Rating each other
Some notes that I have from managing a team from the last couple years:
- Systematic error in rating the performance of others. Asking multiple color blind people to rate the redness of a rose does not get you more accurate as you average their scores. It’s more inaccurate.
- doctors ask how you feel from 1-10 because that is the only way to know how that person actually feels. They don’t question the score.
- If taken too far out of your comfort zone (through critical feedback or others), then you impair learning of an individual. This goes against the Silicon Valley nonsense “be harsh and transparent.”
- Focusing on strengths scientifically allows individuals to learn more about themselves and the subject matter. It focuses them and builds on their capabilities
- Excellence is unique and can’t be mass produced. It’s inextricably and wonderfully intertwined with whoever demonstrates it.
- Excellence is not the opposite of failure – studying failure helps you learn about failure but nothing about getting to excellence.