Monday, 12 December 2011

The Rare Find: Spotting Exceptional Talent Before Everyone Else by George Anders


A book that looks at how the top talent pickers across education, sport and business use tools to ensure they get the very best candidates that others will often overlook, and these are techniques we can all use.

In fact there are several good ideas for improving your own performance in your own job now, never mind picking your successor.

Time and again those interviewed came back to selecting on character rather than ability - but how much of our selection process tries to ensure their existing experience matches what we need them to do rather than how they did it!

America. It’s not that we don’t know enough about candidates. Today’s dossiers on serious contenders for a CEO’s job frequently surpass what the U.S. Senate knew about Supreme Court nominees a few decades ago. It’s not that there are too few talented people to fill crucial openings. This is a country in which talent proliferates.Read more at location 640
hire. His advice always flowed from the same starting point. Before you do anything else, he wrote, “Think through the assignment.” That sounds painfully simple. It seems so obvious that many leaders dash past that step.Read more at location 646
that good teaching is not about charisma. It’s not anything magical or elusive. These teachers set clear goals for their students, motivate people (in this case students and their families) to work hard toward these goals, work relentlessly to accomplish them, and constantly assess their effectiveness and improve their performance over time.Read more at location 794
The best experts in any field constantly stretch their horizons so they can do something new. That is how they stay sharp. Nobel laureates do this; great composers do this—and so do the savviest judges of human potential. They refuse to become so habit-bound that familiar customsRead more at location 923
“The best candidates are constantly trying to figure out why they went off the path,” Kiev added. “They’re introspective. They remember every detail. The ones who don’t learn much have hazy memories. They tend to blame external factors. They sound intellectually honest, but they aren’t. Their excuses are plentiful.” In Kiev’s view, the difference between rebounders and evaders is “hardwired into people. If you’re inquiring well, you should be able to get at it.”Read more at location 1078
Consider this admonition from a popular management primer on hiring: Lou Adler’s Hire with Your Head. The author’s number one precept is as follows: “Remain objective throughout the interviewing process, fighting the impact of first impressions, biases, intuitions, prejudices and preconceived notions of success. This way, all information collected during the interview is both relevant and unbiased.” That’s a fine way to pick out a lawn mower. It’s not a great way to choose people.Read more at location 1360
One of Dr. Weiss’s favorite ways of spotting the nonobvious winners is to see how candidates answer a quartet of essay questions that are aimed at drawing out students’ character. Those questions ask students to talk about rewarding experiences, overcoming adversity, areas of pride, and moments of exclusion.Read more at location 1544
Ask audition masters what they are hunting for, and the deepest answers involve subjects’ character. Regardless of differences in the exact ways that talent is expressed, each domain’s underlying quests are strikingly similar: Who tries hard? Who prepares well? Who recovers quickly and calmly from a setback? Who works well with others? Who can size up a turbulent situation and come up with a plan?Read more at location 1627
What the FBI’s Hostage Rescue Team wants is remarkably similar to what Johns Hopkins, Facebook, and dozens of other high-talent organizations are seeking, too. The FBI’s list is as follows: Initiative, perseverance, and compatibility.Read more at location 1776
Discipline, trainability, and judgment. Loyalty, leadership, and maturity.Read more at location 1779
Mediocre engineers were seen as silent saboteurs, spewing out flawed computer code that could take years to fix.Read more at location 1877
xkcd.com. (xkcd is weird but hilarious—take a look.)Read more at location 1910
For a while, Canfield scouted the world of stand-up comics. As he later explained, they are marvelous storytellers. They hone their material relentlessly, so that it connects with an audience. (If they don’t, they become sit-down comics.) And they are keenly aware of audiences’ short attention span, in ways that other narrators often overlook.Read more at location 2041
Menkes started running critical-thinking tests for corporate clients. He wrote a book about his approach called Executive Intelligence.Read more at location 3456
“CEOs who are persistent and proactive get things done. CEOs who are not, do not get things done, even if they are good listeners, team players, etc. And if you do not get things done, the people working for you get frustrated or even leave, particularly the better ones.”Read more at location 3581
Compromise on experience; don’t compromise on character.Read more at location 3623
Seek out “talent that whispers.” The world is full of overlooked people,Read more at location 3636
On the fringes of talent, ask: “What can go right?”Read more at location 3641
Take tiny chances—so you can take more of them.Read more at location 3645
Draw out the “hidden truths” of each job.Read more at location 3661
Be willing to use your own career is a template.Read more at location 3670
Rely on auditions to see how and why people achieve the results they do.Read more at location 3682
To learn the most from an audition, pay attention to more than the absolute caliber of the performance. Concentrate hardest on what you can learn about the candidate’s character.Read more at location 3687
Master the art of aggressive listening.Read more at location 3692
Be willing to pick one trait that matters more than anything. Often the ability to recover from setbacks is what separates people who surpass expectations from those who disappoint. ResilienceRead more at location 3705
Be alert to other invisible virtues, too. Curiosity is also invisible on most résumés yet it is a remarkable talisman in many careers.Read more at location 3714
Push your best candidates to grow even stronger.Read more at location 3736
accomplish. If you choose to champion great talent, you will be picking one of the most altruistic things a person can do. Making the most of the next generation of achievers is akin to parenting, except on a larger scale. The benefits to society are likely to be much greater than the personal gain.Read more at location 3770

Tuesday, 29 November 2011

Future Babble by Dan Gardner


A book about why we have a desperate need to try and predict the future but why we will always be doomed to fail.  Although there are some traits that make some people slightly better at it than others.
A must read book for all those struggling to compose Strategic Plans or Budget submissions.

A really telling insight was that those who are most confident that they are right are the worst at predicting the future with any degree of certainty.  Statistically the best prediction is that the future will be the same as today (because for most of the time it is) this will be wrong for sure but more accurate than most forecasters.

The book looks at our evolutionary drive to understand what is going to happen and to the biases this builds into our judgement and our memory.

So how do we get better:

  • Gather information from as many sources as possible
  • Accept you may well be wrong and actively seek out views that do not agree with yours.  Draft a list of reasons why your belief may be wrong
  • Display humility, nothing is certain and your predictions should never be so.
  • Consider how your decisions will play out if your predictions turn out to be wrong.  A good decision is robust in the face of various futures.


No matter how often expert predictions fail, we want more. This strange phenomenon led Scott Armstrong, an expert on forecasting at the Wharton School of the University of Pennsylvania, to coin his “seer-sucker” theory: “No matter how much evidence exists that seers do not exist, suckers will pay for the existence of seers.” Sometimes we even go back to the very people whose predictions failed in the past and listen, rapt, as they tell us how the future will unfold. This book explains why expert predictions fail and why we believe them anyway.Read more at location 365
Certain styles of thinking and decision making do a far better job of groping amid the inky blackness of the future to find a path ahead. These styles can be learned and applied, with results that are positive, although far from perfect. And that leads to the ultimate conclusion, which is one we do not want to accept but must: There are no crystal balls, and no style of thinking, no technique, no model will ever eliminate uncertainty.Read more at location 398
Experts who did better than the average of the group – and better than random guessing – thought very differently. They had no template. Instead, they drew information and ideas from multiple sources and sought to synthesize it. They were self-critical, always questioning whether what they believed to be true really was. And when they were shown that they had made mistakes, they didn’t try to minimize, hedge, or evade. They simply acknowledged they were wrong and adjusted their thinking accordingly. Most of all, these experts were comfortable seeing the world as complex and uncertain – so comfortable that they tended to doubt the ability of anyone to predict the future. That resulted in a paradox: The experts who were more accurate than others tended to be much less confident that they were right.Read more at location 581
Put all that together and there’s a very clear lesson: If you hear a hedgehog make a long-term prediction, it is almost certainly wrong. Treat it with great skepticism.Read more at location 595
economists Ron Alquist and Lutz Kilian published a paper in which they examined all the sophisticated methods one could use to determine the price of oil one month, one quarter, or one year in the future. They looked at fancy econometric models. They looked at oil prices in futures and spot markets. They looked at the consensus opinion of oil analysts. And they found that anyone could do better than all these crystal balls, sometimes far better, by applying a mindless rule: Always predict that the price in the future will be whatever the price is now. True, this technique is far from accurate. In fact, it’s pretty awful. But the others are worse.Read more at location 707
“There’s a demand for the forecasts so people generate them,”Read more at location 1054
Foxes are okay with that. They like complexity and uncertainty, even if that means they can draw only cautious conclusions and they have to admit they could be wrong. “Maybe” is fine with them.Read more at location 1671
“This effect contributes to the appeal of scenarios and the illusory insight they often provide,” Kahneman and Tversky wrote. And it’s so easy to do. Just add details, colour, and drama. And pile on the predictions. The actual accuracy will plummet but the feeling of plausibility will soar.Read more at location 2107
People who try to peer into the future – both experts and laypeople – are very likely to start with an unreasonable bias in favour of the status quo. Today’s trends will continue, and tomorrow will be like today, only more so. With that belief in place, the confirmation bias that so misled Arnold Toynbee kicks in. Evidence that supports the belief is embraced without question; evidence that contradicts the belief is treated with extreme suspicion or, more often, ignored. Steadily, the belief that tomorrow will be like today grows into a strong conviction. Occasionally, a surprise – the decline of Japan, the terrorist attacks of 9/11, the crash of 2008 – slaps us in the face and we are reminded that tomorrow may not be like today. Suitably chastened, we get imaginative and think of all the ways the surprise that just happened could happen again … and we are right back in the mental rut of the status quo. Genuinely imaginative attempts to portray change – including scenario planning – may help pull us out of that rut but they may also cause us to develop an unrealistic sense of how likely those imaginative futures really are. And all the while, no matter what happens, we are convinced we are right.Read more at location 2129
In an unsettling study, elderly residents of a nursing home were placed in rooms where everything was handled by others, right down to the arrangement of the furniture and the selection and care of a house-plant. With no decisions to make, their environment was pleasant but completely out of their control. Other residents of the home were given the same room and treatment, but they were asked to decide how the furniture would be arranged and they were asked to select and care for a plant. A year and a half later, 30 per cent of the residents without control had died, compared to 15 per cent of those with control.Read more at location 2456
Gilbert noted. “People feel worse when something bad might occur than when something bad will occur.”Read more at location 2561
“Survival requires urgent attention to possible bad outcomes,” the review noted, “but it is less urgent with regard to good ones.” People whose brains gave priority to bad news were much less likely to be eaten by lions or die some other unpleasant and untimely death than those whose brains did not, and so “negativity bias” became a universal human trait.37Read more at location 2571
The experts who dominate the media won’t be the most accurate. In fact, they will be the least accurate. And that is precisely what Philip Tetlock discovered. Using Google hits as a simple way to measure the fame of each of his 284 experts, Tetlock found that the more famous the expert, the worse he did.Read more at location 2721
In much the same way, a strong, enthusiastic, confident speaking style has a power that transcends mere rationalityRead more at location 2791
researchers concluded that “persuasion is a function not of intelligence, prediscussion conviction, position with respect to the issue, manifest ability, or volubility, but of the expression of confidence during the discussion itself.” Very simply: confidence convinces.Read more at location 2808
Robertson doesn’t deny that his story is very simplistic, or that there’s far more to his thinking. But he doesn’t go further because this story is what people want. Anything more is needless complication. “You don’t have to sit there and bring in all these charts and stuff,” he says. “If you don’t trust me, it won’t make a difference.”Read more at location 2925
For experts who want the public’s attention, Paul Ehrlich is the gold standard. Be articulate, enthusiastic, and authoritative. Be likeable. See things through a single analytical lens and craft an explanatory story that is simple, clear, conclusive, and compelling. Do not doubt yourself. Do not acknowledge mistakes. And never, ever say “I don’t know.”Read more at location 3014
It’s especially true among those who put together business forecasts; managers and executives know that someone who wishes to keep her job will not announce to a roomful of superiors that the future is complex, unpredictable, and out of her control – no matter how true that may be. But more than all the rest, the news media know the lesson of Paul Ehrlich.Read more at location 3040
Be simple, clear, and confident. Be extreme. Be a good storyteller. Think and talk like a hedgehog.Read more at location 3129
the different emphasis we put on predictions that hit and those that miss. We ignore misses, even when they lie scattered by the dozen at our feet; we celebrate hits, even when we have to hunt for them and pretend there was more to them than luck. This discrepancy is so extreme and pervasive it even has a name. It’s the “Jeane Dixon Effect,”Read more at location 3238
They may be wrong far more often than they are right. They may do worse than flipped coins and stopped clocks. But they never fail to deliver the certainty that we crave. And we never fail to ask for more.Read more at location 3476
Memory is an organic process, not a recording. While memories can remain sharp and fixed for decades, they can also evolve, sometimes subtly, sometimes dramatically. These changes aren’t random. Memories serve the present: We misremember in ways that suit the needs of the moment.Read more at location 3778
Knowing the world is fundamentally uncertain and unpredictable, and knowing that the brains we use to understand this uncertain and unpredictable world contain psychological biases and other tripwires that skew our judgement, a little humility is in order. The future is dark, and much as we might like to see in the dark, we cannot. Imagining otherwise is dangerous. Stride confidently forward in the dark and you’re likely to feel quite pleased with yourself right up until the moment you walk into a wall.Read more at location 4434
While our decisions have to be made on the basis of what we think is going to happen, we must always consider how our decisions will fare if the future turns out to be very different. A good decision is one that delivers positive results in a wide range of futures.Read more at location 4475
Recall that people whose thinking style marks them as “foxes,” in Philip Tetlock’s terms, are modest about their ability to forecast the future, comfortable with complexity and uncertainty, and very self-critical – they are always questioning whether what they believe to be true really is. Foxes also reject intellectual templates, preferring to gather ideas and information from as many sources as they can get their hands on.Read more at location 4591
By grabbing on to whatever information is available, from whatever source, foxes aggregate. They may not do it as well as a prediction market, but the fundamental process is the same, and it helps make their judgement superior to that of hedgehogs who know One Big Thing and aren’t interested in finding out more.Read more at location 4608
The second element at work is what psychologists call metacognition. This is simply thinking about thinking. Alan Barnes constantly pushes his analysts to reflect on their conclusions, to question them, to ask themselves where they came from and whether they really make sense or not.Read more at location 4616
A basic method for overcoming confirmation bias, for example, is to draft a list of reasons why your belief may be wrong, but the analysts “are reluctant to use even that extremely simple tool,”Read more at location 4629
The last of the three key elements at work is humility. “I think when you’re dealing with future events, pretending that you have absolute certainty is doing the reader a great disservice,” Barnes says.Read more at location 4633
The billionaire financier George Soros is a classic fox.Read more at location 4648
Anyone who reads history with sufficient imagination to overcome hindsight bias knows this. What appears most likely, or even certain, does not happen, while what happens is something quite unexpected. It was true for my grandfather’s generation. It was true for my mother’s. It is true for mine. And it will be true for my children’s, which is one of the few grand-scale predictions I am comfortable making. As journalist James Fallows observed, “What looks like tomorrow’s problem is rarely the real problem when tomorrow rolls around.”Read more at location 4764