Surround yourself with Great People (and: Ideas are People 2)

Someone I know pretty well, is looking for a way to get better at hiring people.

I stumbled upon this article by Michael Lewis, about the search for a process that could predict how good a NBA Pick would perform.

http://www.slate.com/articles/arts/books/2016/12/how_daryl_morey_used_behavioral_economics_to_revolutionize_the_art_of_nba.html

schermafbeelding-2016-12-21-om-13-15-45

Which let met to “How Google Hires”:

https://www.wired.com/2015/04/hire-like-google/

schermafbeelding-2016-12-21-om-13-15-59

Now, these are my take-aways, from those articles:

  • Random INTERVIEWS mislead your ability to rightly assess someone
  • Why? Because our FIRST IMPRESSION manipulates our ability to correctly assess someone. Both ways. Just be aware that first impressions can not predict how well someone will do in the future.
  • You should stack someone new to the people who are already around. If you honestly think the new ones are not BETTER, you shouldn’t pick them.
  • How can you most honestly assess future performance? A combination of DATA + evaluating their EXPERTISE
  • How can you collect the data and have insight in their expertise? A combination of COGNITIVE TESTS, PRACTICAL EXERCISE/TASK + STRUCTURED (SCRIPTED) INTERVIEWS.
  • Don’t look for someone who is like you (cf prejudice), but someone who is COMPLEMENTARY to you and/or people in your team. What is they bring to the table nobody else has?
  • Try to have a good idea about the skills that make the DIFFERENCE in their job and how you would be able to measure those.
  • What are the BASICS or BASIC SKILL SET that is needed for the job? Could you sequences those in small components? Are those components measurable?
  • The situations in somebodies life or BIOGRAPHY has no information that is deterministic for future performance.
  • You don’t want to measure EXPERIENCE, you want to assess the POTENTIAL to learn QUICK and learn “WELL”.
  • It seems like “CONSCIENTIOUS” or “GRIT” is the key word. Do they finish a task? How do they finish a task? How happy are they about the finished task? Are they only happy when the task is wonderfully done, or already happy when it’s just finished?

When reading those articles, I had a hunch that what goes for People might go for IDEAS as well. How can we assess if an Idea is good enough to pursue and will deliver in the future?

Let’s make the exercise:

  • FIRST IMPRESSION of an idea doesn’t count. An idea you hate @ first hearing can be the best idea of the century. An idea you like at first sight, might be the biggest stinker ever.
  • Randomly thinking/talking/assessing an idea doesn’t amount to anything. You have to assess the idea in a structured manner. You need to have some CHECKLIST ready to assess how well the idea performs against your criteria.
  • You should stack the new idea against ideas that are already around. Would this idea be BETTER then existing ones or not?
  • We tend to find our own ideas better than ideas by others. That’s PREJUDICE.
  • What are the attributes this idea EXELLS in? You have to be able to identify where this idea is so good at. And why.
  • You have to be able to TEST your idea. On TECHNICAL terms, on USER terms, in a BUSINESS sense, etc.
  • UNIQUENESS – COMPLEMENTARY. What is it this Idea brings to the table that no other idea has done yet?
  • Where will this Idea bring a DIFFERENCE?
  • What is the STRENGTH of this idea? Are those strengths translated in all the COMPONENTS?
  • Who is the AUTHOR of the idea has no resemblance with the quality of the idea.
  • Is this Idea something that can have Spin-offs, inspires to EXPLORE ?
  • How is this Idea performing the JOB-THAT-NEEDS-TO-BE-DONE for the end-user? Is it a SUPERIOR solution? Or just ok?  Is this idea worked out well enough? Or just the first step towards an even better idea?

 

 

 

 

 

 

 

 

 

 

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