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Are you curious, aware and competitive? Do you also have more mysterious qualities, such as "easy adaptation", "acceptability of ambiguity" and "risk approach"? If so, congratulations! According to research in psychology, these six traits constitute a "high potential" personality that will take you far in life.
The truth, of course, is a little more nuanced. The same traits in excess can also affect your performance. The real secret of success may be knowing exactly where you fit in each spectrum and how to harness your strengths and react to your weaknesses. But this new strategy promises to be an important step in understanding the impact of our personality traits on our work.
There is a long tradition of attempts to understand our personality at work. One of the most used tests today is the Myers-Briggs-type indicator (MBTI), which clbadifies people according to various thinking styles, such as "introversion / extroversion" and "thought / feeling". Nine out of ten US companies use Myers-Briggs test to rank their employees
Unfortunately, many psychologists believe that the theory behind the different categories is delayed and does not include actual performance measures. One study suggested that the MBTI is not good at predicting successful management. Some critics even say that it's pseudoscience.
"Getting started is a good tool, but if you use it on a large scale to predict performance or to try to find high-performing candidates, it does not work," says psychologist and co-author Ian MacRae. from the book [19459004
Thinking that recent advances in psychology research might be better, MacRae and Adrian Furnham of UCL (University College London) recently identified six traits related to success at work and have now been added to the High Potential Indicator (HPTI). "clbad =" img img-responsive image-wide "/>
MacRae says that in extreme cases, each trait may have limits, which means there is an ideal value for everyone. The relative importance of each trait will be determined by the work you do, so the limits will have to be adapted to depend on the area you want to succeed in a technical position, for example, but the trial version that I saw
With this in mind, the six characteristics are as follows:
Consciousness
Conscious people are dedicated to their projects and bring them to the end. Reflect on the wisdom of their long-term decisions After IQ, awareness is often considered one of the best indicators of academic achievement At work, a good conscience is essential It's good strategic planning, but too much means you're too rigid and unyielding.
Adaptation
Everyone has concerns, but highly adaptable people can cope better. with them under pressure without allowing them to negatively influence their behavior and decisions. People with low scores on this scale seem to have poor performance at work, but you can combat these effects with the right state of mind. Several studies have shown that coping with a stressful situation as a potential source of growth – rather than a threat to their well-being – can help people recover from a negative situation more quickly and more quickly. more productive way.
Acceptance of Ambiguity
Are you the type of person who prefers tasks to be defined and predictable? Or do you like the unknown? People who are very tolerant of ambiguity can integrate more points of view before making a decision, which means that they are less dogmatic and their opinions are more nuanced.
"Less tolerance for ambiguity can be considered a kind of dictatorial feature," says MacRae. "They will try to summarize complicated messages into an easy-to-sell argument, which can be a typical trait of destructive leadership."
Most importantly, a person capable of accepting ambiguity will be more able to respond to change – the evolution or emergence of new technologies – and to solve complex and multifaceted problems. "We are trying to identify the ability of leaders to hear different opinions, listen to complex arguments and understand them proactively instead of simplifying them," says MacRae. "And we find that the more you hold a leadership position, the more important it is for decision-making."
But less ambiguity will not always be a problem. In some areas, such as regulation, it may be better to have an order strategy that will clarify the whole process. Knowing where you are in this spectrum can keep you out of your comfort zone.
Curiosity
Compared to other mental traits, curiosity has been neglected by psychologists. Nevertheless, recent research shows that an inherent interest in new ideas brings more benefits to the workplace: it may mean that you are more creative and flexible in the procedures you use, can help you to learn more easily, increase your satisfaction with regard to the work in general and protects it from burnout.
However, his curiosity can also push him to have a "butterfly spirit" – which flies from project to project without taking the head.
Risk-based approach (or courage)
Would you like to flee a potentially unpleasant confrontation? Or are you faced with knowing that short-term discomfort will solve the situation and bring long-term benefits? As might be expected, the ability to cope with difficult situations is crucial for leadership positions where action is needed for the benefit of all, even in the event of opposition.
Competitiveness
There is a narrow margin of maneuver between the pursuit of professional success and frustration. the health of others. At best, competitiveness can be a powerful motivation that takes you further.
Together, these six traits consolidate much of the knowledge we have so far about the different qualities that influence work performance, particularly for those looking for management positions.
As interesting as these personality traits are that MacRae and Furnham did not include. The extroversion-introversion scale, for example, may determine how we handle certain social situations, but it seems to have little effect on overall job performance. Our ability to agree with others does not seem to influence professional success either.
To measure each trait of the High Potential Line Indicator (HPTI), participants should indicate how well they agree or disagree with a series of statements such as "I am frustrated when I do not know exactly what is expected of me at work "(to discover the acceptance of ambiguity) or" my personal goals go beyond those of my organization "( which measures consciousness).
Multinational Leaders
For example, MacRae validated HPTI in a number of areas, following the performance of leaders of multi-national organizations over many years.
The research is still ongoing, but other research published in last year, we indicated that these characteristics can predict subjective and objective measures of success. In one badysis, participants' responses accounted for about 25% of the income variance – which is a fairly strong correlation (and comparable to the influence of intelligence) even though it leaves many unexplained differences . In this study, competitiveness and the acceptance of ambiguity became stronger indicators of earnings, while awareness seemed to better predict subjective measures of satisfaction.
The researchers also examined the relationship of these traits with IQ – another important factor for professional success. – Find a small correlation between the two.
As part of a recruitment process, HPTI can be used to evaluate high-potential candidates, but MacRae says it can also help personal development, allowing you to identify your strengths and weaknesses and how to manage them. It can also be useful for building a balanced team that reflects the full range of "high potential" traits, given the wealth of research that indicates which groups have different thinking styles. Almost everyone will not have all the qualities at an excellent level, but this should not be a problem if we have colleagues who can give us a boost.
But does anyone succeed in meeting all these criteria? MacRae said he thinks of some people who pbad all the criteria, including the CEO of a bank in Canada. "He was excellent in every way," says MacRae. "And I must say that it was very intimidating." Despite this scary feeling, the benefits of this unique personality became evident at the meeting. "Even though it's a bit scary to work with this kind of person, you know exactly what to expect – it's a person you can trust, trust and respect. "
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