In this last stretch of my Masters program, the cheesy marketing lines I first heard a little over two years ago are actually holding true to their word– I’m learning about one thing in the classroom and immediately applying it in the workplace the next. (Well, not exactly applying it because I’m about to talk about hiring practices and I just finished a big round of hiring, but you get my point.) In some ways, this is good– I’m getting my money’s worth, I’m learning and all that rot– and in some ways, it makes me want to bang my head on my desk– you start seeing even more all the broken things around you. If you’re in a position to fix it, that’s empowering; if you’re not, well… let’s not even get into that right now. In any case, I thought I’d share some of these pearls of wisdom as I countdown the days until graduation.
This one does not make me want to bang my head on my desk until something comes out because I’m actually really happy with my latest round of hiring– it’s from an article on The Most Common Hiring Mistakes and How to Prevent Them. Mistake #2 is on using successful people as a model– basically, using top performing people as a model for success is not as simple as just looking at them and copying their traits or characteristics. When trying to figure out what makes high performers high performers, you have to determine what differentiates them from everyone else. As the article says (paraphrasing here):
A major study showed that good salesmen were well-groomed and wore conservative, black shoes. But so did bad salesmen.