Skill #1: Silencing the inner demons and going with the flow.
Skill #2: The ability to face distractions head on.
Listen to sounds of nature.
Skill #3: The ability to know when the day is done.
Skill #4: The ability to find your natural habitat.
Stop rewarding two typical male traits
In his phenomenal and alarming book Why Do So Many Incompetent Men Become Leaders? (And How to Fix It), he explains how these same two characteristics can later backfire as overconfidence, narcissism, and even psychopathy, resulting in disaster.
Here’s why you should not reward people–men or women alike–with the two masculine traits:
1. How confidence will backfire.
…there is in fact no relationship between confidence and competence.
Competence is how good you are at something. Confidence is how good you think you are at something. …While confidence is good to have, overconfident leaders overrate their ability and job performance, and are more prone to reckless decisions because they are immune to negative feedback.
2. How charisma will backfire.
…while charisma has been associated with extroversion, drive, and even more physically attractive features, it is hard to define and measure, and it exists in the eye of the beholder.
According to Chamorro-Premuzic, “Charisma clouds people’s evaluations of how leaders actually perform. Rather than being objective, we are less judgmental about leaders’ performance when we see them as charismatic, and we are more critical when we don’t.”
…research has shown when followers have more information on a leader, the importance of charisma declines.
Whom to reward, instead, for leadership roles
…the best leaders combine IQ (intellectual intelligence) with EQ (emotional intelligence), which enable personal effectiveness and self-awareness.
Chamorro-Premuzic also points out that a high EQ is also associated with people-centered leaders who are more humble, honest, and ethical. To his point, the shift to focusing on selecting and developing more leaders with these traits–as competencies–would also help correct the gender imbalance in higher leadership ranks, since the underlying issue remains that we, as a society, lack valuing these traits in the leaders we choose.
To bring this discussion home, it’s crucially important to remember that the very traits that propel more men into leadership are the same traits that get them fired. In other words, what it takes to get a leadership role is nearly opposite of what it takes to do it well and keep the role.
The frontiers of impact tech report
- Fifty years after humans set foot on the moon, the future of our very existence depends on an even more ambitious moonshot — reversing climate change while ensuring people and nature thrive.
- Impact Tech — the intentional use of technology to benefit people and the planet — could play a significant role in this moonshot.
- Over 180 Impact Tech opportunities across the UN Global Goals.
- Impact Tech takes many complementary shapes.
- In addition to digital Tech for Good innovations, the Impact Tech movement is amplified by the new possibilities of Deep Tech
- Impact Management: avoid impact-washing, maximize positive outcomes, mitigate adverse effects.
- Addressing global challenges will create tremendous economic value.
- 12 Priorities to scale the Impact Tech movement. They include: expanding the talent pool and the availability of funding for Impact Tech, mainstreaming systems thinking and impact management in science and technology, embracing diversity and multi-stakeholders partnerships, strengthening incubation and acceleration, and mission-driven innovation policy — as defined by leading economist Mariana Mazzucato.
Buscando una cosa, he encontrado otra, y he buscado entonces más… un montón de conceptos que en los últimos años hn moldeado bastante mi visión del mundo.
Un pensamiento recurrente: fracasar está sobrevalorado
Lo decía @arrola en twitter y justo había pensado en ello unas horas antes. La primera vez que lo escuché fue en una entrada de Jason Fried: Learning from failure is overrated.