What determines the success or failure of your career

01

The goal of science is to predict. Doctors hope to predict whether to take vitamin C will reduce the possibility of cold. The physicist hopes to predict how much the bowling of the bowling thrown out of the ground will hit the ground with the strength. The goal of the enterprise is to create sustainable and growing income.

Only those who work in an enterprise are successful, and enterprises will succeed. Therefore, companies have been looking for scientific methods that can predict personal performance.

However, all the research on this theme has no scientific theory that can fully explain human potential.

Back to the 19th century, Sir Francis Goliton was one of the earliest scientists to study how to use the energy form of the brain to predict personal performance.

In the absence of an EEG scanner, he speculated that by measuring the speed of the brain processing system, we can quantify and predict intelligence. The faster your brain distinguish between the sense of distinguishing the senses and reaction, the smarter you will be. However, "reaction" is only a small part of human complex intelligence.

From the 1920s to the 1980s, scientists have always believed that IQ can use IQ to measure potential (IQ only measures only a person's language ability and mathematical ability in essence). As a result, the enterprise and the government invested a lot of funds to develop the reading courses and mathematics courses of public schools, and canceled the art and music courses. The human resources department designed test issues based on IQ, and then hired all employees from the salesperson to CEO with the same intellectual standards.

But the problem is that all this is wrong.

正如事实证明的那样，智商和技术能力仅能预测出20%～25%的职业成功，那意味着超过75%的职业成功跟智商和培训毫无关系——这是一个大问题，因为在经济During the downturn, the company will use most of the training budgets to improve employees' intelligence and technical capabilities.

From a scientific perspective, the money was spent irresponsible.

02

What else can we use to predict career success? If the effect of measuring IQ is not good, then we may also use academic ability assessment to test this more fashionable testing tool, will it be better? the answer is negative. The prediction effect of academic ability assessment testing is actually worse.

In the prediction of the average score of the senior students, the accuracy of the prediction of academic ability assessment and testing is only 8%to 15%. That means that for about 88.5%of college students, academic ability assessment tests are not as accurate as rolling the dice (this is really embarrassing, we spend a lot of time to design predictive tests, but they are designed, but they are designed, but they are designed, but they are designed, but they are designed, but they are designed, but they are designed. In fact, there is no predictive effect at all).

Another measurement standard for enterprises to predict employee performance is the test score. Because the test scores in high school can predict the academic performance in college than the academic ability assessment test scores, the test score must also predict whether the individual can succeed in the workplace in the future, right?

The author of "Millionaire's Wisdom" Dr. Thomas Stanley's objection. After 10 years of research, he found that the test scores were completely related to the success of the workplace, and the accuracy of the prediction was similar to that of hard coins.

This explains a conflict that is talked about by people: Many students with poor academic performance in business schools finally founded their own company, while many students with excellent grades have to work for them.

Related researchers also include Howard Gardner and Peter Salov. Gardner first proposed that in the process of predicting people's potential, understanding himself and others' emotions is more important than IQ.

In 1990, two psychologists published a stunning papers. The two psychologists were John Mayer of Salov in Yale University and New Hampshire University. They proposed that the prediction value of IQ is very low, and the ability to understand emotions can better predict the potential of people. They call this ability.

Most people may be familiar with emotional intelligence. It is our ability to regulate emotions. Over the past 20 years, people have always believed that it is the key to success in a business world with heavy pressure and impermanence. Daniel Gorman has popularized the research of Salov and others in the global best -selling book "EQ", and prompts companies in the world to start testing employees or candidates' emotional intelligence without testing IQ.

As a result, an important controversy in the academic and business circles: Which is more important for emotional intelligence and IQ?

And this is a huge wrong change made by society and scientific circles. Of course, emotional intelligence is one of the best theories born in the psychology laboratory of the 1990s. However, the question of which kind of intelligence is more important is wrong.

Soon after, Gardner proposed his second type of intelligence, that is, the ability to understand others and to interact with others. He called him "social intelligence". Gorman also introduced social intelligence to the business world through his best -selling book "EQ 2: Affects your life" to the business world. As before, the value of social vendors in predicting potential has been weakened by the "most important intelligence" debate.

Since then, the business and academic circles have been arguing about this issue: which is the most important thing about IQ, EQ, and social business? Just as if it is more important to attack and defend in sports competitions, or which is more important for customers and employees, this is a result of no result.

If we want to succeed, we should not think about intelligence in isolation, but we should focus on how to integrate all our intelligence.

In the book "Winning Your Positive Advantages", the author believes that all kinds of intelligence is important, but the most important thing is how the brain woven them together. Therefore, the problem should not be the most important, but how we can learn and enhance them.

"Winning your positive advantages" is another masterpiece of "Harvard Happiness Class" designer Sean Ekor. Over the years, Ekor's research has always focused on how to help enterprises and individuals achieve great progress through the practice of positive psychology, and to gain happiness from it.

Based on Ekor's solid active psychological research results and a large number of corporate practical experience, the book has built five clear and orderly steps for the professional advanced career of the workplace and manager. Each step contains three more specific strategies to make the book's practical guidance stronger, and effectively help people and managers in the workplace to build a clear and efficient professional path, and gradually realize professional advancement and team speed up.

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