Mark Hammer

Not to pee on everyone’s lawn here, but as great as all of this sounds (and it DOES), how on earth would one assess for it in a reliable and valid manner when selecting who gets to BE a manager?

That’s been an eternal challenge: figuring out how to measure the things we value in people in certain roles, such that we can identify those with “more” of it when selecting, and identify when it’s starting to lag in those already within those roles.