June 9th 2017

The Dirty Dozen: A Concise Measure of the Dark Triad

There has been an exponential increase of interest in the dark side of human nature during the last decade. To better understand this dark side, the authors developed and validated a concise, 12-item measure of the Dark Triad: narcissism, psychopathy, Machiavellianism. Known as the 'Dirty Dozen', this measure is a consise psychological assessment of the the three dark personality traints most often found in leadership.


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September 12th 2019

Post Meeting Notes: Responsible Business: How can HR Drive the Agenda?

Following our event on 10th September 2019, these post meeting notes summarise the key messages from the day. We were joined by speakers including Nick Dalton, Unilever, Dee Corrigan, Blueprint for Better Business, David Grayson, Cranfield School of Management, and our own Carmen von Rohr. Each had their own take on responsible business and how it is impacted by HR. What is HR's role in developing and implementing a responsible business strategy and what is a purpose led business? Read the notes to find out more.

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September 10th 2019

Responsible Business - Unilever

Unilever's Vice President HR Business Transformation gave this presentation explaining his view on Unilever's responsible business strategy. He adopts an approach including the seven great waves of HR: paternalism, power, process, profit, people, paradox and planet. How has the HR function changed over the years, starting from industrial relations to personnel to human resources, and how is responsibility linked to this?

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September 10th 2019

A Blueprint for Better Business

This presentation was given by Dee Corrigan, Head of Corporate Engagement at Blueprint for Better Business, at our latest CRF event, Responsible Business: How does HR Drive the Agenda? She explores the power of purpose and the way we view other people.

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June 9th 2017

Political Skills in Organizations

This paper from the Journal of Management was kindly shared by our speaker, Oliver James. It defines characteristics and dimensions of political skills in organizations, as well as the effects of political skills on self and others. Political skills in organizations is not a new topic, but research in this area doesn’t seem to have moved on much in several decades. In this paper, a conceptualization of political skills in organisations is proposed, which considers the effects on both self and others. Examining the required social competencies, along with cognitive, affective and behavioral manifestations, this paper explores elements that have a direct effect on outcomes in this area.

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July 14th 2016

Progress - Issue 4: Good and effective leadership

Within this fourth edition of our e-magazine - Progress – Andy Newall, Group HR Director at Imperial Brands, provides his recommendations on what constitutes effective leadership.

  • Tags
  • Executive Compensation
  • Learning and Development
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July 14th 2014

Progress - Issue 2: Repressed Narcissism and The Values of High-performing Teams

Within this second edition of our e-magazine - Progress - Tomas Chamorro-Premuzic, Professor of Business Psychology at University College London discusses the area of repressed narcissism and the values of high-performing teams.

  • Tags
  • Leading Teams
  • Performance Management
  • Psychology
  • Strategic Reward
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