Good Judgment by Richard Davis Summary

Good Judgment explores how the Big Five personality traits (intellect, emotionality, sociability, drive, diligence) shape decision-making in business and life. Davis provides a science-backed framework to assess others’ personalities, improve hiring, build stronger teams, and navigate conflicts. Real-world examples and practical tools help readers apply these insights to roles like investing, leadership, and career planning.

Managers, HR professionals, investors, and anyone making people-centric decisions (e.g., hiring, partnerships, mentorship) will benefit. It’s also valuable for individuals seeking to improve communication, resolve workplace conflicts, or understand relationship dynamics. Davis tailors advice for scenarios ranging from startup investments to pediatrician selection.

Yes, for its actionable strategies to decode personality and avoid costly misjudgments. Readers praise its blend of psychology research and practical frameworks, though some note its depth suits formal evaluations (e.g., hiring) more than casual interactions.

Davis uses the Big Five model:

• Intellect: Curiosity and problem-solving approach
• Emotionality: Stress response and resilience
• Sociability: Communication style and teamwork
• Drive: Ambition and goal orientation
• Diligence: Organization and reliability

These traits predict behaviors in crises, collaboration, and leadership.

A structured method to assess traits through interviews, observations, and strategic questions. The blueprint helps match individuals to roles by evaluating their intellect (e.g., “How do you approach complex problems?”) and diligence (e.g., tracking deadlines). Investors and managers use it to minimize bias in partnerships or hiring.

• Conduct conversational interviews asking about role models, friendship values, and high school experiences.
• Practice active observation in meetings to gauge emotionality and sociability.
• Mitigate bias by focusing on actions over first impressions.

While EQ focuses on managing emotions, Davis emphasizes perceptivity—objectively analyzing stable traits. For example, high-drive individuals thrive in startups but may clash in collaborative roles. This science-based approach complements EQ by linking personality to predictable behaviors.

Some readers find its structured assessment methods (e.g., multi-hour interviews) impractical for everyday decisions. Critics note it’s less applicable to brief interactions, though Davis addresses this with “character quick takes” for faster evaluations.

Over-reliance on digital communication erodes perceptivity by reducing face-to-face interaction. Davis advises balancing tech with direct observation to accurately assess traits like emotionality or diligence.

• “Personality is persistent. We change, but not that much.”
• “The more accurate your judgments, the happier and more successful your life.”
• “Surround yourself with people aligned to your core values.”

With remote work and AI reshaping hiring, Davis’ methods help managers decode personalities in hybrid settings. Investors also use his frameworks to evaluate founders’ resilience amid economic uncertainty.

While Hardy argues personality is malleable, Davis focuses on identifying stable traits to predict behavior. Good Judgment suits those making objective evaluations (e.g., hiring), whereas Hardy’s work aligns with personal growth.