Podcast appearances and mentions of tomas chamorro premuzic

 Dr. Tomas Chamorro-Premuzic is the Chief Innovation Officer at ManpowerGroup and a Professor of Business Psychology. Tune in to hear his thoughts on: How can board members add value during a CEO recruitment process? (2:05) Why do boards still hire incompetent leaders even when they know what traits and behaviours to look out for? (5:51) How should board members assess CEO's? (13:06) Are psychometric tests useful and worth using? (18:59) What assessments show if a candidate is ‘smart, driven and honest'? (25:57) How do you identify if your CEO is a psychopath? (31:51) How do you remove a narcissist from a board? (37:33) Should boards invest in leadership development for their executives? (38:50) How do you assess someone's coach-ability? (42:34) and ⚡The Lightning round ⚡(44:47)Host: Oliver Cummings Producer: Will Felton Editor: Alex Fish Music: Kate Mac Audio: Nick Kolt Email: podcast@nurole.com Web: https://www.nurole.com/nurole-podcast-enter-the-boardroom

Most successful people will tell you that hard work and talent can get you where you want to go. Fewer of them will admit that luck is at least as important. Some of us are born into luckier circumstances than others; but we can all do more to make our own luck, and be ready to capitalise on it when the opportunity arises. In this episode, Isabel Berwick speaks to Tomas Chamorro-Premuzic, professor of business psychology at UCL and Columbia, chief innovation officer of ManpowerGroup, and author of books including ‘The Talent Delusion' and ‘Why Do So Many Incompetent Men Become Leaders?' Along with FT work and careers writer Emma Jacobs, they discuss why luck is a taboo subject, how it helps the wrong people thrive, and what managers can do to level the playing field.Want more? Free links:Why it's often luck, not talent, that takes us to the topThe rich have advantages that money cannot buyThe untold career value of a little bit of luck at the outsetFT subscriber? Sign up to get Isabel's free Working It newsletter in your inbox every Wednesday: ft.com/newslettersPresented by Isabel Berwick, produced by Mischa Frankl-Duval, mixed by Simon Panayi. The executive producer is Manuela Saragosa. Cheryl Brumley is the FT's head of audio.Read a transcript of this episode on FT.com Hosted on Acast. See acast.com/privacy for more information.

“If you want to really understand artificial intelligence, a good starting point is to get better at understanding human intelligence,” says Tomas Chamorro-Premuzic. He's a professor of business psychology, Chief Talent Scientist at Manpower Group, and author of several books on talent, leadership, and technology. He joins host Molly Wood to discuss how AI can help unlock greater performance, from improving recruiting and decision making to freeing up more time to apply our unique human skills.  WorkLab  Subscribe to the WorkLab newsletter  Click here to stay connected, informed, and entertained with original podcasts from Microsoft

Neste episódio da quarta temporada do Metanoia Lab, patrocinado pela Oi Soluções, o Andrea (andreaiorio.com) analisa uma frase do Thomas Chamorro-Premuzic, head de Inovação do Manpower group e professor na Columbia Business School, que fala sobre como a Inteligência Artificial pode trazer nosso lado sombrio á tona. Como, e porque? O que fazer para evitar com que tudo isso aconteça? Tudo isso comentado pelo Andrea Iorio nesse episódio do Metanoia Lab.

In this episode of Ibec WorkTalks, Maeve McElwee, Executive Director, Employer Relations, Ibec, is joined by Dr. Tomas Chamorro-Premuzic, Professor, Author and Chief Innovation Officer at Manpower Group, where they debate the opportunities and potential risks around this phenomenon and the world of work. The early bird for Ibec's 2025 HR Leadership Summit ends 23 July. Book your place here. Thank you for listening. To explore all of Ibec's podcast offering, visit here. Make sure to follow Ibec Podcasts to stay up to date with new episodes.

Slowly but surely, AI is taking over. What does it mean to live in an age where we can outsource our thinking to machines? According to Tomas Chamorro-Premuzic, it's no less than a fundamental restructuring of what it means to be human and a questioning of our essence. Learn how to future-proof yourself and maintain what makes us human. “If you want to future-proof yourself in the age of AI … the worst thing you can do is be lazy.”“If we are at the mercy of AI, free will isn't even an illusion anymore. It's just completely gone.”

José Bowen shares about Teaching with AI on episode 518 of the Teaching in Higher Ed podcast. Quotes from the episode The technology changed the standard that we accept. -José Bowen There's a huge equity issue here, but there's also an opportunity to raise standards. -José Bowen There are different things that AI can do to help us with student learning. -José Bowen AI has the capability to increase our ability to have relationships with students by taking away some of the other kinds of tedious things. -José Bowen Integrity is a universal value. -José Bowen Resources Teaching with AI: A Practical Guide to a New Era of Human Learning, by José Antonio Bowen and C. Edward Watson The Case for Slow-Walking Our Use of Generative AI: Four principles to guide your thinking on the role of ChatGPT and other such tools in your teaching, by James M. Lang How to Use GenAI to Prepare for Your Next Job Interview, by Tomas Chamorro-Premuzic

Will generative AI become as ubiquitous as wifi? How can we hire people for potential, rather than skills? And what would happen if Spotify started automating their artists? Tomas Chamorro-Premuzic dives into all of this and more.

To support the channel make your donation here: https://gofund.me/99e09b6b If you like what you hear please share, like and subscribe so these stories can reach more people.⁠ Dr. Tomas Chamorro-Premuzic is an international authority in psychological profiling, talent management, leadership development, and people analytics. His commercial work focuses on the creation of science-based tools that improve organizations' ability to predict performance, and people's ability to understand themselves. He is currently the Chief Innovation Officer at ManpowerGroup, cofounder of DeeperSignals and Metaprofiling, and Professor of Business Psychology at University College London and Columbia University. Dr. Tomas has written 10 books and over 150 scientific papers on the psychology of talent, leadership, innovation, and AI, making him one of the most prolific social scientists of his generation. His latest book is I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique. Find out more here: www.drtomas.com. Find all the links to work with me in one place: Linktr.ee: https://linktr.ee/being_and_doing This podcast represents my own and my guests views and opinions. The content here should not be taken as medical, financial or any other advice. The content is for informational purposes only, and because each person is so unique, please consult the appropriate professional for any specific questions you have. Thank you for joining me on this journey

Original broadcast date: April 29, 2022. From workplaces to schools to national governments, leaders everywhere are being called on to solve complex problems with humility and bravery. This hour, we consider what it takes to be a leader. Guests include executive coach Patrice Gordon, organizational psychologist Tomas Chamorro-Premuzic, former First Minister of Scotland Nicola Sturgeon, and educator Shabana Basij-Rasikh. TED Radio Hour+ subscribers now get access to bonus episodes, with more ideas from TED speakers and a behind the scenes look with our producers. A Plus subscription also lets you listen to regular episodes (like this one!) without sponsors. Sign-up at plus.npr.org/ted.

Dr Tomas Chamorro-Premuzic is the author of 10 books and over 150 scientific papers. He is the Chief Innovation Officer for Manpower Group and and international authority in people analysts, talent management, leadership development and the Human AI Interface. This is the first episode of the New Year and we tackle questions such as 'Why are so many incompetent men made leaders?' and 'Why we should be more sexist!' as Tomas is a data driven feminist. However, the primary focus of this episode is based on Tomas' latest book 'I-Human' and the need for us all to dial up our human centred leadership capabilities. Tomas was born and brought up in Buenos Aires and became fascinated in leadership from an early age after seeing and experiencing years of national leadership crises. His Phd allowed him to specialise in investigating the data behind numerous people analytic assumptions and biases. Tomas quickly began to uncover the realities of how important EQ was compared to IQ and how many misconceptions have hindered how we identify talent. From an evolutionary perspective humans have always over focused on confidence than competence on the basis that if we BS ourselves it is much easier to BS other people! Leaders must be self aware enough to balance their self confidence with the realities of their capabilities. Confidence and drive remain critically important but with moderation applied to also avoid pathological insecurity. Tomas has recently focused on the role and impact of AI on the talent market. AI get a lot of criticism for augmenting biases but AI has the capability to unlearn faster than humans and make organisations more data driven in their people operations. In an age when so much ion our thinking and creativity could be outsourced to machines, leaders must be alive to the necessity to humanise their organisations and the work that they do in the world. AI will continue to upgrade and evolve but will we? Tomas' research indicates that AI is increasing and developing some of our worst traits such as bias and narcissism. Many of us blame AI for simply uncovering the bias that we have created and embedded into the various systems that we operate with. Algorithms used in AI often track and solidify our focus on what we already like, believe or subscribe to, which in turn may be the basis for such a polarised world. Digital narcissism is the norm and at the heart of many becoming global influencers, however the same behaviour repeated in the office would probably involve HR! We are thinking less, optimising and outsourcing more and becoming less and less patient with having to wait even a few seconds for what we want. In this environment we have to double down on curiosity, empathy and our human centred 'power' skills. Historically we promoted people for their technical skills and with AI these have been become disrupted and out of date. The Human Being is now the most powerful asset we have in a Digital world. Leaders with strong human centred skills will rise and AI has commoditised, crowd sourced and synthesised our access to vast amounts of information that it is akin to a Microwave Meal in that it is not very nutritional, healthy or nourishing but it's easy, fast, lazy and even free option that gives us the quick fix. Our ability to 'slow cook' ideas with real wisdom and experience and unleash our deep curiosity regardless of our status, experience level or age. www.drtomas.comWatch & Subscribe:

Why Do Incompetent Men Rise to the Top? ️This week's #ArguingAgile #Podcast tackles Tomas Chamorro-Premuzic's 2013 HBR article on this very real issue with #leadership.Read the Article:https://hbr.org/2013/08/why-do-so-many-incompetent-men0:00 Topic: Incompetent Men in Leadership0:37 Ratios of Men to Women in Management3:03 Management vs Leadership5:04 We Can't Measure Leadership7:53 Downfall of Bad Managers10:10 Personality Disorders11:50 Short Term Thinking13:31 Women Leaders14:55 Humility Fails to Impress16:52 Is Hiring Broken?18:42 HR, Taylorism, and the Ivory Tower21:17 Leading with Emotional Intelligence24:29 Systemic Problems25:55 The Wrong Conclusions29:00 Discrimination30:26 Wrap-Up= = = = = = = = = = = =Subscribe to our YouTube Channel:https://www.youtube.com/@arguingagile= = = = = = = = = = = =Apple Podcasts:https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596Spotify:https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Amazon Music:https://music.amazon.com/podcasts/ee3506fc-38f2-46d1-a301-79681c55ed82/Agile-Podcast= = = = = = = = = = = = 

Do you ever doubt yourself or lack confidence? If so, you're definitely going to want to listen to this - it might just change your mind about everything. Dr. Tomas Chamorro-Premuzic, is an organizational psychologist who studies (among other things) confidence. Where he's different from a lot of literature you may have read on the topic, is he isn't trying to increase our confidence - rather, the opposite. If you want to listen to something who will make you feel your lack of confidence is a secret superpower - this is for you!Tomas has also written several books - the two most relevant for this topic are 'Confidence: How Much You Really Need and How to Get It' and 'Why Do So Many Incompetent Men Become Leaders.' His latest book, 'I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique', is out now._____Social media:@pippa.woodhead@tigerhall@drtomaschamorro Hosted on Acast. See acast.com/privacy for more information.

In today's episode I speak with Tomas Chamorro-Premuzic. Tomas is the author of the book I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique. We talk about AI's ability to predict good leaders, and how this new technology can aide in better selecting people, free of bias. Tomas Chamorro-Premuzic is the Chief Innovation Officer at ManpowerGroup, a professor of business psychology at University College London and at Columbia University, co-founder of deepersignals.com, and an associate at Harvard's Entrepreneurial Finance Lab. He is the author of Why Do So Many Incompetent Men Become Leaders? (and How to Fix It), upon which his TEDx talk was based.

In this edition of Author Chat, Disrupt Your Career speaks with Tomas about his book, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique (Harvard Business School Press, February 2023). Tomas looks at what it means to be human in the age of AI and explains how AI has the potential to change our lives for better or for worse.To order Tomas' bookTomas' homepage Thanks for listening!Visit our homepage at https://disrupt-your-career.comIf you like the podcast, please take a moment to rate it and leave a review in Apple Podcast

Dr. Kurt Nelson is a behavioral scientist and founder of the Lantern Group. His expertise involves helping businesses align incentives and motivation to improve sales, productivity, and employee happiness. With a strong focus on incorporating behavioral science principles into goal-setting and motivation strategies, Kurt offers valuable insights for individuals and organizations seeking to enhance their overall success. During the podcast, Melina and Kurt discuss the Great Resignation, Quiet Quitting, keystone goals, incentives, priming, framing, and so much more. Want to reduce turnover rates in your organization? Kurt explains why this requires a holistic approach that addresses multiple aspects of employee engagement and satisfaction. These might include clear communication of goals and expectations, a strong organizational vision, appropriate incentives, a psychologically safe environment, and acknowledging employee contributions. Implementing these elements effectively within the organization can result in a considerable reduction in turnover rates and a more motivated workforce. He shares a case study of a client company that initially had a 42% turnover rate, which is now under 5%. They achieved this by improving communication and creating a clear vision, which involved offering incentives designed to promote desired behaviors rather than instilling fear. Regular town hall meetings and a national employee meeting facilitated better communication and helped everyone stay informed. Additionally, they worked with managers to enhance their communication skills and foster better relationships with their teams. Learn all about this fascinating example and more in this episode, including: Elevate employee engagement through comprehensive strategies for lasting retention. Manage workload effectively and prioritize tasks to minimize burnout. Infuse meaning, purpose, and creativity into your work culture for a thriving environment. Enhance communication, vision, and incentives to diminish staff turnover. Employ behavioral science techniques for successful goal-setting and motivation. Show Notes: 00:00:00 - Introduction, Dr. Kurt Nelson, co-host of Behavioral Grooves and CEO of the Lantern Group, discusses his expertise in employee incentives and motivation in the workplace. 00:03:35 - Employee Experience, Organizations are refocusing on the employee experience and how they can ensure they are doing right by their employees to increase engagement and motivation. 00:08:34 - Human Complexity, Organizations need to understand that humans are complex and are driven by various factors, such as their external environment, social environment, and managerial challenges at work. Employees want a psychologically safe environment where they feel respected and fulfilled. 00:11:23 - Quiet Quitting, Employees are pushing back against the expectation to give 150% effort every day. Organizations should not expect employees to go above and beyond all the time, but they need to create jobs that allow employees to be creative and bring passion into their work. 00:14:22 - Full Self in Work, Employees who bring their full selves into work find more meaning and purpose in their jobs. Organizations need to make sure they are creating an environment that allows employees to find fulfillment at work. 00:15:58 - The Importance of Frontline Managers, Frontline managers are often promoted for their individual job skills rather than their ability to manage. This can lead to a lack of understanding of how to engage and work with employees, causing turnover and "quiet quitting." 00:18:23 - Case Study: Decreasing Turnover Rates, Working with a company that had a 42% turnover rate, Kurt and his team's focus was on improving communication from executive leadership to employees, setting a clear vision and incentives, and training managers on how to communicate and engage with their team. The result was a decrease in salesforce turnover rate to under 5%. 00:22:23 - Priming and Framing, Changing 12 words in an email to incorporate qualified achievement words increased performance by 15% and decreased the need for escalation by 30%. Framing incentives in a gain or loss context can also impact behavior. Psychological safety is important for employees to feel valued and heard. 00:28:46 - How to Be a Better Organization, Align incentives with desired behaviors, create a psychologically safe environment where employees feel valued and heard, and provide tools for managers and employees to break down goals and understand how to engage and motivate teams. Changing behavior is key to achieving success, and incentives are key to that. 00:30:29 - Summary, To decrease turnover rates and create a better organization, focus on aligning incentives, creating a psychologically safe environment, and providing tools for managers and employees. Changing behavior is key to achieving success. 00:31:03 - Lantern Group's Tools, Dr Kurt Nelson talks about the Lantern Group's tools that help employees set and achieve their goals. He introduces the Brain/Shift Journal, a 13-week guided journal with daily prompts based on behavioral science insights. The journal helps users create keystone goals, break them down into milestones, track progress, and cultivate gratitude. 00:32:46 - Keystone Goals, Keystone goals are those that have a larger-than-life impact, which align with keystone habits. The journal helps users determine the right goal and break it down into milestones. It includes prompts like priming, gratitude, and progress tracking to keep users motivated and on track. 00:35:02 - Conclusion Melina's top insights from the conversation. What stuck with you while listening to the episode? What are you going to try? Come share it with Melina on social media -- you'll find her as @thebrainybiz everywhere and as Melina Palmer on LinkedIn. Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Join the BE Thoughtful Revolution – our free behavioral economics community, and keep the conversation going! Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: Influence, by Robert Cialdini What Your Employees Need and Can't Tell You, by Melina Palmer Mixed Signals, by Uri Gneezy Getting Along, by Amy Gallo Both/And Thinking, by Wendy Smith and Marianne Lewis Connect with Kurt:  Kurt on Twitter Lantern Group's Website Kurt on LinkedIn Top Recommended Next Episode: Secrets of Motivation and Incentives, with Tim Houlihan (ep 109) Already Heard That One? Try These:  Influence, with Robert Cialdini (ep 157) Nudges and Choice Architecture (ep 35) Priming (ep 252) Framing (ep 16) iNcentives: The “N” in NUDGES (ep 272) Mixed Signals, with Uri Gneezy (ep 273) The Human Experience, with John Sills (ep 277) Getting Along, with Amy Gallo (ep 269) Both/And Thinking, with Wendy Smith (ep 261) The Microstress Effect, with Rob Cross (ep 287) I Human, with Tomas Chamorro-Premuzic (ep 267) Cobra Effect (ep 220) Inequity Aversion (ep 224) Avoiding Everyday Disasters at Work, with Gleb Tsipursky (ep 111) Motivation and Incentives at Work, with Kurt Nelson (ep 187) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter Smart Behavioral Economics Secrets Every Marketer Needs, with Melina Palmer Using Behavioral Economics to Help Businesses, with Melina Palmer

We are joined by, Dr Tomas Chamorro-Premuzic currently the Chief Talent Scientist at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at University College London and Columbia University. He's written over 150 scientific papers and 10 books on the psychology of talent, leadership, innovation, and ai, including his new book, iHuman AI Automation, and the Quest to reclaim what makes us unique. The globe is bringing so many questions to the table about how society's going to function moving forward, and how AI will play a huge part in that for better or for worse. The main question seems to be should we be afraid of AI or does AI come in peace? AI is a prediction machine that identifies hidden patterns in large datasets and continuously improves itself. AI is commonly experienced through recommendation algorithms in everyday life, such as music streaming services and social media platforms. We explore why some people, including older workers, may fear AI and that concerns are often fuelled by sensationalist media stories and depictions of AI in popular culture. However, Dr Tomas emphasises that humans are still in control and most AI applications aim to simplify tasks and free up time for more creative pursuits. Tomas shares advice on how to stay informed about AI developments and how AI platforms like GPT can provide valuable insights. In our conversation we delve into the potential of AI in talent acquisition and HR. Tomas highlights the opportunity to leverage AI for increased fairness and meritocracy in organisations. AI can help identify and close the gap between individual performance and career success. However, Tomas acknowledges that biases can still exist in AI systems and emphasises the importance of striving for improvement rather than perfection. Regarding future skills, Tomas suggests focusing on human traits that AI is less likely to master, such as empathy, kindness, self-awareness, critical thinking, and deep curiosity. These skills will be in demand as humans continue to interact with AI in the workplace. He also encourages organisations to think differently about diversity, including neurodiverse talent, to maximize the benefits of AI. Hosted on Acast. See acast.com/privacy for more information.

Welcome to episode #881 of Six Pixels of Separation - The ThinkersOne Podcast. Here it is: Six Pixels of Separation - The ThinkersOne Podcast - Episode #881. Hailing from the Villa Freud district of Buenos Aires, he spent the majority of his professional career in the dynamic city of London, before making his home in Brooklyn. Meet Tomas Chamorro-Premuzic, a renowned psychologist, author, and entrepreneur, Tomas has made it his mission to decode human potential. With a flair for bridging the gap between science and business, he's a bit like a Sherlock Holmes of the corporate world, using his keen intellect to solve the mysteries of talent, leadership, and innovation. Currently, he holds the position of Chief Talent Scientist at ManpowerGroup, a role that allows him to explore the realm of talent and potential. Beyond his corporate and entrepreneurial endeavors, he is a Professor of Business Psychology at two esteemed institutions - University College London and Columbia University. Tomas is also a prolific writer. He's written ten books and over 150 scientific papers on the psychology of talent, leadership, innovation, and AI. His latest, I, Human - AI, Automation, and the Quest to Reclaim What Makes Us Unique, takes readers on an enthralling and eye-opening journey across the AI landscape. Though AI has the potential to change our lives for the better, he argues, AI is also worsening our bad tendencies, making us more distracted, selfish, biased, narcissistic, entitled, predictable, and impatient. Enjoy the conversation... Running time: 50:21. Hello from beautiful Montreal. Subscribe over at Apple Podcasts. Please visit and leave comments on the blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. Check out ThinkersOne. or you can connect on LinkedIn. ...or on Twitter. Here is my conversation with Tomas Chamorro-Premuzic. I, Human - AI, Automation, and the Quest to Reclaim What Makes Us Unique. ManpowerGroup. Follow Tomas on LinkedIn. Follow Tomas on Twitter. This week's music: David Usher 'St. Lawrence River'.

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.

In today's conversation, I am joined by John Sills. John is Managing Partner at the customer-led growth company, The Foundation. He's been in front-line teams delivering the experience, innovation teams designing the propositions, and global HQ teams creating the strategy. He's been a bank manager during the financial crisis (which he says was not fun), launched a mobile app to millions of people (very fun), and regularly visits strangers' houses to ask very personal questions (incredible fun). He now works with companies across industries and around the world, and before joining The Foundation spent twelve years at HSBC, latterly as Head of Customer Innovation. He regularly writes on Customer Experience and Innovation, and his first book, The Human Experience, just came out and is what we are discussing today. This was a really fun book, and it is chock-full of real life experiences from businesses (both good and bad) that you can learn from. John keeps it light, even when teaching some really important stuff, and helps us to see how we can all benefit from remembering that we are, at the end of the day, humans (and so are our employees and customers). So let's just bring a bit more human-ness back into our companies! Show Notes: [00:43] In today's conversation, I am joined by John Sills. John is the managing partner at the customer lead growth company, The Foundation.  [03:24] John shares himself and his background. [05:56] You really need to want to make things better for customers.  [08:41] You are closer to your colleagues, business, products, and services, but your customers are really important. We often write things that make sense to us but not to our customers.  [11:22] Factfulness is all about helping us challenge our perspectives of the world. It is easy for us to think we are the center of the world.  [14:01] Nearly all of the research we have is very inside out. It is all about the company and almost none of it is about the customer and how we can be useful to them.  [16:10] Companies should stay close to what matters most to their customers and their lives and then work out how to be useful to them.  [19:42] As a CEO if you don't go and experience the other jobs in your company yourself then you never get the visceral connection to what is really mattering for your customers.  [23:07] A real sense of responsibility and ownership for the customer is missing in many organizations.  [24:09] John shares a wonderful customer experience he had with Swiss Rails.  [27:27] Bad customer experiences are really expensive to provide.  [29:35] If you give a good experience in the first place your customers will contact you less and everything will be more efficient.  [30:23] Failure demand is the demand that is put on your service or organization as a result of failures you made elsewhere in your customer experience or service.  [32:50] As humans we are truly loyal to very few things. Very rarely are we truly loyal to companies.  [34:02] If you as an organization stay more useful than your competitors then people will stay with you.  [35:09] Organizations spend very little time keeping the experience great and essentially ignore endings or make it difficult for customers to leave.  [37:35] If as the leaders in an organization, you really understand what matters to people in their lives then your singular job is to understand how you can be most useful to them in their life.  [38:30] What is at the heart of great organizations is really understanding their customers and really staying useful to them.  [39:55] If you can retain that humanness in your organization and let your people be human then they will understand customers and create things that are useful.  [41:43] No one has time to stop and think and it is really dangerous. It feels like it is really important to check things off a to-do list instead of really getting things done well.   [43:18] When you don't have the time to step back, bad customer experience abounds.  [44:05] When you try to make it look like you know the person you are talking to and then you miss it feels a lot more painful and annoying than if you didn't ask enough. [46:43] Over the last 20 years organizations have done a great job at trying to perfect the functional customer experience, but they have done that at the expense of the emotional and human experience. [48:27] Just be the human you have spent all your life training to be. Speak in a human way, think about what it is like to be on the other end, and take time to understand other people.  [50:00] Treat people the way you want your gran to be treated and make your mum proud of the decisions you make.  [51:30] Melina's closing thoughts [52:28] If you consider the extreme costs when you have to fix things it is often more cost effective to do it right and more human the first time.  Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Join the BE Thoughtful Revolution – our free behavioral economics community, and keep the conversation going! Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: The Human Experience, by John Sills Factfulness, by Hans Rosling, Anna Rosling Rönnlund, & Ola Rosling Choice Hacking, by Jennifer Clinehens The Experience Maker, by Dan Gingiss Ends, by Joe Macleod Connect with John:  John's Website John on Twitter John on LinkedIn Top Recommended Next Episode: I, Human with Tomas Chamorro-Premuzic (ep 267) Already Heard That One? Try These:  Herding (ep 19)  Overview of Personal Biases (ep 45) Paradox of Choice (ep 171) Using Behavioral Science to Tackle Addiction (and the Lessons for any Business), Interview with Richard Chataway (ep 134) Using Ethnography to Understand Your Customers and Staff, an interview with Felicity Heathcote-Marcz (ep 137) Where CX and Behavioral Science Meet, interview with Jennifer Clinehens (ep 141) Peak-End Rule (ep 97) Framing (ep 16) Surprise and Delight (ep 276) Social Proof (ep 87) How to Create Remarkable Experiences with Dan Gingiss (ep 185) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter CX Stories on Instagram CX Stories on Substack

COVID transformed the world of work, but AI's impact will be much bigger. “It's the first time in the history of humanity that we have to rethink what it means to be human. It's no longer, ‘I think, therefore I am'. Most of our thinking can be outsourced to machines.” Artificial intelligence is about to transform the world of work, says Tomas Chamorro-Premuzic, Chief Innovation Officer at ManpowerGroup and the author of ‘I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique'. He looks at the huge changes COVID and home-working have already wrought, and how we can cope with the even bigger AI revolution. Related podcasts: Check out all our podcasts on :  - - - - Join the  

Humans invent technology and then technology changes humans. It was ever thus. The biggest technological trend today is artificial intelligence. if you want to be an insightful leader in the Digital Age, you do need to understand what AI is doing to us, so you can reap the benefits and minimise the costs. In this episode you will learn from Dr Tomas Chamorro-Premuzic, author of I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique. You will learn: How AI is making us more predictable and dull What to do to use AI to be creative instead How to make generative AI tools like ChatGPT work for you instead of against you ----- Join the Tech for Non-Techies membership and lead in the Digital Age.  Tech for Non-Techies clients  Reach senior leadership positions in Big Tech firms Lead digital transformation in established businesses Create tech businesses as non-technical founders Pivot into careers in venture capital We love hearing from our readers and listeners. So if you have questions about the content or working with us, just get in touch on info@techfornontechies.co   Say hi to Sophia on Twitter and follow her on LinkedIn & Instagram. Following us on YouTube, Facebook and TikTok will make you smarter. 

How will AI impact you and your organization?Why will AI make emotional intelligence even more important in the future?My guest on this episode Is Tomas Chamorro-Premuzic, author of “I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique.”During our conversation, Tomas and I discuss:His early career and how it led him to focus his research and writings on human intelligenceHow AI plays on our need to 1) relate to others, 2) compete with others, and 3) make sense of our worldHow AI is making us more impulsive, more biased, and less curious…and what we can do about itWhy EQ and “soft skills” will become even more important for leaders in the age of AIWhy AI has the potential to quantify job performance for knowledge workersWhat leaders fear most about the coming age of AIConnecting with Tomas:Tomas Chamorro-Premuzic on LinkedIn or his website

We're in dealerships this Tuesday as Steve Greenfield joins the show to talk about the unanswered questions of software subscriptions in cars, how over-the-air updates will changed fixed ops departments and how AI insights into consumers are creepy.Steve Greenfield joins the show to discuss this month's Automotive Ventures Intel ReportSoftware SubscriptionsOver The Air UpdatesWhat should those on the frontlines be paying attention to?Sharing AI insights with customers..creepy?Tomas Chamorro-Premuzic wrote on this topic in the Harvard Business Review with the basic premise that “there are reliable and systematic links between our preferences and our personality traits” and “the opportunity for AI, then, would be to make us aware of the alignment (and gaps) between how we want to be seen, and what are brand and product choices convey about us:”“AI could be used as a real-time coach, giving us regular feedback on how our daily patterns of behaviors express underlying needs, moods, and motivations. Just as wearables can translate physiological signals into actionable feedback on our fitness, energy, sleepiness, or stress levels, AI could detect changing patterns to our habits to alert us about increases in negative or positive affect, curiosity, or aggression.”Some responses"Sure, you can derive some basic things by looking at habits, but personality is deeply personal and complex and can't be assessed by superficialities." Neil Saunders Managing Director, GlobalData"With all due respect to Professor Chamorro-Premuzic – at the present time, his thesis is absurd. AI can't generate “insights” in a therapeutic sense." Ryan MathewsFounder, CEO, Black Monk Consulting"No. AI-based “insights” have a high likelihood today to be wrong. And we do not yet understand when and how those errors occur." Doug Garnett, President, ProtonikGet the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/ Read our most recent email at: https://www.asotu.com/media/push-back-email ASOTU Instagram: https://www.instagram.com/automotivestateoftheunion

COVID transformed the world of work, but AI's impact will be much bigger. “It's the first time in the history of humanity that we have to rethink what it means to be human. It's no longer, ‘I think, therefore I am'. Most of our thinking can be outsourced to machines.” Artificial intelligence is about to transform the world of work, says Tomas Chamorro-Premuzic, Chief Innovation Officer at ManpowerGroup and the author of ‘I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique'. He looks at the huge changes COVID and home-working have already wrought, and how we can cope with the even bigger AI revolution. Related podcasts: The golden age of AI: why ChatGPT is just the start https://www.weforum.org/podcasts/radio-davos/episodes/ai-chat-gpt-haptik  Davos 2023: A conversation with Satya Nadella - https://www.weforum.org/podcasts/agenda-dialogues/episodes/davos-2023-a-conversation-with-satya-nadella  The promises and perils of AI - Stuart Russell on Radio Davos - https://www.weforum.org/podcasts/radio-davos/episodes/ai-stuart-russell Check out all our podcasts on wef.ch/podcasts:  Radio Davos - subscribe Meet the Leader - subscribe World Economic Forum Book Club Podcast - subscribe Agenda Dialogues - subscribe Join the World Economic Forum Podcast Club  

The opportunities we have access to in life are shaped by our background, our environment and our networks. It is difficult to create equitable organizations if a single homogenous group are making most of the decisions.  In Reverse Mentoring: Removing Barriers and Building Belonging in the Workplace, coach and author Patrice Gordon describes how connecting senior decision-makers with more junior mentors can help them understand one another.  This week on The Mind Tools L&D Podcast, Patrice joins Ross G and Nahdia to discuss:  what ‘reverse mentoring' is   the benefits of reverse mentoring for both parties  the pitfalls of a reverse mentoring relationship – and how to avoid them.   You can buy the book at: littlebrown.co.uk/titles/patrice-gordon/reverse-mentoring/9780349435008/  During the discussion, Ross also referenced The Business of Race. See episode ‘298 — How can L&D promote an anti-racist workplace?' at: podcast.goodpractice.com/298-how-can-ld-promote-an-anti-racist-workplace  In What I Learned This Week, Nahdia discussed the TV show Abbot Elementary, streaming now on Disney+ (and not in fact on Apple TV, though we give a virtual high five to the fine folks at both streaming giants).  Patrice discussed I, Human and the work of Tomas Chamorro-Premuzic.  And Ross G shared more nonsense from his interactions with ChatGPT.  For more from Patrice, see Eminere.co.uk, or follow her on Instagram @MsPatriceGordon.  For more from us, including access to our back catalogue of podcasts, visit mindtoolsbusiness.com. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.    Mind Tools also covered reverse mentoring at: mindtools.com/aznnj4n/reverse-mentoring  For our blog on ‘equality' and ‘equity', see: mindtools.com/blog/what-is-gender-equity/   Connect with our speakers     If you'd like to share your thoughts on this episode, connect with our speakers on Twitter:  Nahdia Khan - @NahdiaKhan  Ross Garner - @RossGarnerMT  Patrice Gordon - @MsPatriceGordon 

In today's conversation, I am joined by Amy Gallo. Amy is an expert in conflict, communication, and workplace dynamics. She combines the latest management research with practical advice to deliver evidence-based ideas on how to improve relationships and excel at work. She has written two books: The HBR Guide to Dealing with Conflict, and her newest which we are discussing today: Getting Along: How to Work with Anyone (Even Difficult People). In her role as a contributing editor at Harvard Business Review, Amy writes about interpersonal dynamics, communicating ideas, leading and influencing people, and building your career. She has contributed to numerous books on feedback, emotional intelligence, and managing others, and is the co-author of the HBR Guide to Building Your Business Case. She is also a co-host of HBR's Women at Work podcast, which is in its eighth season. She has contributed to other books and has taught at both Brown University and UPenn, and is an all-around wonderful person I'm so delighted to have met. It's kind of a fun and serendipitous story as to how Amy ended up on the show today. Listen in to hear all about it! Show Notes: [00:45] In today's conversation, I am joined by Amy Gallo. Amy is an expert in conflict, communication, and workplace dynamics. [01:59] It's kind of a fun and serendipitous story as to how Amy ended up on the show today. [04:21] SXSW is a massive event over 10 days with a film festival, music festival, food festival, comedy festival, and a conference focused on innovation and technology. Amy and I are both speaking at it this year (my talk is on the same day this episode comes out!) [06:40] Amy shares herself, her background, and the work she does. She wears many hats. [08:02] She didn't think she would become an editor (or be at Harvard Business Review), but she always gravitated to writing.  [10:08] The HBR Women at Work podcast is still one of her favorite projects that she works on. Her work for HBR started small.  [11:41] She loved writing, but never thought she would do anything with it as a career.  [14:12] Writing the HBR Management Tip of the Day is what led to her writing the book, because she could see there was so much work being put out there by people in different fields. She let that inform the advice she was giving.  [16:07] Knowing a little bit about a lot of things and a lot about a few things is a good balance to being able to make interesting connections. [17:35] Getting Along is about navigating the messiness of human interaction and recognizing that we are not all our best selves all the time, especially at work, and that we need the skills to be able to make the most of these very important relationships.  [19:30] We have all had a difficult person at work that we don't get along with.  [20:33] Amy shares the emails with “Brad” that she talks about in her book.  [23:19] Our brains are so wired to scan for threats that we are so focused on negative things (negativity bias).  [25:26] Any time you have a tricky interaction with someone you can't force the person to see it the way you see it.  [26:12] When we are interacting with others and we find ourselves triggered or upset, there are many ways to view that situation. You have to own your interpretation as your perspective.  [27:50] Your interpretation of what is appropriate behavior at work is not going to be the same as everyone else's.  [30:49] There were two main things she wanted to do with this book. First, she wanted to give specific evidence-based advice for the situation they were dealing with.  [32:46] The archetypes are really meant to give people a way into the specific advice that they need. They are meant to get the tactics from research that are supposed to work for this type of behavior.  [33:22] The second thing she wanted to do with the book was to talk about how identity plays a role both in how we interpret difficult behavior and also in terms of the tactics that we can use and are effective for someone who shares the identity that we have.  [35:55] Change is possible. If we really take a close look at what is happening and what could be motivating that behavior, and work on ourselves…then change is possible. It is worth continuing to try to change.  [37:58] Amy shares the eight archetypes: the insecure boss, the pessimist, the victim, the passive-aggressive peer, the know it all, the biased co-worker, the tormentor, and the political operator.  [40:16] Pessimism is contagious in the same way optimism is.   [42:32] Pessimists often don't think they have agency, so giving them agency can really help. You can also give them a formal role to play as the devil's advocate then it is treating it as a benefit to the team. [44:47] We can all find times when can relate to (and likely when we have been) many of the archetypes.  [47:02] There is a good chance you are one or more of the archetypes because we all are.  [48:06] Having more people as part of your “us” can make a big difference.  [49:41] Amy shares her top episode recommendations for the HBR Women At Work podcast.   [51:31] Melina's closing thoughts [52:54] It is important to look at yourself before you look to change someone else. Amy gives tips for seeing how you are contributing to every difficult relationship, and to know that it starts with changing yourself. [54:08] There is always room to change, both for yourself and those you work with, and Getting Along is a great way to better understand what you have been doing yourself in life and work, and have a better experience with everyone tomorrow. Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Join the BE Thoughtful Revolution – our free behavioral economics community, and keep the conversation going! Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: Getting Along, by Amy Gallo HBR Guide to Dealing with Conflict, by Amy Gallo A More Just Future, Dolly Chugh Influence is Your Superpower, by Zoe Chance Both/And Thinking, by Wendy Smith and Marianne Lewis Connect with Amy:  Amy's Newsletter Amy on Twitter Amy on LinkedIn Top Recommended Next Episode: Fundamental Attribution Error (ep 268) Already Heard That One? Try These:  Confirmation Bias (ep 102) A More Just Future, with Dr. Dolly Chugh (ep 247) How to Have Difficult Conversations About Race, with Kwame Christian (ep 221) Tomas Chamorro-Premuzic (ep 267) Focusing Illusion (ep 89) Both/And Thinking with Dr. Wendy Smith (ep 261) Get Your D.O.S.E. of Brain Chemicals (ep 123) Negativity Bias (ep 223) Herding (ep 19)  Influence Is Your Superpower with Yale's Dr. Zoe Chance (ep 189) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter Women at Work Podcast Sisterhood is Scarce Sisterhood is Trust Getting Along with a Passive-Aggressive Gossip Getting Along with a Political Operator Getting Along with a Biased Tormentor Getting Along with an Insecure, Know-It-All Pessimist Amy's Website

My guest for this episode is Dr. Tomas Chamorro-Premuzic. Besides his role as the Chief Innovation Officer at Manpower Group, Dr. Tomas is a world-renowned IO psychologist, educator, entrepreneur and author. He joins me today to discuss his new book, I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique.We use the big picture principles of this book to frame up an invigorating conversation about ChatGPTand its impact on humankind, jobs, and hiring. If you have been tuned in to the hype around ChatGPT and have been wondering if it is good or bad for humans, jobs, and work our discussion is definitely worth a listen.

Seg 1: Can doing a personality test, before hiring a new employee, improve a company's workplace? Guest: Dr. Tomas Chamorro-Premuzic, Psychologist and Author of I, Human Seg 2: Is it time for Canada to take urgent action and a stronger stand against the CCP? Guest: Gloria Fung, President of Canada Hong-Kong Link Seg 3: How did Grocery store CEOs defend their record profits while Canadian's struggle to afford basic essentials? Guest: Alistair MacGregor, NDP Critic for Agriculture and Food Price Inflation Seg 4: How will an Empty Storefront Tax benefit New West? Guest: Daniel Fontaine, New Westminster City Councillor Seg 5: The significance of Elenore Sturko's Private Member's Bill Guest: Elenore Sturko, BC Liberal Mental Health, Addiction, Recovery Critic Seg 6: How deconstructing the gendered corporate ladder can make businesses more profitable Guest: Teresa Freeborn, Author of “Suits and Skirts: Game On! The Battle for Corporate Power” Learn more about your ad choices. Visit megaphone.fm/adchoices

Can doing a personality test, before hiring a new employee, improve a company's workplace? Guest: Dr. Tomas Chamorro-Premuzic, Psychologist and Author of I, Human Learn more about your ad choices. Visit megaphone.fm/adchoices

In today's conversation, I am joined by Dr. Tomas Chamorro-Premuzic, an international authority in psychological profiling, talent management, leadership development, and people analytics. His commercial work focuses on the creation of science-based tools that improve organizations' ability to predict performance, and people's ability to understand themselves. He is currently the Chief Innovation Officer at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at University College London and Columbia University. He has previously held academic positions at New York University and the London School of Economics and lectured at Harvard, Stanford, and London Business Schools, Johns Hopkins, IMD, and INSEAD, as well as being the co-founder and CEO of BrazenX and the CEO at Hogan Assessment Systems.  Dr. Tomas has written 11 books and over 150 scientific papers on the psychology of talent, leadership, innovation, and AI, making him one of the most prolific social scientists of his generation. His work has received awards by the American Psychological Association, the International Society for the Study of Individual Differences, and the Society for Industrial-Organizational Psychology, to which he is a Fellow. Dr. Tomas is also the founding director of University College London's IndustrialOrganizational and Business Psychology program, and the Chief Psychometric Advisor to Harvard's Entrepreneurial Finance Lab.  Over the past 20 years, he has consulted to a range of clients. His media career comprises over 100 TV appearances and he is a keynote speaker for the Institute of Economic Affairs. I am so beyond delighted and honored that he is joining me on the show today to discuss his newest book, I, Human. Show Notes: [00:43] In today's conversation, I am joined by Dr. Tomas Chamorro-Premuzic, an international authority in psychological profiling, talent management, leadership development, and people analytics.  [01:41] Dr. Tomas has written 11 books and over 150 scientific papers on the psychology of talent, leadership, innovation, and AI.  [04:07] Dr. Tomas shares his experience, his work, and how he found himself doing the work he does now. His background is in psychology. [06:37] It is generally more useful to be smarter than not, but there are many other things that contribute to peoples' success in any area of life. [09:33] Very sought after strengths can come with limitations and turn into weaknesses if overused.  [12:24] Humans are naturally tribal and we want to construct very coherent identities. With that comes the subjective experience that we belong to some groups and we don't belong to others.  [13:21] We also strive to feel very rational and consistent. It is a lot simpler and generally more pleasant to hold attitudes, beliefs, and values that are compatible with each other.  [15:07] So much of this world can be changed or modified a little bit if we convince people to spend time with others who don't think like them.  [17:34] We tend to pick leaders based on their confidence instead of their competence. (Dunning-Kruger Effect) [18:11] A surplus of confidence really dilutes self awareness. The better you think you are at something the worse you probably are at that thing. [20:39] Instead of blaming women for not behaving overconfidently (more like the often incompetent men who move forward when they don't have the talents to back it up). We should instead stop falling for men who do that.  [21:47] If leadership selection was gender blind you would end up with 60-65% of women in charge because of things like emotional intelligence, heart skills, qualifications, and absence of dark side traits. The actual frequency is 80-20 in favor of men. [23:37] Gender diversity and inclusion interventions have become more data driven in the last five years.  [26:13] The entire world seems to be talking about Chat GPT. Tomas shares how that relates to his new book, I Human.  [29:02] Three avenues to protect and preserve our expertise are to focus more on asking questions, really pick one or two areas of expertise that you invest in, and go from insights to actions.   [30:42] Machines and technologies have always pushed us to upgrade ourselves.  [33:30] In the book he answers the question of what it means to be human in this day and age when all the focus is on artificial intelligence and machines are clearly evolving and advancing.  [34:59] The book has two parts. The first part highlights some of the worst behaviors that we have already seen humans display as a consequence of being so dependent on AI and related technologies.  [37:25] The second and last parts of the book are a request for us to rediscover and reclaim the qualities that make us special, unique, and different from machines.  [39:45] The shift really needs to be much more prominent from teaching information to teaching skills, behaviors, and ethics.  [41:33] Organizations, nonprofits, institutions, governments, and societies need to sort out the issue of reskilling and upskilling so people are not made useless or redundant.  [43:45] Businesses should find ways to really humanize work in the age of machines and AI is really important.  [44:56] Find the time to ask questions. Don't take facts at face value. Focus on the things that you find interesting and useful.  [47:31] Melina's closing thoughts  [49:26] A forced shift in teaching methods and how we test knowledge and show intelligence isn't inherently bad. There are some real opportunities there.  [52:42] Try to understand your own brain's tendencies and not believe everything you hear, see, or read. Find ways to do your own fact-checking whenever possible.  Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Join the BE Thoughtful Revolution – our free behavioral economics community, and keep the conversation going! Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: I, Human, by Tomas Chamorro-Premuzic Why Do So Many Incompetent Men Become Leaders? (And How To Fix It), by Tomas Chamorro-Premuzic Predictably Irrational, by Dan Ariely Both/And Thinking, by Wendy Smith & Marianne Lewis Beautiful Questions in the Classroom, by Warren Berger Connect with Tomas:  Tomas' Website Tomas on Twitter Top Recommended Next Episode: Dunning-Kruger Effect (ep 266) Already Heard That One? Try These:  When Machine Learning Meets Neuroscience, with Ingrid Nieuwenhuis (ep 170) AI, Blockchain, Machine Learning, & Behavioral Economics with Manuj Aggarwal (ep 192) Dan Ariely Interview: Discussing Shapa, the Numberless Scale (ep 101) Both/And Thinking with Dr. Wendy Smith (ep 261) Confirmation Bias (ep 260) Herding (ep 19)  The Power of Us with Dr. Dominic Packer (ep 178) Social Proof (ep 87) Unity (ep 216) Priming (ep 18) Avoiding Everyday Work Disasters, an Interview with Dr. Gleb Tsipursky (ep 111) Optimism Bias (ep 34) Questions or Answers (ep 4) The Most Important Step in Applying Behavioral Economics: Understanding the Problem (ep 126) Negativity Bias (ep 223) A More Beautiful Question with Warren Berger (ep 200) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter Why Do So Many Incompetent Men Become Leaders? How ChatGPT Is Redefining Human Expertise: Or How To Be Smart When AI Is Smarter Than You.

Today's episode is all about the Dunning Kruger Effect, which was the second most downloaded episode of the year in 2022, so in case you missed it I wanted to be sure you had a chance to listen to it like so many of your peers did. :)  If you DID hear this episode last year when it came out, I highly recommend you still tune in now because I can guarantee it will hit you differently today than it did back then. You are a different person and you will glean different insights from the episode, I promise.  So, why this episode and why today? Well, in Friday's episode with Dr. Tomas Chamorro-Premuzic, we talk explicitly about the Dunning Kruger Effect and how it applies in life and business when he shares about his new, fascinating book I, Human and our discussion is specifically around one of his other books, Why So Many Incompetent Men Become Leaders (And How To Fix It). That book has too good of a title to not be honored with a refresh on the Dunning Kruger Effect, which looks at the relationship between confidence and competence, as you will learn more about today. Show Notes: [00:39] Today's episode is all about the Dunning Kruger Effect, which was the second most downloaded episode of the year in 2022. [02:22] To put the Dunning-Kruger effect into its simplest form, it would say essentially that people who are unskilled tend to overestimate their abilities and those who are very skilled experts will underestimate theirs. [03:15] Think about a kid who graduates from high school and believes they know everything. [03:35] When someone graduates from high school, they are at a point that has come to be known as the “Peak of Mount Stupid.” At the peak of mount stupid, someone has lots of confidence, but it isn't built on much competence. They have no idea how much they don't know so they are blissfully unaware of their precarious position and how close they are to falling right off the cliff. When this kid gets to college and realizes they don't know nearly as much as they thought they did, they fall into the “Valley of Despair.” [05:51] This is an opportunity to look at the things you don't yet know and begin to research them. This gradual climb is called the “Slope of Enlightenment.” You slowly gain confidence as you grow your competence…though you might never get back up to the level of confidence you had way back at the peak of mount stupid. [06:48] If you take a moment now to reflect upon your own life, I am guessing you could pretty easily come up with at least half a dozen examples where the Dunning-Kruger effect reared its ugly overconfident head. [08:17] While you are an expert in one thing, you are way overconfident in something else, where you don't have any idea of the ocean of stuff you don't know. [09:23] How the effort heuristic relates.  [11:16] I can live in blissful unawareness of my inadequacies forever and never have it be an issue until I try the thing enough to realize that I should have been a little less confident. [12:30] Have some awareness and don't assume you know better than everyone else. [13:27] There is a flip to this as well. (It isn't all about mount stupid). Remember, there is a point where you become an expert and then grossly underestimate your own abilities. [14:45] You can't do this for everything, but on the things that matter it is worth doing a little Dunning-Kruger evaluation every so often to discover if you are underestimating or overestimating your confidence and competence at this point. [15:41] Look at your own moments where you have high confidence and low competence (or high competence with not enough confidence) to determine if you are showing up in the best way possible. Also, look at others to determine where they are on that Dunning-Kruger scale. [17:08] Another place where the Dunning-Kruger effect is really critical to keep in mind is when you look at coaching or giving advice to members of your team. [18:40] Giving them too many things to change while they are feeling the stress in the “valley” is going to make the problem worse, so you need to be selective on what advice to give them. [19:55] Know that when people have low competence in something, they are likely to be overconfident in their own abilities. Those who are very competent have a tendency to underestimate their own skill or ability. [20:3] There is an interesting point when there is an increase in knowledge where you realize all of what you don't know—that increased competence results in a drastic drop in confidence. [21:17] As you build knowledge, know that you will gradually underestimate your abilities, skills, and all the effort and training that went into what you now know and can do. Just because it is easy for you doesn't mean it isn't of value to someone else. Especially when someone is new, overshare information to help with where you both are on the Dunning-Kruger scale. [22:04] Don't take your spot on the Dunning-Kruger scale as a fixed point. The context is always changing, there are new discoveries and technologies and experts every day. [23:16] I just love this concept in so many ways. It is a great opportunity to look at ourselves, and others so we can overcome obstacles we may be putting in our own way, avoid big crashes into that valley of despair, be better at coaching others, and have better relationships with colleagues of all kinds — and even understand our relationship with technology. [24:12] Keep the Dunning Kruger Effect in mind as you look around at your own choices and the relationships you have with others over the next couple of weeks. Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Join the BE Thoughtful Revolution – our free behavioral economics community, and keep the conversation going! Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: I, Human, by Tomas Chamorro-Premuzic Why Do So Many Incompetent Men Become Leaders? (And How To Fix It), by Tomas Chamorro-Premuzic What Your Employees Need and Can't Tell You, by Melina Palmer Getting Along, by Amy Gallo You Are Not So Smart, by David McRaney Top Recommended Next Episode: Confirmation Bias (episode 102) Already Heard That One? Try These:  Framing (ep 16) Priming (ep 18) What is Value? (episode 234) Mental Accounting (ep 56) Partitioning (ep 254) How to Raise Your Prices (ep 77) The Truth About Pricing (ep 5) Focusing Illusion (ep 89) Get Your D.O.S.E. of Brain Chemicals (ep 123) Decision Fatigue (ep 132) IKEA Effect & Effort Heuristic (ep 112) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter  Dunning-Kruger Original Research Baader-Meinhof Phenomenon

Bill Horan talks with Tomas Chamorro-Premuzic, author of "I, Human." Tomas will discuss examples of AI (artificial intelligence) in our everyday life, how AI may be diminishing our intellectual and social curiosity, how every minute we spend on line is designed to standardize our behavior and make us more predictable, and why AI is the new cocaine.

Dr. Tomas Chamorro-Premuzic is an international authority in people analytics, talent management, leadership development, and the Human-AI interface. He is the Chief Innovation Officer at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at both University College London, and Columbia University. He has previously held academic positions at New York University and the London School of Economics, and lectured at Harvard Business School, Stanford Business School, London Business School, Johns Hopkins, IMD, and INSEAD, as well as being the CEO at Hogan Assessment Systems. Tomas has published 10 books and over 200 scientific papers, making him one of the most prolific social scientists of his generation. He is a frequent contributor to Fast Company, the Guardian, Forbes, and the Harvard Business Review. His latest book is I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique. In this podcast, he shares:The link between diversity and ROI What many organizations get wrong when identifying talent that has potential How AI and data analytics are going to change how organizations in the future select, develop, and manage talent _________________________________________________________________________________________Episode Timeline:00:00—Highlight from today's episode00:51—Introducing Tomas + The topic of today's episode2:20—If you really know me, you know that...3:02—How would you tie the win of the recent Argentina world cup win to what you know of talent and leadership training?5:05—What can we learn about identifying talent from soccer?7:16—What is the difference between a manager and a leader?10:33—What do people look at when trying to determine talent early on?15:10—What is the right mechanism for spotting the right talent decisions?12:12—What do you think is the link between diversity and organizational success?21:26—How can people learn from you and connect with you?__________________________________________________________________________________________Additional Resources: Personal Page: https://drtomas.com/Linkedin: https://www.linkedin.com/in/drtomaschamorroTwitter: twitter.com/drtcp

Dr. Tomas Chamorro-Premuzic is an international authority in people analytics, talent management, leadership development, and the Human-AI interface. He is the Chief Innovation Officer at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at both University College London, and Columbia University. He has previously held academic positions at New York University and the London School of Economics, and lectured at Harvard Business School, Stanford Business School, London Business School, Johns Hopkins, IMD, and INSEAD, as well as being the CEO at Hogan Assessment Systems. Tomas has published 10 books and over 200 scientific papers, making him one of the most prolific social scientists of his generation. He is a frequent contributor to Fast Company, the Guardian, Forbes, and the Harvard Business Review. His latest book is I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique. In this podcast, he shares:The link between diversity and ROI What many organizations get wrong when identifying talent that has potential How AI and data analytics are going to change how organizations in the future select, develop, and manage talent _________________________________________________________________________________________Episode Timeline:00:00—Highlight from today's episode00:51—Introducing Tomas + The topic of today's episode2:20—If you really know me, you know that...3:02—How would you tie the win of the recent Argentina world cup win to what you know of talent and leadership training?5:05—What can we learn about identifying talent from soccer?7:16—What is the difference between a manager and a leader?10:33—What do people look at when trying to determine talent early on?15:10—What is the right mechanism for spotting the right talent decisions?12:12—What do you think is the link between diversity and organizational success?21:26—How can people learn from you and connect with you?__________________________________________________________________________________________Additional Resources: Personal Page: https://drtomas.com/Linkedin: https://www.linkedin.com/in/drtomaschamorroTwitter: twitter.com/drtcp

Artificial Intelligence (AI) is everywhere. From the way we communicate, to the way we work – AI is becoming a staple in our everyday lives.But what is its impact on our society and our work?This episode discusses just that, as David is joined by Tomas Chamorro-Premuzic, Professor of Business Psychology at Columbia University, Visiting Professor at Harvard University, Chief Innovation Officer at Manpower Group and the author of the fantastic book ‘I, Human: AI, Automation, and the Quest to Reclaim What Makes us Unique'. During this conversation, expect to learn more about:- Why AI is bringing out the worst of humanity- How we can reclaim the qualities that make us special as humans- AI through the lens of recruitment- How AI may not be as unbiased as we think- The ethical considerations of using AI in the HR and People Analytics Space- The skills that HR needs to thrive in the age of AIEnjoy!Support from this podcast comes from Workday. You can learn more by visiting: workday.com Hosted on Acast. See acast.com/privacy for more information.

HR Most Influential Thinker Tomas Chamorro-Premuzic has dedicated much of his life to studying human intelligence.Now, he turns his attention to Artificial Intelligence (AI) — and the effect it is having on the humans that use it.In episode four of season two, Tomas reveals:Why we need to humanise workHow algorithms are making us narcissisticWhich jobs are safe from automationListen now and learn from the best.

As the use of Artificial Intelligence increases; the race is on for humans to redefine themselves and their professional expertise. That's the word from author, organizational Psychologist, and Artificial Intelligence expert, Dr. Tomas Chamorro-Premuzic, and the topic of his new book, "I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique". This topic took on increasing urgency this week, as journalists from the New York Times and Washington Post testing Microsoft's new AI-powered BING search, and Google's new "BARD" AI-powered search, discovered both glaring innacuracies, and experienced bizarre, even frightening interactions. But that's just the tip of the iceberg. What happens when AI can replace people in jobs that at least so far, have been immune to automation, like doctors, lawyers, journalists, and other "knowledge workers"? How will people still be able to make a living? What will happen to our economy? What happens to the very fabric of our society? Listen now, to find out what we can do to stay relevant, keep our jobs, fight misinformation, and generally reclaim all that we are absolutely about to lose, in the age of ever more powerful and ubiquitous A-I.

As the use of Artificial Intelligence increases; the race is on for humans to redefine themselves and their professional expertise. That's the word from author, organizational Psychologist, and Artificial Intelligence expert, Dr. Tomas Chamorro-Premuzic, and the topic of his new book, "I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique". This topic took on increasing urgency this week, as journalists from the New York Times and Washington Post testing Microsoft's new AI-powered BING search, and Google's new "BARD" AI-powered search, discovered both glaring innacuracies, and experienced bizarre, even frightening interactions. But that's just the tip of the iceberg. What happens when AI can replace people in jobs that at least so far, have been immune to automation, like doctors, lawyers, journalists, and other "knowledge workers"? How will people still be able to make a living? What will happen to our economy? What happens to the very fabric of our society? Listen now, to find out what we can do to stay relevant, keep our jobs, fight misinformation, and generally reclaim all that we are absolutely about to lose, in the age of ever more powerful and ubiquitous A-I.

Kat Davis talks with Dr. Tomas Chamorro-Premuzic about miscommunication in the workplace

If you've recently applied for a job, you may have been asked to fill out a personality test. From banks and consultancy firms to fast-food outlets, they're increasingly being used as a way to improve efficiency and perceived fairness in recruitment.The most common tests used for these purposes are based on the so-called 'big 5' personality traits that psychologists have settled on as providing a good indication of just what makes us tick. Such personality tests take the form of a questionnaire in which the participant indicates their alignment with statements concerning human behaviour,... Like this podcast? Please help us by supporting the Naked Scientists

We're moving into the age of psychological capital based on curiosity and creativity. We need to harness data on behaviours more effectively to help us understand people in an unbiased, objective, and meritocratic way. It might sound straightforward but it will require overcoming resistance especially from those who have grown into senior leadership roles in the system; they fear what the data may show them, revealing some home truths.Aspiring leaders have to be willing to challenge the way business works, being dissatisfied with the status quo. They'll need to rethink of aspects of conventional wisdom – the divide between leaders and managers, the premium of style over substance, and the notion that we bring our whole selves to work.Who better to stimulate our thinking and design this new system that Prof Tomas Chamarro-Premuzic, one of the world's leading social scientists and practitioners.About Tomas:Dr. Tomas Chamorro-Premuzic is an international authority in people analytics, talent management, leadership development, and the Human-AI interface. He uses science and tech to help organizations predict human performance. He is the Chief Innovation Officer at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at both University College London, and Columbia University. Tomas has published 10 books and over 200 scientific papers. He is a frequent contributor to Fast Company, the Guardian, Forbes, and the Harvard Business Review. Resources:His writing: https://www.drtomas.com/writing/His science-based tools: https://www.drtomas.com/commercial/My resources:Sign up to my Strategic Leader newsletter (http://bit.ly/36WRpri) for stimuli, ideas, guidance and tips on how to lead your team, organisation or self more effectively, delivered straight to your inbox:  If you're not subscribed already do subscribe to my youtube channel (http://bit.ly/3cFGk1k) where you can watch the conversation. Take the Extraordinary Essentials test (https://bit.ly/3EhSKY5) to identify your strengths and development areas. For more details about me: ★Services (https://bit.ly/373jctk) to CEOs, entrepreneurs and professionals.★About me (https://bit.ly/3LFsfiO) - my background, experience and philosophy.★Examples of my writing (https://bit.ly/3O7jkc7).★Follow me and engage with me on LinkedIn (https://bit.ly/2Z2PexP)★Follow me and engage with me on Twitter (https://bit.ly/36XavNI).My equipment:★ Shure SM7B Vocal Dynamic Microphone: https://amzn.to/3AB9Xfz★ Focusrite Scarlett 2i2 3rd Gen USB Audio Interface : https://amzn.to/3AFeA8u★ 2M XLR Cable: https://amzn.to/3GGxkbf★ Logitech Brio Stream webcam. https://amzn.to/3EsWt6C★ Elgato Key Light: https://amzn.to/3Xhiqyh★ Elgato Light Strip: https://amzn.to/3gyZF8P★ Riverside.fm for recording podcasts. bit.ly/3AEQScl ★ Buzzsprout Podcasting Hosting gets (listing podcasts on every major podcast platform along with listening analytics. bit.ly/3EBPNTX[These are affiliate links so I receive a modest commission if you buy them.]

Did you know that the 80:20 principle also works in reverse? Whilst 80% of your output will come from 20% of your people, the same is true of your problems. Meaning 80% of the errors will be caused by 20% of your people. But, says Dr. Tomas Chamorro-Premuzic, Organisational Psychologist, currently Chief Innovation Officer at ManpowerGroup, companies spend way more time on development than they do on talent acquisition. So, what can you do about that? Well, don't miss Tomas on this episode of The Melting Pot explaining how technology is revolutionising the recruitment role, why assessing candidates is a costly mistake, the difference between genders in terms of curiosity, why the world is so full of rubbish leaders, and how we can bring about change in leadership. This is a fascinating episode, truly insightful. Download to listen. Book recommendationsLisa Barrett Feldman - Seven and a Half Lessons About the BrainCarmine Gallo - The Bezos Blueprint John Petrocelli - The Life-Changing Science of Detecting BullshitOxford Very Short IntroductionsBill Perkins - Die With ZeroOn today's podcast:The problem with testing candidates It's hard to know if you hired the right personWhy is the world full of rubbish male leaders?How to bring about change in leadershipThe definition of leadership competenceLinks:Website: Dr. Tomas Chamorro-PremuzicLinkedIn: Dr Tomas Chamorro-PremuzicTwitter: @drtcpBook: Why do so many incompetent men become leaders? Tomas Chamorro-Premuzic

Closing the loop on the recent discussion of vulnerability on the Love in Action podcast, Marcel Schwantes reflects on past interviews. Marcel quotes past guests and business leaders to prove why Vulnerability is not a weakness but instead a strength and a realistic approach to the reality of life and business. Highlights“Some welcome it [vulnerability] as an emotional leadership strength to build trust and connect with people, while others see it as a weakness and they reject it as a leadership practice deemed as too emotional, too touchy-feely for people in positions of power.” [1:10] Which is it? Marcel begs the question: is vulnerability a strength or a weakness?  “In my study, observations, and interviews of leaders, I have found that when leaders model vulnerability, whether it's by admitting blind spots or truly listening to the views of others, it creates a culture where everyone feels empowered to bring ideas forward that will grow the business.” [1:50] Over the course of Marcel's research he has discovered the importance and powerful impact leaders with vulnerability have.  "Our jobs make up a large portion of our lives, and to turn off your emotions for eight hours every day invites emotional disconnectedness in all aspects of life, and undermines self-confidence” [2:48] Marcel quotes Jason Tan, CEO of Sift, on why he finds Vulnerability to be not only an important part of leadership but an important part of life.  “I asked Amy Edmondson to define vulnerability in her own terms, as the word has undesirable connotations. She says ‘To me, vulnerability is a simple statement of fact; If you are a vulnerable leader, you are simply willing to acknowledge reality.'” [3:50] In episode 87, linked in the show notes, Marcel interviewed Amy Edmonson and Dr. Tomas Chamorro-Premuzic, two of the foremost organizational psychologists of our time. Marcel quotes Amy in her striking statement equating vulnerable leadership to recognizing reality.Mentioned in this episode:Marcel Schwantes | Professional Profile | LinkedInMarcel SchwantesLove in Action: Vulnerability, Not Bravado with Dr. Tomas Chamorro-Premuzic and Amy Edmondson on Apple PodcastsJason Tan - San Francisco, California, United States | Professional Profile | LinkedInSiftDr. Tomas Chamorro-Premuzic - Chief Innovation Officer - ManpowerGroup | LinkedInAmy Edmondson - Novartis Professor of Leadership and Management - Harvard Business School | LinkedIn

In Why Do So Many Incompetent Men Become Leaders?: (And How to Fix It), Tomas Chamorro-Premuzic discusses why so many organizations equate leadership potential with destructive personality traits like overconfidence, narcissism, and psychopathy. He shares what qualities we should be looking for and valuing instead and suggests new systems and processes that can help organizations put the right people in charge.We discuss the relationship between narcissism and perceived competence, the difference between confidence and competence, why women leaders outperform men, and how to make sure your company hires the right people for leadership.Listen in if you are interested in hiring better leaders or how to get more women into leadership.

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 a review of the article "How to Spot an Incompetent Leader" by Tomas Chamorro-Premuzic. If you're looking to find good leaders in your business and especially don't want to be an incompetent leader yourself this is a great episode to learn what to do and what not to do in leadership and in business.

Toxic coworkers–we know ‘em when we see ‘em. They're passive aggressive, short/curt, rude people, lacking self-awareness with narcissistic tendencies who do not take responsibility, may gaslight us, take credit for others' accomplishments and make our lives miserable!   THE EFFECTS OF TOXICITY Toxic coworkers suck up all the time, money and energy in the workplace.  In the article “How Toxic Colleagues Corrode Performance,” the authors polled thousands of managers and employees on the receiving end of antisocial behavior from a colleague and found that work quality and quantity of work decreased and folks also lost time - in terms of hours worked, avoiding that coworker or worrying about that coworker.   The data also support the toxic coworker is often responsible for team dysfunction.  Functional teams are often called loyalist teams.  Dysfunctional teams are often called saboteur teams - and no surprise, are significantly more likely to contain a toxic coworker.   TOXIC TOP PERFORMER Many people believe we need to put up with toxic behavior if the person is a top performer.  It turns out this is another one of those upside down common beliefs in the workplace.  The paradox for leaders is that the common traits of a toxic worker can mean they are a top performer in the company. Tomas Chamorro-Premuzic writes in his article “Why Bad Guys Win at Work,” “for some toxic employees there is a bright side to their dark side. For example, Machiavellian traits such as superficial charm, charisma, self-confidence and interpersonal manipulation can be valuable when developing new client relationships. Likewise, toxic employees with narcissistic tendencies such as ruthlessness and selfishness can be the most productive – driven to achieve their targets whatever the cost.” According to Michael Mccoby in the Harvard Business review there is clear evidence that productivity and performance do not justify or make up for the toxic worker.  “Narcissistic Leaders: The Incredible Pros, the Inevitable Cons.” Rather, it turns out these workers' negative effect in the workplace is not justified by performance or productivity contributions.  Chamarro-Premuzic says, “[t]heir [toxic employees] success comes at a price, and that price is paid by the organization.”.   WHAT TO DO?  Try an honest conversation with the person engaging in the behavior - this is usually always the place to start as long as you feel safe.  Research shows that most of us lack self-awareness, especially at work -  so a conversation can be very helpful.  Remember - feedback is a sign of functional teams. Do not stoop to their level, keep your ego in check and practice empathy. Keeping an eye out for your own fight-or-flight response can help you with these tactics.  Some of these toxic behaviors can really tigger us - and our ego. Keep the high ground.  We can even try some empathy - we know that crummy behavior is a terrible burden and gets in the way of not just our ease, meaning and joy - but the toxic worker's as well - and don't leave yourself out of a big dose of empathy. Talking with your boss about the behavior and getting some support can be very helpful.  Sometimes bosses are not aware of the extent of the problem. Take Care of Yourself.  We need to be vigilant about our own emotional, psychological and physical health.   Let's do some hazardous waste removal, remediation and containment!

From workplaces to schools to national governments, leaders everywhere are being called on to solve complex problems with humility and bravery. This hour, we consider what it takes to be a leader. Guests include executive coach Patrice Gordon, organizational psychologist Tomas Chamorro-Premuzic, First Minister of Scotland Nicola Sturgeon, and educator Shabana Basij-Rasikh.