Fit: When Talent And Intelligence Just Won't Cut It
Understand where you fit to understand where you'll excel
Fit: When Talent and Intelligence Just Won't Cut It answers the fundamental performance questions that people have asked for generations. Why is that some individuals are consistently high performers, how do they keep performing in varying situations, organisations and contexts, why can some people just not seem to be able to crack that code, and why do some individuals perform exceptionally well in certain organisations but not in others? This fresh new book challenges current thinking about the war for talent and the role intelligence plays in high performance sport and business. Over 3,000 profiles of elite corporate managers and professional elites have been studied to find the answers as to why certain individuals consistently get exceptional results and why great talent doesn't transfer across teams and businesses.
Fit considers real live cases and well-known examples of spectacular successes and failures through the lens of the Hogan Personality Tools. This shows how elite performance is dependent on three things; understanding what role your behaviours are best suited to, what culture you perform your best in and how you're likely to derail your career. Armed with this knowledge, this innovative text allows you to connect the dots on your past performances and prepares you to find roles, organisations and teams which best fit you - opening the door for elite performance. Instead of talent management and changing behaviour, look to Fit as a key to your performance improvement. You'll find that performance does not have a one-size-fits-all formula - it is bespoke, personal and different for each individual.
- Understand how you can align your natural style with the right roles to achieve elite performance in your professional and personal lives
- Appreciate your unique behavioural patterns that impact personal and team success
- Discover that true success is not totally dependent on talent and intelligence, but on discovering what you're good at and where you fit.
Fit: When Talent and Intelligence Just Won't Cut It unearths the hidden traits of elite performance and enables you to find your fit to further enhance your engagement and success.
wind; he's a risk-taker and clearly doesn't think things through particularly well — especially after a few post-match beers. In June 2014 a photograph of what appeared to be Carney urinating into his own mouth went viral on Twitter. It proved to be the last straw for a club and a sport desperately trying to clean up its image. As Carney was on his last warning for behavioural issues, the NRL's chief operating officer, Jim Doyle, said that it was highly unlikely Carney would be registered with
politics. Effective leadership requires a willingness to be collaborative and gather different opinions, but ultimately the strong leader must be willing to make an independent decision and stand by it. This can be difficult for someone who scores highly for Dutiful, and it can put a ceiling on a career. Dutiful in action Dutiful as a characteristic lends itself to behind-the-scenes effort and following rules, so I really struggled to think of any specific examples for Dutiful. Individuals who
attention to them as a way of generating competition (they don't find this at all motivating) values modesty and generosity offers a low risk of public exposure allows them to work behind the scenes allows them to gain satisfaction from a job well done, regardless of whether anyone notices their effort and input or not doesn't engage in public individual praise but prefers to reward collectively and share the credit allows employees or team members to just get on with the work, without the need
tick the ones that you feel are relevant to you. □ I have a strong moral code that guides my decisions and principles. □ I believe that it's best to understand how the past has got us to where we are so we can build on that for the future. □ I enjoy history, customs and the ways of the past. □ At times I've been accused of being too black-and-white in my approach. □ I believe that there is usually a right way to do things. □ I have been told that I am resistant to change, innovation
his kids didn't work. If someone told him he wasn't good enough or that he was wrong it would just make him more driven; but his kids did not share his personality type and they just found his constant criticism debilitating. It crushed their confidence and impacted his relationship with them. Logic tells us that what gets us excited and inspired is bound to work for everyone else. And conventional wisdom tells us that we should treat everyone the same because that's ‘fair'. Neither logic nor