{"title":"The Bright and Dark Sides of Talent at Work: A Study of the Personalities of Talent-Development-Program Participants","authors":"Oluf Gøtzsche-Astrup","doi":"10.1037/cpb0000105","DOIUrl":null,"url":null,"abstract":"This study investigated bright- and dark-side personality traits of participants in talent-development programs in a range of private Danish organizations (N = 602). Previous research has looked at the personalities of leaders and high performers, but we do not know much about those who are selected for talent-development programs. They resemble high performers and leaders by being more planful and organized, self-confident, persuasive, and trusting—but also manipulative and grandiose. However, the results indicate that becoming a participant in leadership-development program is largely a question of the selecting in of desired behavior rather than the selecting out of undesired behavior. The results support the use of personality instruments before selection to talent-development programs, in addition to being used as a part of these programs.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":"46 1","pages":"167–181"},"PeriodicalIF":0.9000,"publicationDate":"2018-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"5","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Consulting Psychology Journal-Practice and Research","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1037/cpb0000105","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q4","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 5
Abstract
This study investigated bright- and dark-side personality traits of participants in talent-development programs in a range of private Danish organizations (N = 602). Previous research has looked at the personalities of leaders and high performers, but we do not know much about those who are selected for talent-development programs. They resemble high performers and leaders by being more planful and organized, self-confident, persuasive, and trusting—but also manipulative and grandiose. However, the results indicate that becoming a participant in leadership-development program is largely a question of the selecting in of desired behavior rather than the selecting out of undesired behavior. The results support the use of personality instruments before selection to talent-development programs, in addition to being used as a part of these programs.
期刊介绍:
Consulting Psychology Journal: Practice and Research serves as a forum for anyone working in the area of consultation. The journal publishes theoretical and conceptual articles, original research, and in-depth reviews with respect to consultation and its practice. The journal also publishes case studies demonstrating the application of innovative consultation methods and strategies on critical or often overlooked issues with unusual features that would be of general interest to other consultants. Special issues have focused on such current topics as organizational change, executive coaching, and the consultant as an expert witness.