Talent: How to Identify Energizers, Creatives, and Winners Around the World

“looking for the cross-sectional variation.” If you don’t understand when and where a particular claim is wrong, you probably don’t understand the claim in the first place,

Can this person get you where you need to be way faster than any reasonable person could?

Here are some questions that not only will elicit stories but also might yield relatively interesting answers: “How did you spend your morning today?” “What’s the farthest you’ve ever been from another human?” “What’s something weird or unusual you did early on in life?” “What’s a story one of your references might tell me when I call them?” “If I

The bureaucratic approach, as we define it, seeks to minimize error and loss, and it prizes consensus above all else.

“What is it you do to practice that is analogous to how a pianist practices scales?”

Get Candidates Telling Stories About Themselves Rather than Reciting Facts or Canned Answers

“I want to see you leave this institution for a better offer than that—and you will!” is sometimes the message you need to send them. That too is an instance of raising their aspirations. Don’t assume that your best and most productive workers actually know what they are capable of, because very often they do not and need nudging in the right direc

But there is yet another use of personality psychology: namely, as a way of developing a common language so that you and your team can discuss and evaluate claims about personality. We suggest using Five Factor theory in this manner.

In essence, skinless scouting games boost variety at the expense of precision. You can engage a broader set of actors working on other things to send you their deal flow in exchange for value. This is a good idea if your filtering costs are low. Conversely, if deal costs are high, you might want to consider some element of risk. Either financial ri