created using Envato Psychopathy. Narcissism. Machiavellianism. Sadism. The "Dark Tetrad" of personality—and they're probably in your leadership pipeline. Research shows these traits often correlate with promotion despite predicting: → Counterproductive work behaviours → Employee turnover → Toxic culture → Ethics violations → Long-term performance decline Why do dark personalities advance? → Short-term charisma masks long-term dysfunction → Self-promotion is rewarded in many

"Personality tests don't predict job performance." I hear this dismissal frequently. And it's wrong. Meta-analyses consistently show conscientiousness predicts performance across virtually all jobs (ρ = .22-.27). Emotional stability follows close behind. That might seem modest until you realise: → It holds across industries, roles, and cultures → It's incremental validity beyond cognitive ability → Combined with ability tests, prediction jumps to .50+ The issue isn't whether

Understanding Graphology and Its Limitations Graphology, or handwriting analysis, claims to provide insights into an individual's personality and potential job performance. However, it has essentially zero predictive validity for job performance. Despite this, some organisations still rely on it. Why is that the case? The answer lies in its superficial appeal. Graphology feels scientific. It generates detailed reports that can impress stakeholders. Additionally, candidates r