PDF Ebook , by Tomas Chamorro-Premuzic

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, by Tomas Chamorro-Premuzic

PDF Ebook , by Tomas Chamorro-Premuzic

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Product details

File Size: 463 KB

Print Length: 240 pages

Publisher: Harvard Business Review Press (February 19, 2019)

Publication Date: February 19, 2019

Sold by: Amazon Digital Services LLC

Language: English

ASIN: B07FQVCX8D

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Amazon Best Sellers Rank:

#18,332 Paid in Kindle Store (See Top 100 Paid in Kindle Store)

Admittedly, I saw the title of this book and purchased it out of intrigue and skepticism.The author makes some good arguments about why some (maybe most) men are able to climb the career ladder. Without spoiling the book, I will say that I liked the emphasis on EQ, AI, and other methods that can be applied to select better leaders.The problems I had with the book are Chamorro-Premuzic's references to "science" studies and Freudian concepts. You'll see these pop up as you're reading, so be skeptical when the author make certain assertions as being concrete facts. Also, there are some over generalizations throughout.

This book is based on solid research (sorry, narcissists, I know you will not like the findings) and provides suggestions that can help organizations improve the quality of leadership. No, the solution in NOT just hiring and promoting more women - it is hiring and promoting competent, humble, teachable, and caring people. A must-read for any board, and all involved in hiring and promoting. Implementing these straightforward solutions will require discipline and commitment, but will result in stronger and better organizations.

Purchased after seeing the provocative title name; was not disappointed in the content of the book. The author challenges the traditional approach to leadership using SCIENCE and DATA. So refreshing. The chapters on confidence and charisma vs. competence are so timely and necessary. Everyone should read as we evaluate our 2020 presidential candidates. :)

The title caught my attention, particularly because it seemed to pander to things everyone already knows and is frustrated about. I wondered if that was all there was . Indeed. It is particularly troubling that books on leadership indulge themselves in cultivating contempt since the literature around what works in leadership would lead in the opposite direction. There do seem to be gender differences in the traits that contribute to effective leadership, and they do favor women, but they are not so sweeping as this author portrays. That all said, and particularly with so many abysmal male examples of inadequate leadership in the national and international news lately, I see why the book will likely sell well. Save your money for more substantial works, though, like Anderson and Adams newest title, Scaling Leadership. Their work is built on actionable research that covers the same ground, but without the obvious flaws.

According to Tomas Chamorro-Premuzic, "This book explores a central question: What if these two observations -- that most leaders are bad and that most leaders are male -- are causally linked? In other words, would the prevalence of bad leadership decrease if fewer men, and more women, were in charge?"As he later explains, "it's not just gender bias that holds competent women back from leadership and allows incompetent men to float to the top. It's a fundamental disconnect between actual leadership talent and our assumptions about it. There is a world of difference between the personality traits and behaviors it takes to be [begin italics] chosen [end italics] and the traits and skills you need to [begin italics] be able [end italics] to lead effectively."Chamorro-Premuzic wrote this book in order to identify the key qualities that cause people to become incompetent leaders -- and, conversely, good leaders. These are among the passages of greatest interest and value to me, also listed to suggest the scope of his coverage:o The difference between competence and confidence (Pages 20-22)o The Prevalence of overconfidence (22-29)o The dangers of overconfidence (33-37)o Spotting narcissism at work (42-44)o Why narcissists are more likely to become leaders (45-47)o Why men are more likely to be narcissists (sorry guys, it's just science) Pages 48-50)o Why narcissists don't make good leaders (50-55)o Why we love psychopaths (56-59)o When psychopaths lead (59-63)o Spotting psychopaths before you promote them (63-66)o The charisma allure (70-74)o The dark side of charisma (78-83)o How EQ helps (women) at work (90-93)o Intellectual social, and psychological capital (106-112)o Leadership intent: personality in the right place (115-121)o Measuring intellectual capital (129-132)o Measuring new talent signals, or the promise of new technologies (137-144)o Six data-driven lessons in leadership development (148-161)o Evaluating leaders' impact is still incredibly difficult (165-168)o How we can do better (171-176)Those who supervise leadership development programs as well as those who participate in them would be well-advised to keep this observation by Theodore Roosevelt clearly in mind: "People won't care what leaders know until they know how much they care."Chamorro-Premuzic's concluding remarks include these: "If we want better and more effective organizations and societies, we first and foremost need to improve the quality of our leaders. Compelling evidence suggests that leadership is more likely to improve if we start drawing more heavily from the female talent pool, especially if we understand that women most likely to drive positive change look quite different from the typical leaders we have today, irrespective of gender. But even more critically, we must put in place much bigger obstacles for the disproportionate glut of incompetent men who are so adept at becoming leaders, to everyone's peril."Whatever their size and nature may be, all organizations need effective leaders at all levels and in all areas of the given enterprise. It is estimated that in 2018, U.S. companies spent about $20-BILLION on leadership development programs that involve earning business degrees, onsite classrooms and workshops, and self-directed instruction. The meager ROI is in large measure explained by what James O'Toole so aptly characterizes as "the ideology of comfort and the tyranny if custom." Sour old wine in new bottles still tastes like old wine.My take on all this is that the quality of an organization is best measured by the quality of its leaders. They must be carefully selected and then held accountable to much higher standards. I wholly agree with Tomas Chamorro-Premuzic: "Putting more women in leadership roles [who then act like incompetent men] does not necessarily improve the quality of leadership, whereas putting more talented leaders into leadership roles will increase the representation of women."Â

The reason I requested this book is the title, a sort of click bait.It was an interesting read that gave a lot of food for thought.I like how the author handles one of the biggest issues in organization, the role of women, and I liked some of the boldest statement.Even if it doesn't supply any real solution it was an interesting read.Recommended!Many thanks to Harvard Business Review and Netgalley for this ARC

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