güven gibi liderler icin tercih sebebi sayilan özelliklerin birer mental rahatsizlikoldugunu, her halükarda kuruluslar icin zarar verici oldugunu ve liderlerin bu gibi özelliklerdense digerkamlik, empati ve özveri gibinitelikleri haiz olmasi gerektigini degerlendiriyor. Kadinlarin lider olabilmelerinin yolunda bulunan engellerin bilhassa erkeklerintoksik davranislari üzerinden belirlenen liderlik normlari olmasi cesitli yönleriyle irdeleniyor.Tomas Chamorro-Premuzic bu kitapla su sorulara cevap ariyor Insanlari özellikle de erkekleri liderlik rollerine aday gösteren ancak sonrasinda burollerde bulunanlar icin elestiri sebebi olan nitelikleri nelerdir Liderleri kadin veya erkek gercekten yeterli kilan nitelikleri . Nasil daha yetenekli liderler secilebilir Terfi ettirmeden önce yeteneksiz liderleri nasil tespit edebilirsiniz Liderlik icin hangisi daha önemli IQ mu EQ mu.

'This book shows how to find, attract, develop, motivate, and retain stars. It's full of evidence and provocative ideas to help every talent leader' Dr Adam Grant, Wharton Professor, New York Times bestselling author, Originals and Give and Take<BR><BR>'This is the book I want to hand every manager I've ever worked with . . . Every chapter is filled with quotes, findings, and ideas that I want to post on Twitter and share with the world' Dr. Todd Carlisle, VP of HR, Twitter <BR><BR>WHY THE SCIENCE OF PEOPLE IS YOUR KEY WEAPON IN THE WAR FOR TALENT<BR><BR>All organisations have problems, and they nearly always concern people: how to manage them; whom to hire, fire or promote; and how to motivate, develop and retain high potential employees. <BR>Psychology, the main science for understanding people, should be a pivotal tool for solving these problems - yet most companies play it by ear, and billions of dollars are wasted on futile interventions to attract and retain the right people for key roles.<BR><BR>Bridging the gap between the psychological science of talent and common real-world talent practices, The Talent Delusion aims to educate HR practitioners and leaders on how to measure, predict and manage talent. It will provide readers with data-driven solution to the common problems around employee selection, development and engagement; how to define and evaluate talent; how to detect and inhibit toxic employee behaviours; and how to identify and harness leadership potential.

Personality and Individual Differences is a state-of-the-art undergraduate textbook that covers the salient and recent literature on personality, intellectual ability, motivation and other individual differences such as creativity, emotional intelligence, leadership and vocational interests. This third edition has been completely revised and updated to include the most up-to-date and cutting-edge data and analysis. As well as introducing all topics related to individual differences, this book examines and discusses many important underlying issues, such as the psychodynamic approach to latent variables, validity, reliability and correlations between constructs. An essential textbook for first-time as well as more advanced students of the discipline, Personality and Individual Differences provides grounding in all major aspects of differential psychology. A companion website containing additional teaching and learning resources can be found at www.wiley.com/college/chamorro-premuzic.

En este oportuno y provocativo libro, Tomás Chamorro-Premuzic hace dos preguntas impactantes: ¿Por qué a los hombres incompetentes les resulta tan fácil llegar a ser líderes? Y, ¿por qué es tan difícil que avancen las personas competentes (sobre todo, si son mujeres)?Tras décadas de investigación rigurosa, Chamorro-Premuzic señala que, pese a que los hombres constituyan la mayoría de los líderes, tienen peores resultados en comparación con las líderes femeninas. De hecho, la mayor parte de las organizaciones equiparan el potencial de liderazgo con determinados rasgos de personalidad destructivos, como narcisismo y exceso de confianza. Es decir, estos rasgos pueden ayudar a que alguien sea seleccionado para un papel de liderazgo, pero son contraproducentes cuando la persona obtiene el puesto.Cuando las mujeres competentes (y los hombres que no encajan en el estereotipo) no son tenidos en cuenta, todos sufrimos las consecuencias. El resultado es un sistema profundamente defectuoso que recompensa ser arrogante en lugar de humilde y ser gritón en lugar de sabio.