N2Growth Blog
AUGUST 18, 2019
Why are so many leadership development and high potential talent programs continuing to fail, or at the very least, not producing what we hope for? There is a cognitive bias trait called the Dunning-Kruger effect. Dunning suggests that deficits in skill and expertise create a two-pronged problem.
N2Growth Blog
AUGUST 18, 2019
Why are so many leadership development and high potential talent programs continuing to fail, or at the very least, not producing what we hope for? There is a cognitive bias trait called the Dunning-Kruger effect. Dunning suggests that deficits in skill and expertise create a two-pronged problem.
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Strategy Driven
NOVEMBER 9, 2022
Be sure to work with the buying team to prepare a presentation that proves the value of your product or solution to their executive management. Sales pros still need to excel at: business development (generating leads). Providing a compelling value proposition is more important than ever. Sales Basics Still Apply. Steve earned a B.A.
Great Leadership By Dan
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This is a tricky juncture, when you transition from scrappy, creation mode into organizational development mode. The development of an organization that’s in the fast-growth stage slams you with many new challenges, some of which are extremely difficult for many founders. Tell me if this sounds familiar. -
N2Growth Blog
JANUARY 10, 2011
I’ve seen many an executive or consultant attempt to identify leaders with interviews, tests, evaluations, etc., I’m a huge advocate of refining initiatives that allow any level of talent to be developed to the maximum potential. Leaders and non-leaders alike need career-pathing, training and development.
Harvard Business Review
OCTOBER 26, 2017
This phenomenon is not limited to inclusiveness — the Dunning-Kruger effect, for example, explains that unskilled people are particularly prone to thinking they are more skilled than they are. Repeatedly, we have seen how prejudicial behavior by a senior executive can have an extremely negative impact on the culture of an organization.
Harvard Business Review
JUNE 23, 2016
“I think I am a pretty good coach,” the executive across the desk said to us. This phenomenon was described by two Cornell psychologists, David Dunning and Justin Kruger, who observed that for any given skill, incompetent people fail to recognize their own deficiencies and don’t recognize the skill in others.
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