Thanks so much for sharing this and doing this research!
Regarding this:
That high performance on measures of leadership effectiveness causes organisational success, rather than organisational success inspiring high performance on (or at least more positive evaluations of) measures of leadership effectiveness. Given that the research is almost exclusively correlational,[36] we cannot be confident that this assumption is correct. However, this seems to me to be intuitively likely.
The Halo Effect is a compendium of evidence to the contrary. Basically, leaders who are good at one thing (e.g. maximizing revenue) are considered to be good at everything else (e.g. being humble). It has great examples of how the exact same CEO behavior is described positively versus negatively as the company’s stock price fluctuates.
I would recommend at least skimming the book – it has really helped me differentiate useful from less useful business research.
Sounds good, I’ll have a look at some point, thanks for the recommendation. To clarify, the implication is that the causal chain might be from good organisational outcomes to good evaluations on leadership evaluation instruments, rather than the other way round?
To clarify, the implication is that the causal chain might be from good organisational outcomes to good evaluations on leadership evaluation instruments, rather than the other way round?
Thanks so much for sharing this and doing this research!
Regarding this:
The Halo Effect is a compendium of evidence to the contrary. Basically, leaders who are good at one thing (e.g. maximizing revenue) are considered to be good at everything else (e.g. being humble). It has great examples of how the exact same CEO behavior is described positively versus negatively as the company’s stock price fluctuates.
I would recommend at least skimming the book – it has really helped me differentiate useful from less useful business research.
Sounds good, I’ll have a look at some point, thanks for the recommendation. To clarify, the implication is that the causal chain might be from good organisational outcomes to good evaluations on leadership evaluation instruments, rather than the other way round?
Yep.