Tomas Chamorro-Premuzic

to make some compromises and do something for others.

We cannot collaborate or cooperate effectively unless we have the ability to self-censor some of our individualistic or negative tendencies.

So the difference between a good culture and a toxic culture is not so much around task competence or task performance, but around organizational citizenship.

Why we know that when you bring toxic individuals to a team or organization, they function very much like...

parasites that pollute or corrupt the environment and then it kind of cascades or snowballs into more parasitic because, you know, they can have a negative effect on others.

So what we talk about with organizational citizen is the opposite of antisocial, negative, selfish, toxic behavior.

Self-awareness is really about other awareness.

It's the interpersonal tradition that is much richer.

So there's a guy called Charles Cooley who said, I think, in the 1930s or 40s, I am not who I think I am.

I am not who you think I am.

I am...

who I think you think I am, right?

And that's the beauty of it because even when people say, okay, you know, this is just me and you have your identity, where do you think that comes from?

It doesn't come from your genes or the DNA.

It's about internalizing maybe what your parents or caregivers told you when you were little.

And unfortunately, too many people enter the workplace thinking that they're as smart as their parents told them when they were little.

And, you know, it's not the clearest and best sign of maturity is something that they need to work on.

But for adjusted adults, work is an opportunity to permanently get feedback on who we are and what we're good at and what we're not good at.

The anti-authenticity alternative that I propose is the opposite.

It's like,