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Friday, March 18, 2011

Humility for Hire

Researchers have also found that humility ranks pretty high in the personality pantheon. In a 2005 article in “Human Relations,” a couple of Canadian researchers found that organizations that perform well over the long term tend to be led by someone who is the opposite of the stereotypical ego-driven CEO. Specifically, they found “a person possessing a blend of humility and strong personal will” was likely to do best.
Why would humble, honest people do better as workers or as leaders? An article in the November 2010 “European Journal of Personality” boiled it down to this: People soaked in honesty and humility cause less trouble — they called it “counterproductive work behavior” — in response to organizational politics. The opposite was true of those who scored low on honesty and humility. “In other words, employees low in honesty-humility were especially likely to condition their behavior on environmental factors, a result that mirrors previous findings,” the researchers wrote.
Baylor University researchers, who published their findings in the April 2011 issue of the journal “Personality and Individual Differences,” actually went well beyond stating that honesty and humility are desirable personality traits. After surveying 269 employees in 25 different companies and asking supervisors to rate each on 35 different job skills, they found that honesty-humility was the single best of six major personality characteristics when it came to predicting on-the-job performance.
Seems like hiring for humility could increase productivity while at the same time it make your life as an employer easier.

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