The reasons for poor performance or results are often complex and varied. Many factors contribute to the roadblocks that prevent superior outcomes. Macro issues like the marketplace, the economy, the competition, and the supply chain can have a profound effect on what can be accomplished. More micro issues like resources, monies for incentives, policies, and directives are often beyond the control of a leader or team. All can circumvent top performance.
When I'm hiring someone - this is one of the areas (internal vs. external locus of control) I check through interviews and conversations. Most experienced people know what they are supposed to say, so sometimes it takes a little bit of patience and detective work to parse out.
It’s hard to predict future performance, but the best predictor of future behavior past behavior. When hiring, think about the job first - what things do people need to do, what kind of data will they work with, and what kind of interactions will they have with people. Most candidates will be either Things or People focused and either tend to prefer following rules or generating ideas. These two frameworks can help hiring managers identify candidates who have both the interest and capability to perform the work.
When I'm hiring someone - this is one of the areas (internal vs. external locus of control) I check through interviews and conversations. Most experienced people know what they are supposed to say, so sometimes it takes a little bit of patience and detective work to parse out.
Are you on the hiring end of HR, David?
Outcomes informing process would be a never ending experimental obsession if I was there.
My brain just lights up on the data informed practical nature of certain aspects of jobs.
It’s hard to predict future performance, but the best predictor of future behavior past behavior. When hiring, think about the job first - what things do people need to do, what kind of data will they work with, and what kind of interactions will they have with people. Most candidates will be either Things or People focused and either tend to prefer following rules or generating ideas. These two frameworks can help hiring managers identify candidates who have both the interest and capability to perform the work.