Podcasts about chamorro premuzic

In the book 'I, Human,' the author Tomas Chamorro-Premuzic talks about how artificial intelligence (AI) is changing our world. He says AI can do amazing things that can make our lives better. But, he also says that AI can make some of our bad habits worse, like being distracted, selfish, and biased. The book is not just about ideas; it's also full of interesting thoughts and practical advice. Chamorro-Premuzic asks an important question: Will AI make our lives better, or will it create problems for us? He believes it depends on the choices we make. In summary, 'I, Human' reminds us that AI is like a double-edged sword. It can bring good things, but it can also bring challenges. The author wants us to think about what makes us special as humans and to use AI wisely so that it helps us, not hurts us.

En el episodio 263 conversamos con Dr. Tomás Chamorro-Premuzic , Chief Innovation de Manpower Group, profesor en NYU, Columbia y Harvard sobre:+ La vida en Argentina y Villa Freud + Padres químicos investigadores de diferentes regiones+ Vivir dos momentos de confrontación personal+ Su historia con el psicoanálisis y un encuentro con la frustación+ Cómo ser humanos en una época de Inteligencia Artificial (IA)+ El mundo de la IA y la conexión lo humano+ La necesidad de impulsar el talento Latino y la vulnerabilidad+ Las habilidades para sobresalir en este mundo cambianteAcá puedes conocer más sobre Hackers del Talento y Ricardo PinedaSi quieres evolucionar en tu rol de líder de Talento Humano te invitamos a conocer y aplicar a la Academia Hackers del Talento LATAMSíguenos en Linkedin y en Instagram

Al ritmo al que avanza la inteligencia artificial me pregunto si dentro de un tiempo te será posible, a ti, humano que me escuchas, saber si ésta es realmente mi voz o si es el resultado sintético de la última inteligencia artificial generativa. A medida que la tecnología se vuelva más inteligente y aparentemente humana también nosotros tendremos que evolucionar para ser más capaces de discernir lo que escuchamos, vemos, leemos o creemos decidir por cuenta propia… La IA nos seduce para delegar cada vez más en ella a riesgo de volvernos más dispersos, egoístas, parciales, narcisistas, predecibles o impacientes. Pero no tiene porque ser necesariamente así, si somos conscientes a tiempo de lo que está en nuestras manos ejercer y aportar como seres humanos. De un tema tan apasionante como éste conversamos con todo un referente en la materia, el Dr Tomás Chamorro-Premuzic, psicólogo, consultor y autor prolífico en las áreas de psicología del talento, liderazgo, innovación e inteligencia artificial y los datos aplicados al campo de personas. Una autoridad internacional en psicología aplicada a la gestión del talento que es también, profesor de psicología organizacional en el University College de Londres, la universidad de Columbia, además de otros roles conectados a la innovación y el emprendimeinto. Con Tomás hablamos entre otros de su último y oportuno libro: I, Human. Yo humano, que analiza el impacto psicológico de la inteligencia artificial en las personas y que explora la siempre sofisticada simbiosis entre humanos y tecnología. Enlaces ====== https://drtomas.com/ Libro I Human: https://bit.ly/3AIIBn6

In today's conversation, I speak with Dr. Tomas Chamorro-Premuzic – an author and international authority in psychological profiling, talent management, leadership development, and people analytics. The Chief Talent Scientist at Manpower Group and CEO at Hogan Assessment Systems, Tomas is also the co-founder of Deeper Signals and Meta Profiling. Having published 10 books and over 150 scientific papers on the psychology of talent, leadership, innovation and AI, Tomas is a Professor of Business Psychology at both University College London, and Columbia University. His most recent book, I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique, explores the impacts of artificial intelligence on how we work, rest and play, and his previous book, Why Do So Many Incompetent Men Become Leaders?: (And How to Fix It), examines why it is so easy for incompetent men to become leaders, and why is it so hard for competent people - especially competent women - to advance. He has previously held academic positions at New York University and the London School of Economics, and he has lectured at Harvard Business School, Stanford Business School, London Business School, Johns Hopkins, IMD, and INSEAD, among many more. His global academic contributions, paired with his creation of science-based tools to improve performance prediction in organisations, make him one of the most prolific social scientists of his generation. Recorded on 21st March 2023.

We gaan het hebben over de big five op werk: hoe denken en handelen mensen verschillend op hun werk? Want van de strebertjes tot aan de vrijbuiters de 'Big Five of HEXACO' zien we ook terug in onze werkomgeving. Welke onderdelen komen veel of juist weinig terug op je werk? In deze aflevering gaan we ze allemaal langs en beantwoorden we twee luisteraarsvragen. Voor meer persoonlijkheidsfeitjes volg ons op Instagram of TikTok!Lees-, kijk- en luistertips: - Voor de Big Five test, betaald maar goed: Understandmyself.com- Of de gratis versie: https://nl.outofservice.com/bigfive/ (en ja zo heet die site echt)- Voor de HEXACO test klik hier: https://hexaco.org/hexaco-online- Lees hier wat Wikipedia te zeggen heeft over Big Five op werk: https://en.wikipedia.org/wiki/Big_Five_personality_traits#Employment- Lees hier over Holotropisch ademen: https://www.verywellmind.com/holotropic-breathwork-4175431- Stress op werk, lees dan natuurlijk de boeken van Thijs: Fokking Druk en Werk kan ook uit: https://www.thijslaunspach.nl/webshopWetenschappelijke verantwoording:- Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel psychology, 44(1), 1-26.- Kim, H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five personality dimensions. International Journal of Hospitality Management, 28(1), 96-104.- Furnham, A., Eracleous, A., & Chamorro‐Premuzic, T. (2009). Personality, motivation and job satisfaction: Hertzberg meets the Big Five. Journal of managerial psychology, 24(8), 765-779.- Higgins, D. M., Peterson, J. B., Pihl, R. O., & Lee, A. G. (2007). Prefrontal cognitive ability, intelligence, Big Five personality, and the prediction of advanced academic and workplace performance. Journal of personality and social psychology, 93(2), 298.- Bakker, A. B., Van Der Zee, K. I., Lewig, K. A., & Dollard, M. F. (2006). The relationship between the big five personality factors and burnout: A study among volunteer counselors. The Journal of social psychology, 146(1), 31-50.- Alessandri, G., & Vecchione, M. (2012). The higher-order factors of the Big Five as predictors of job performance. Personality and Individual Differences, 53(6), 779-784.- Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: the Big Five revisited. Journal of applied psychology, 85(6), 869.- Therasa, C., & Vijayabanu, C. (2015). The impact of Big Five personality traits and positive psychological strengths towards job satisfaction: A review. Periodica Polytechnica Social and Management Sciences, 23(2), 142-150.- Bui, H. T. (2017). Big Five personality traits and job satisfaction: Evidence from a national sample. Journal of General Management, 42(3), 21-30.- Hau, T. C., & Bing, K. W. (2018). Relationship between big five personality traits and work engagement among private university academic staff. International journal of education, Psychology and counseling, 3(15), 79-85.- Morgeson FP, Campion MA, Dipboye RL, Hollenbeck JR, Murphy K, Schmitt N (2007). "Reconsidering the use of personality tests in personnel selection contexts". Personnel Psychology. 60 (3): 683–729.Zie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Kate Davis is joined by Dr. Tomas Chamorro-Premuzic to discuss how the people who end up in leadership positions often possess the traits least suited to manage and lead people. Dr. Chamorro-Premuzic is the Chief Innovation Officer at Manpower Group, Professor of Business Psychology at University College London and Columbia University, a frequent contributor to the Harvard Business Review and Fast Company and the author of several books including “Why Do So Many Incompetent Men Become Leaders? (and how to fix it)”

*This episode is an excerpt taken from our 2020 interview. Dr. Tomas Chamorro-Premuzic, Chief Talent Scientist at Manpower Group, argues many of our leaders are incompetent. Chamorro-Premuzic believes this is largely due to humans' inability to distinguish between confidence and competence —  that is, how capable we think an individual is, compared to how capable they actually are. In this Talent Angle podcast interview, he explores why ineffective leaders are so often elevated, arguing that our judgment is too easily clouded by charisma and charm. For organizations looking to advance more effective leaders, he makes the case for promoting competence, humility and integrity.

Kate Davis is joined by Dr. Toma Chamorro-Premuzic to discuss how the people who end up in leadership positions  often possess the traits least suited to manage and lead people. Dr. Chamorro-Premuzic is the Chief Innovation Officer at Manpower Group, Professor of Business Psychology at University College London and Columbia University, a frequent contributor to the Harvard Business Review and Fast Company and the author of several books including “Why Do So Many Incompetent Men Become Leaders? (and how to fix it)”

Los lideres también tienen emociones... ¿verdad? A menudo da la impresión de que no. Pero en realidad simplemente tienen un excelente manejo de ellas, es decir tienen un manejo amplio sobre el escpectro de su inteligencia emcoional. En este episodio del podcast de Coderhouse revisamos cuales son las nociones típicas con las que suelen confundirse la inteligencia emocional. Además, aclaramos algunos puntos claves de Tomás Chamorro Premuzic, profesor de psicología de negocios de la Universidad de Columbia, acerca de los aspectos negativos de tener un "alto" coeficiente intelectual emocional. ¡Aplica a una beca del 70% para cualquiera de nuestros cursos y carreras!

28 Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Podcasts in 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

28 Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Podcasts in 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

28 Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Podcasts in 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

28 Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Podcasts in 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 18: Barnumov efekt Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Forer, B.R. (1949). The fallacy of personal validation: a classroom demonstration of gullibility. Journal of Abnormal Psychology, 44, 118-21. Stagner, R. (1948). The gullibility of personnel managers. Personnel Psychology, 50, 145-9. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 18: Barnum təsiri Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Forer, B.R. (1949). The fallacy of personal validation: a classroom demonstration of gullibility. Journal of Abnormal Psychology, 44, 118-21. Stagner, R. (1948). The gullibility of personnel managers. Personnel Psychology, 50, 145-9. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 18: Efekt Barnuma Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Forer, B.R. (1949). The fallacy of personal validation: a classroom demonstration of gullibility. Journal of Abnormal Psychology, 44, 118-21. Stagner, R. (1948). The gullibility of personnel managers. Personnel Psychology, 50, 145-9. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 18: Het Barnum-effect Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Forer, B.R. (1949). The fallacy of personal validation: a classroom demonstration of gullibility. Journal of Abnormal Psychology, 44, 118-21. Stagner, R. (1948). The gullibility of personnel managers. Personnel Psychology, 50, 145-9. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 17: Astrologija i tipovi ličnosti Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Dean, G. (1987). Does Astrology Need To Be True? Part 2: The Answer Is No. Skeptical Enquirer, 11, 257-73. Kelley, I.W. (1997). Modern astrology: a critique. Psychological Reports, 81, 1035-66. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 17: Astrologiya və şəxsiyyət növləri Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Dean, G. (1987). Does Astrology Need To Be True? Part 2: The Answer Is No. Skeptical Enquirer, 11, 257-73. Kelley, I.W. (1997). Modern astrology: a critique. Psychological Reports, 81, 1035-66. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 17: Astrologie en persoonlijkheidstypen Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Dean, G. (1987). Does Astrology Need To Be True? Part 2: The Answer Is No. Skeptical Enquirer, 11, 257-73. Kelley, I.W. (1997). Modern astrology: a critique. Psychological Reports, 81, 1035-66. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Episode 17: Astrologia i typy osobowości Learn about both basic and niche topics in Work and Organizational Psychology in less than five minutes a week. If you are an HR professional, you will get inspired to explore new areas beyond recruiting and payroll. If you are a CEO or entrepreneur, you will get an overview on the applied science of human factors at work. Recommended literature for this episode: Chamorro-Premuzic. T., Furnham, A. (2010). The Psychology of Personnel Selection. Cambridge: Cambridge University Press. Dean, G. (1987). Does Astrology Need To Be True? Part 2: The Answer Is No. Skeptical Enquirer, 11, 257-73. Kelley, I.W. (1997). Modern astrology: a critique. Psychological Reports, 81, 1035-66. Gerhard J. Ohrband Psychologist, author and consultant from Hamburg /Germany (*1979). Married, two sons. MA in psychology from the University of Hamburg. More than 14 years of experience teaching psychology as well as a consultant for UNICEF, Terre des Hommes, IOM, the EU and private companies. Speaks 21 languages. Contact gerhard.j.ohrband@gmail.com https://thegomethod.org/ On Linkedin: https://www.linkedin.com/in/gerhard-j%C3%B6rg-ohrband-22525147/ Twitter: https://twitter.com/JOhrband If you want to discover my secrets for learning more than 21 languages, please check out my book “The GO Method” on Amazon. Benefit from a free webinar: https://www.thegomethod.org/services/free/ Intro music: Josef Liebeskind - Symphony No. 1 in A minor, Op. 4.The recording is in the public domain. Listen hereto the entire composition.

Dr. Tomas Chamorro-Premuzic, Chief Talent Scientist at Manpower Group, argues many of our leaders are incompetent. Chamorro-Premuzic believes this is largely due to humans’ inability to distinguish between confidence and competence —  that is, how capable we think an individual is, compared to how capable they actually are. In this Talent Angle podcast interview, he explores why ineffective leaders are so often elevated, arguing that our judgment is too easily clouded by charisma and charm. For organizations looking to advance more effective leaders, he makes the case for promoting competence, humility and integrity.

Descifrar por qué tantos hombres incompetentes se convierten en líderes es lo que se ha propuesto el psicólogo Tomás Chamorro-Premuzic. Aquí nos cuenta si América Latina tiene más líderes incompetentes que otras regiones del mundo, si las mujeres son más competentes que los hombres y por qué seguimos escogiendo a los líderes incorrectos. Learn more about your ad-choices at https://www.iheartpodcastnetwork.com

Psychologie hinter Verschwörungstheorien 2/3. In der zweiten Folge rund um die Psychologie hinter Verschwörungstheorien beschäftigen wir uns mit der Frage: Wer wird Verschwörungstheoretiker? Welche Umstände oder Eigenschaften lassen uns eher an Verschwörungstheorien glauben? __[Infos und Quellen für Streber] *Review: Douglas, K. M., Sutton, R. M., & Cichocka, A. (2017). The psychology of conspiracy theories. Current directions in psychological science, 26(6), 538-542. *Swami, V., Chamorro-Premuzic, T., & Furnham, A. (2010). Unanswered questions: A preliminary investigation of personality and individual difference predictors of 9/11 conspiracist beliefs. Applied Cognitive Psychology, 24, 749-761. *Swami, V., Coles, R., Stieger, S., Pietschnig, J., Furnham, A., Rehim, S., & Voracek, M. (2011). Conspiracist ideation in Britain and Austria: Evidence of a 64 monological belief system and associations between individual psychological differences and real-world and fictitious conspiracy theories. British Journal of Psychology, 102, 443-463.

Managers hold power. They have the ability to control and regulate the daily life of an employee. Their administrative mandate to observe, review, and divvy out work implicitly gives them the ability to determine how and when an employee works. Furthermore, the human condition subconsciously leads us to believe that those with such authoritative responsibility should be trusted more than those without. This leads to a power dynamic. Every employee knows that their boss could make their life miserable. Furthermore, every employee knows that in the event of a dispute, the company is likely to take the side of the boss. This is especially true in workplaces where management consists of a very non-diverse group of people. This power dynamic is the fundamental reason why confidence is so often viewed as competence. In a recent podcast, with Dr Tomas Chamorro-Premuzic, Professor of Business Psychology at Columbia University & UCL, we explored the notion that a fundamental problem with the nature of work today is promotions. Instead of promoting the person who is going to best lead the team, the person with the most confidence gets promoted. To listen to the rest of the podcast, visit Forging the Employee Experience. To connect with Dr Chamorro-Premuzic visit him on LinkedIn or visit his website. This practice is a recipe for poor employee experience. When people work for bosses they don’t like, they start working just for the paycheck. No one should have to work just because they want the paycheck. Everyone should be able to work in a place where they can feel like they are contributing meaningfully to the work being done. When we prioritize confidence over competence, we undermine the integrity of the work ecosystem by telling our employees that their performance is less important than their personality … which, by the way, wasn’t good enough to get them that promotion. Entry- and mid-level managers have the absolute greatest influence on an organization’s culture and each employee’s experience at work. The system is set up for failure if the wrong people get promoted into positions of authority. Instead, we need to ensure that competence and leadership are the prevailing characteristics of the next wave of managers. --- Support this podcast: https://anchor.fm/forgeant/support

This episode takes the listener on a journey through some fascinating topics- All of which tie back to human nature and the world of work. Our guest star is Tomas Chamorro-Premuzic an organizational psychologist who is currently a professor of business psychology at University College London (UCL) and Columbia University, as well as the Chief Talent Scientist at ManpowerGroup.We discuss Tomas’ book "Why Do So Many Incompetent Men Become Leaders? (And How to Fix It)." from the perspective of humans and their relationship to work and organizations. It is clear that the world of work represents a complex dynamic between individuals and organizations. When looked at from the dark side- this interplay can lead to waste in the form of unhappiness and poor economics. This dialogue provides a really interesting foundation for a subsequent discussion of the future of assessment. The focus turns to assessment at scale and the many issues that play into a future where personal data provides trait based insights without the use of a traditional assessment. A focus on the economics of assessment at scale provides some unique and fascinating insight into the future of assessment as a discipline AND a business.At the end of the day- the hidden treasure in accurate, ethical assessment at scale lies in the ability to increase productivity through helping humans find jobs that align with their talents and interests.At scale such matches will provide new levels of personal and economic enlightenment and drive a new age of prosperity! About Tomas Chamorro-PremuzicTomas is one of the founders of Meta, a company that creates data-driven tools to help corporations identify employees and leaders with entrepreneurial talent.He also serves as a consultant for both the private and public sectors, with clients that have included JP Morgan, Goldman Sachs, HSBC, Prudential, Unilever, the British Army, the BBC, Twitter, Spotify, and Harvard’s Entrepreneurial Finance Lab. He is the director of the MSc in Industrial-Organizational and Business Psychology at the University College London (UCL), having previously co-run the MSc in Occupational Psychology at Goldsmiths, University of London. He has also previously taught at the London School of Economics and New York University. He is the author of the column Mr. Personality, which appears regularly on Psychology Today, and contributes regularly to the Guardian, Fast Company, Management Today, Forbes, and Harvard Business Review. In February 2015, Dr. Chamorro-Premuzic assumed the role of CEO at Hogan Assessments after spending two years as the company's vice president of research and innovation. The company provides personality assessment services that corporations can utilize for hiring and training purposes.Find the original article, Tomas' book is based on here: https://hbr.org/2013/08/why-do-so-many-incompetent-menAnd grab a copy of the book yourself here:https://www.amazon.com/Why-Many-Incompetent-Become-Leaders/dp/1633696324

Crystal Palace goalkeeper, Wayne Hennessey, provides an unintentional insight into the links between ignorance and stupidity. Image: Wayne Hennessey by Steindy via Wikimedia Things mentioned in this podcast: -Wayne Hennessey’s Nazi salute https://www.bbc.co.uk/sport/football/47946382 -Seymour (1929), A Study of the Relation between Knowledge, Intelligence, and Character (https://scholarworks.umass.edu/cgi/viewcontent.cgi?article=3088&context=theses) -Furnham and Chamorro-Premuzic (2006), Personality, Intelligence and General Knowledge (https://www.sciencedirect.com/science/article/pii/S1041608005000385) -Furnham et al (2010), Typical Intellectual Engagement, Big Five Personality Traits, Approaches to Learning and Cognitive Ability Predictors of Academic Performance (https://onlinelibrary.wiley.com/doi/abs/10.1348/978185409X412147) -Psychology Today, Why Criminals are Less Intelligent than Non-Criminals (https://www.psychologytoday.com/intl/blog/the-scientific-fundamentalist/201006/why-criminals-are-less-intelligent-non-criminals) -Oberauer et al (2005), Working Memory and Intelligence (https://www.ncbi.nlm.nih.gov/pubmed/15631551) -Bauducel et al (2009), The Impact of Different Measurement Models for Fluid and Crystallized Intelligence on the Correlation with Personality Traits (https://econtent.hogrefe.com/doi/abs/10.1027/1015-5759.23.2.71) -Stojanoski et al (2010), Targeted Training (https://www.ncbi.nlm.nih.gov/pubmed/30009838) -Larcienese (2005), Does Political Knowledge Increase Turnout? (http://personal.lse.ac.uk/LARCINES/pepp1.pdf) -Lynn et al (2017), Differences in Intelligence and Socio-Economic Outcomes across the Twenty Seven States of Brazil (https://www.researchgate.net/publication/317551627_Differences_in_Intelligence_and_Socio-Economic_Outcomes_across_the_Twenty_Seven_States_of_Brazil) For more Cognitive Engineering episodes find us on iTunes, Google Play or wherever you get your podcasts, or add this RSS feed to your preferred player: feeds.soundcloud.com/users/soundcloud:users:219479129/sounds.rss

@KGNUClaudia, Claudia Cragg, speaks here withTomas Chamorro-Premuzic (about his timely and provocative book. Two powerful questions are asked by the author: 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? And this is no feminist diatribe, rest assured. It serves as a practical and much-needed remedy for our times.  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. Dr Tomas Chamorro-Premuzic is an international authority in psychological profiling, consumer analytics, and talent management. He is the CEO at Hogan Assessments, Professor of Business Psychology at University College London (UCL), Visiting Professor at Columbia University, and has previously taught at New York University and the London School of Economics. Dr Tomas has published 8 books and over 120 scientific papers (h index 41), making him one of the most prolific social scientists of his generation. His work has received awards by the American Psychological Association and the International Society for the Study of Individual Differences, to which he is now director. Dr Tomas is also the director of UCL’s Industrial-Organisational and Business Psychology programme, and an Associate to Harvard’s Entrepreneurial Finance Lab. He is also the co-founder of , a digital start-up that enables organisations to identify individuals with entrepreneurial talent. He lives in London and New York.

Tomas Chamorro-Premuzic, a psychologist and chief talent scientist at ManpowerGroup, says we're not picking leaders in the right way. While we should be promoting people based on their competence and potential, it's often the incompetent, overconfident candidates -- most of them men -- who get ahead. Studies show that, by many measures, women are actually better equipped to become strong, successful managers. But the solution to getting more of them into the executive ranks isn't quotas or other initiatives that mandate gender diversity. To improve leadership across the board, we need to focus on the metrics proven to enhance performance and set higher standards for everyone. Chamorro-Premuzic is also a professor of business psychology at University College London and Columbia University, and the author of the book "Why Do So Many Incompetent Men Become Leaders?: (And How to Fix It)" (Harvard Business Review Press, 2019).

点击每期节目可以看到具体文稿内容A Top Psychologist Says You Can Be Too Emotionally Intelligent. Here's Why He's WrongIt's not really intelligence unless you know how to use it.By Justin BarisoA few days ago, Thomas Chamorro-Premuzic, an accomplished psychologist and business professor, co-authored a piece in the Harvard Business Review entitled, The Downsides of Being Very Emotionally Intelligent.It begins with the story of Gemma, a hypothetical employee who most would describe as ideal. According to the authors, Gemma is:• extremely caring and sensitive• optimistic• reliable and dependable• organized• trustworthy and ethical• a beacon of calm, who never loses her cool, no matter the stress or pressure at work• Sounds like a great hire, right?But Dr. Chamorro-Premuzic concludes that Gemma's high EQ (emotional quotient) may reduce her effectiveness in certain roles, including those in senior leadership. He argues that people like Gemma are severely challenged when it comes time to make unpopular choices, bring about change, and "focus on driving results, even at the expense of sacrificing employee relations."I actually agree with much of what Dr. Chamorro-Premuzic has to say. There's only one problem.Most of the issues he describes aren't due to emotional intelligence. They come from a lack of it.Emotional vs. Emotional IntelligenceAs set out in my forthcoming book, emotional intelligence is a person's ability to identify emotions (in both themselves and others), to recognize the powerful effects of those emotions, and to use that information to inform and guide behavior. Emotional intelligence involves not only understanding how emotions work in a given situation, but the ability to manage a situation to attain a desired result.Put more simply, emotional intelligence is the ability to make emotions work for you, instead of against you.Gemma may be extremely caring and sensitive, and that's generally a good thing. But the moment that sensitivity prevents her from offering necessary feedback, it's no longer emotionally intelligent.It's just emotional.968重庆之声每周一至周五8点56分每天三分钟养成良好英语听说习惯

Tomas Chamorro-Premuzic, professor of business psychology at University College London, dispels some of the myths that have persisted in the 20 years since McKinsey coined the phrase “war for talent.” He argues the science of talent acquisition and retention is still in its early stages. Chamorro-Premuzic is the CEO of Hogan Assessments and the author of the book “The Talent Delusion: Why Data, Not Intuition, is the Key to Unlocking Human Potential.”

Amy Alkon's HumanLab -- The Science Between Us, a weekly show with the luminaries of behavioral science.Dr. Tomas Chamorro-Premuzic, my guest on this week's show argues for a less confident world and a more realistically confident one.Confidence is not all it's cracked up to be, especially because what we laud as confidence is too often actually overconfidence, lack of self-knowledge, and unreasonable expectations about ourselves, others, and the way the world works. This kind of "confidence" also doesn't play as well as we often think it does in impressing and persuading others.Dr. Chamorro-Premuzic wants to help you achieve realistic confidence -- confidence based on competence. He is a professor of business psychology at University College of London, the author of seven books and numerous studies, and an authority in personality assessment, consumer analytics, and talent management. His book we'll be discussing on the show is "Conf!dence: Overcoming Low Self-Esteem, Insecurity, and Self-Doubt."Join me and all my fascinating guests every Sunday, 7-7:30 p.m. Pacific Time, 10-10:30 p.m. Eastern Time, at blogtalkradio.com/amyalkon or subscribe on iTunes or Stitcher.Please buy my book, the well-reviewed, evolutionary psychology-based, unprissy, and funny "Good Manners for Nice People Who Sometimes Say F*ck" (which happens to include some of the research and thinking of tonight's guest).

Some of you may know that last summer I started a new job at Basel University in Switzerland. During the autumn semester, I taught a class on personality and intimate relationships. One thing I had the class do is read research papers and prepare short written assignments on them, in a style similar to my podcast. Several of the students also recorded their assignments, so here is a special bonus episode featuring their work. Almost none of the students are native English speakers, and until now most had summarised research only in formal scientific language, so the project was a real challenge. I am very proud of the effort they put in and hope you enjoy this bonus podcast.Download the MP3 Rate me! Rate, review, or listen in iTunes or in Stitcher. Basel! Thomas Mulchi/FlickrThe articles covered in the show: Michelle: Pawłowski, B., & Jasienska, G. (2008). Women's body morphology and preferences for sexual partners' characteristics. Evolution and Human Behavior, 29(1), 19-25. Read summary Ting: Lill, M. M., & Wilkinson, T. J. (2005). Judging a book by its cover: descriptive survey of patients' preferences for doctors' appearance and mode of address. BMJ, 331(7531), 1524-1527. Read summary Hanna: Maybach, K. L., & Gold, S. R. (1994). Hyperfemininity and attraction to macho and non‐macho men. The Journal of Sex Research, 31(2), 91-98. Read summary Sou Bouy: Nordsletten, A. E., Larsson, H., & Crowley, J. J. (2016). Patterns of nonrandom mating within and across 11 major psychiatric disorders. JAMA Psychiatry, 73(4), 354-361. Read summary Dania: Schützwohl, A., & Koch, S. (2004). Sex differences in jealousy: The recall of cues to sexual and emotional infidelity in personally more and less threatening context conditions. Evolution and Human Behavior, 25(4), 249-257. Read summary Alina and Dominik: Mark, K. P., Janssen, E., & Milhausen, R. R. (2011). Infidelity in heterosexual couples: Demographic, interpersonal, and personality-related predictors of extradyadic sex. Archives of Sexual Behavior, 40, 971-982. Read summary Daphne: Campbell, L., & Kohut, T. (2017). The use and effects of pornography in romantic relationships. Current Opinion in Psychology, 13, 6-10. Read summary Leonie: Cravens, J. D., & Whiting, J. B. (2014). Clinical implications of internet infidelity: Where Facebook fits in. The American Journal of Family Therapy, 42(4), 325-339. Read summary Emily: McDaniel, B. T., Drouin, M., & Cravens, J. D. (2017). Do you have anything to hide? Infidelity-related behaviors on social media sites and marital satisfaction. Computers in Human Behavior, 66, 88-95. Read summary Galya: Meltzer, A. L., & McNulty, J. K. (2016). Who is having more and better sex? The Big Five as predictors of sex in marriage. Journal of Research in Personality, 63, 62-66. Read summary Christine: Ahmetoglu, G., Swami, V., & Chamorro-Premuzic, T. (2010). The relationship between dimensions of love, personality, and relationship length. Archives of Sexual Behavior, 39(5), 1181-1190. Read summary Philipp: Barnes, S., Brown, K. W., Krusemark, E., Campbell, W. K., & Rogge, R. D. (2007). The role of mindfulness in romantic relationship satisfaction and responses to relationship stress. Journal of Marital and Family Therapy, 33(4), 482–500. Read summary Oriana: Jackson, J. J., Connolly, J. J., Garrison, S. M., Leveille, M. M., & Connolly, S. L. (2015). Your friends know how long you will live. Psychological Science, 26(3), 335-340. Read summary Susanne: Mogilski, J. K., & Welling, L. L. M. (in press). Staying friends with an ex: Sex and dark personality traits predict motivations for post-relationship friendship. Personality and Individual Differences. Read summary Cécile: Wilson, R. E., Harris, K., & Vazire, S. (2015). Personality and friendship satisfaction in daily life: Do everyday social interactions account for individual differences in friendship satisfaction? European Journal of Personality, 29(2), 173-186. Read summary Léa: Campbell, K., Holderness, N., & Riggs, M. (2015). Friendship chemistry: An examination of underlying factors. The Social Science Journal, 52(2), 239-247. Read summary

Amy Alkon's Advice Goddess Radio: "Nerd Your Way To A Better Life!" with the best brains in science.   My guest on this week's show argues for a less confident world and a more realistically confident one.   Confidence is not all it's cracked up to be, especially because what we laud as confidence is too often actually overconfidence, lack of self-knowledge, and unreasonable expectations about ourselves, others, and the way the world works. This kind of "confidence" also doesn't play as well as we often think it does in impressing and persuading others.   My guest, Dr. Tomas Chamorro-Premuzic, wants to help you achieve realistic confidence -- confidence based on competence. He is a professor of business psychology at University College of London, the author of seven books and numerous studies, and an authority in personality assessment, consumer analytics, and talent management. His book we'll be discussing on the show is "Conf!dence: Overcoming Low Self-Esteem, Insecurity, and Self-Doubt."   Join me and all my fascinating guests every Sunday, 7-8 p.m. Pacific Time, 10-11 p.m. Eastern Time, at blogtalkradio.com/amyalkon or subscribe on iTunes or Stitcher.