Part IRecognising and selecting managerial talent
Drawing on a range of published empirical research
The first part of this book introduces a model which reflects the efforts of the author and others to remedy the almost total absence of published, evidence-based solutions for predicting managerial success which existed prior to the 1980s. It offers robust data and a validated algorithm for the personality-based prediction of performance applicable across a range of managerial roles and explores the extent to which personality data can, or cannot, add value to well-informed and relatively unbiased ratings of personal competencies.
Consideration is also given to combinations of personality factors known to contribute to managerial career derailment ...
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