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Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
Are You A Narcissistic Boss?
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Are You A Narcissistic Boss?

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Without a deliberate hiring strategy, founders often gravitate toward job candidates who share their personality. Learn how BrickHouse Security utilized the Predictive Index® (PI®) behavioral …

Without a deliberate hiring strategy, founders often gravitate toward job candidates who share their personality. Learn how BrickHouse Security utilized the Predictive Index® (PI®) behavioral assessment tool to fix their culture problem and decrease turnover by ten percent.

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  • PI Worldwide provides leadership training & leadership coaching skills tailored to meet the goals of your organizations. With an arsenal of assessment tools including <a href="http://www.piworldwide.com/Solutions/Leadership-Development.aspx" title="Leadership Assessment Tools – PI Worldwide">leadership assessment tools</a>, <a href="http://www.piworldwide.com/Solutions/Sales-Performance/Sales-Assessment.aspx" title="Sales Assessment Tools – PI Worldwide">sales assessment tools</a> etc. PI Worldwide provides human capital analytics to help organizations make science-based decisions about their people.
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    • 1. Are You A Narcissistic Boss?November 2011 Issue – Inc. Magazine 1
    • 2. Roadmap1. Background2. The Entrepreneur – Business Connection3. Case Study - BrickHouse Security4. Need For A Hiring Strategy5. Benefits6. Conclusion 2
    • 3. Background Without A Deliberate Hiring Strategy, Founders Often Gravitate Toward Job Candidates Who Share Their Personality By Hiring People Like Themselves, Business Leaders May Inadvertently Populate Their Companies With CEO-Level Egos This Results In Conflicts Which May Lead To A Toxic Work Environment 3
    • 4. The Entrepreneur-Business Connection Entrepreneurs identities are closely tied to their businesses Companies Often Absorb Many Of Their Founders Personality Traits A Founder-driven Culture Can Be A Good Thing However, When Founders Fill Companies With Their Clones, It Can Lead To Problems 4
    • 5. Case Study-BrickHouse Security BrickHouse Security Is A New York City-Based Company That Sells Hidden Cameras And Other Surveillance Products Online The Founder Of The Company Was Determined To Keep The Company Lean Hence For The First Few Months, He Worked Alone Over The Next Two Years, He Gradually Added A Handful Of Employees Picking People Who Were A Lot Like Himself: Driven And Independent 5
    • 6. Case Study-BrickHouse Security As The Company Grew, Collaboration Became Increasingly Important Employees Started Complaining That There Was A Toxic Work Environment The Work Environment Had Become Like Something Out Of Lord Of The Flies, Employees Couldnt Be Left Alone, Or Theyd Be At Each Others Throats 6
    • 7. Case Study-BrickHouse Security The Founder Wasnt Sure How This Had Happened, With Complaints Mounting, The Only Solution Was To Hire A Consulting Firm PI Worldwide Was Called Upon To Help Fix The Culture Problem We Administered Personality Tests To The Whole Company, Including The Founder 7
    • 8. Case Study-BrickHouse Security The Results Were Clear After A Rigorous Analysis Certain Employees Refused To Listen To The Ideas Of Others And Were Clashing With The Rest Of The Group And Those Troublemakers Were Mostly The Founder’s Early Hires For The Sake Of The Company, The Founder Had To Ask Those Employees To Leave 8
    • 9. Need For A Hiring Strategy Many Entrepreneurs Fail To Consider Team Dynamics When Launching Their Businesses The Stanford Project On Emerging Companies, A Study Of Nearly 200 Silicon Valley Start-ups From 1994 To 2002, Has Revealed That Most CEOs Put Little Thought Into Their Hiring Strategies But As The Companies Grow And Evolve, The CEOs Discover That Many Employees No Longer Fit In 9
    • 10. Need For A Hiring Strategy Without A Deliberate Hiring Strategy, Founders Often Unconsciously Gravitate Toward Job Candidates Who Share Their Personality Traits People Tend To Overestimate Their Strengths And Downplay Their Weaknesses By Hiring People Like Themselves, Business Leaders May Inadvertently Populate Their Companies With CEO-Level Egos Be Cautious About Hiring Candidates Whose Personality Test Results Indicate Big Egos 10
    • 11. Benefits Changes Usually Have A Noticeable Effect For BrickHouse Security, Turnover Has Dropped 10 Percent The Founder Has Gained A Greater Understanding Of His Own Weaknesses An Environment Where There Was Too Much Conflict And Not Enough Cooperation Was Transformed Into An Environment In Which Employees Started Getting Along 11
    • 12. Conclusion Be Strategic About The Company Culture Identify The Companys Core Values And Long-term Goals Hire Employees Who Embody And Uphold Those Values Involve Key Managers And Employees In The Interview Process To Ensure That New Employees Will Work As Well With Their Bosses As With Their Peers 12
    • 13. Curious to Know More?Find Out Whether You Fall Under The Category Of ANarcissistic Boss on http://bit.ly/IncMagazineArticle 13
    • 14. Thank you!Questions? info@piworldwide.com | @piworldwide http://www.linkedin.com/in/piworldwide More Information: http://www.piworldwide.com 14

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