'Why do so many incompetent men become leaders?' - Book Talk with Dr. Tomas Chamorro-Premuzic at HBR

Hello everyone and welcome back to exploring the pier. My name is Stephanie Bosh and I have a quick video for you today and I want to

talk

to you about a

book

launch that I attended last week and it's this

book

here and some of you will see why so

many

. Incompetent men

become

leaders

and this book is written by a guy, it's written by a dr. Girl by Thomas Campbell Camus, so I hope I pronounced it correctly and it's published by HBR, so it has a commercial review, so the title is quite provocative and I mean, you know, we could open a discussion about whether a woman could write a book like that or if this would be there, you know, the feminists had it and blah, blah, blah.

Oh, if it's okay or we just take it as it is, so it's written, it's written by a man, it's been written based on a published article that was on the HBR website and it was quite popular and it's about moving away from trust and move towards competence, so instead of promoting and hiring people by managing the impression and confidence they show, instead opt for the real competence of making talent more strategic and looking for potential. I haven't read the book yet, but since I'm a bit of a geek, I obviously took notes during the

talk

and the nice thing is that if you go to a book talk or a book presentation, the author usually highlights the key points for yourself, you know it's a really good executive summary of the book so it gives a pretty good indication of what it's about and obviously I can network and chat afterwards so you get a good impression.

I would love to do a review of the book after reading it, but I just want to give you my key codes, my highlights from the talk and also the rather funny incident that happened right after the talk and yeah, I think it's interesting what happens, especially with respect to them. May's point of view for this book is one of the key points. The messages that were said so much were that women deserve the right to be as

incompetent

as men and, again, this is quite inflammatory, but I really love it because it is much harder for women to be

incompetent

and get promoted than it is for men. , another quote. said or another statement he made and maybe I should add that the only book is based on research, but this is scientifically proven, so it's not just that you know, oh, that's his opinion, oh, that's anyone's opinion someone else, no, this is actually backed by science, so one thing he said is that if organizations selected

leaders

based on potential rather than trust, we would need certain policies to maintain the ratio of men we currently have .

By the way, this doesn't mean, it doesn't say at all that all men are incompetent that's not part of it, it's just saying that it's quite easy for incompetent men to get into leadership positions and part of this is obviously because we don't evaluate risk, we don't ask, says the risk that a person brings to the company and we don't evaluate who is the right fit, not only who is the right tenant but also who is the right potential for future roles or how the role may evolve over time and the other thing that I really like and this is really In my opinion, it's important because it shows that it's not about favoring women, but it's really about favoring talent.

The best policy would be to focus on talent rather than gender, so it is not about gender, but about counting it and whether we can manage to promote it. and hire for talent or at least promote for talent instead of confidence or gender or whatever, then we actually have a fairer process band, you know, the ratio could change. An interesting question that actually came up was that there were a lot of women. In reality, you may not be interested in moving up the hierarchy because of the politics that are going on in senior positions in corporate environments and I think this was really interesting, but again, because of the nature of people who have been promoted because I mean we all know that not the best people necessarily are not the best people to lead necessarily

become

leaders, but often people become managers and are promoted to management positions when they are really good and do the work when they manage. to hit quota, hit their targets, hit targets and generate a return on investment as we have proven in investing over a long period of time, so by the time they are really good subject matter experts and they are really good at what they do rather than just being really good. good at leading people, they tend to get promoted, so this is obviously part of the problem and the other part that I really liked was that he also talked about how you can measure ROI and Lita really nails it and this would be about impact, so We have to evaluate leadership performance, how much impact someone has, that's all that revolves around leadership effectiveness, etc., and I think often this is not really evaluated, it's not really objective and it's not measured with concrete data and facts, but it is a feeling that I like.

Someone does, I think someone can do the job and again, if someone is very confident and has a lot of self-assurance around their own personality, sometimes it's easier for me to get caught up in yeah, I know if they have as much trust or sheets. They're confident, so yes, they should know what they're doing, but often, especially introverted people, they're people who are maybe less outgoing, less available, they may be as competent or even more competent, but not as confident. . I mean a visit again. I argue then that leaders need to show a certain level of confidence and I don't want to argue with this that it is as if dancing is important, especially if you are a change maker, you are in front of people, but again, competition should be part of the deal and I mean there is research done that psychopathy is part of ours, that people who display psychopathic traits tend to be hot, you know, they tend to take on leadership roles and yeah, again, these are the key points. .

I didn't read the book. however, I am happy to do a full summary of the book. I think what I'd like to take away from this and share with you is actually this whole point about hiring for competence instead of trust because you know it's not about impression management, it's not about how good As someone who is interviewing, it's about how well you're actually doing your job and yes, some of this is totally trainable, but you're also willing to be coached, you're willing to improve, you're willing to learn, you're willing to grow, you're willing to lead. .

So yeah, there's a lot of work to do and I think it's an interesting book, it's got a nice title, well it's a promotional title, but I think this is the only way to move forward because it's really about making people sometimes get angry and the book itself is scientifically based, so it is not as provocative as the title. I skimmed through it, so yeah, it's not just about talking about an incompetent man, but anyway I promised to talk about the Funny thing that happened after the talk after the talk at the networking event and I mean, as you can imagine , a lot of the people in the audience were women, so it was like a bunch of women listening to the talk, a lot of women really engaged those answering the questions.

They came from women, so the main proportion was relatively low throughout the event and it was quite interesting, so after the talk we all ended up having a drink, you know, we had a beer or a wine and two guys came up to me and literally I immediately started taking medications that planned the world for me and why this is a really bad idea and why it can't work and you know why it's all wrong and you know it, it was really interesting to see how the different genders react and the conversations that they happen later, so yeah, I'm really looking forward to reading the book, like I said.

I'm happy to let you know with a quick summary or review and come back to it when I read it, so yes I have. I haven't read it yet like I said, it's just the summary, but I'm more than happy to do so after I've done it, so I hope to hear from you what your opinion is on the subject, maybe on the title and whether you've already read the book . Please let me know and I will talk to you very soon.