- There are a numbing variety of leadership theories and psychologists selling instruments designed to measure them. Yet most of these instruments suffer from the same problem—a fundamental misunderstanding of the differences between a direct versus an indirect measure of performance.
- Direct measures of performance are always dramatically more accurate than indirect measures. As a result, it is inexcusable to rely upon indirect indicators when more direct measures are readily available.
- Measures of personality and style are extremely inaccurate when it comes to predicting performance, because they assess behaviors that are only tangentially related to how well an executive actually does his or her job.
- Past Behavioral Interviews ...
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