Interesting personality test experiment started at work

Our company started a new initiative where we were asked to take personality test in hope to discover ways for us to work better as the company grows.

Which is very interesting, I always thought it would be useful information to determine how to best leverage ability of every team member.

However, I hope this experiment relies more on the intuition than a standard scientific formula.

From what I’ve been seeing with analytics in hockey, science makes everything hard. Because science always have to evolve to include new discoveries. It’s like the Rubrics cube, if you only piece together one side first, it makes it much much harder to solve the entire puzzle. And that’s knowing what the end result looks like.

For now I hope we still rely on our intuition and be flexible with this experiment. I see a lot of values in it, and I see how getting too scientific with it could defeat its purpose.

I still believe ancient Chinese wisdom touched on ways to get people working together, in much simpler terms, without having to know each individual and this was when war involved using flags as the major way of communication.

So these scientific data about our personality will help, but to actually make sense of them still require a lot of experimentation

Pretending to be a drinker

Stumbled upon a trick at the Christmas Party at the company last night.

Since I came early, I got to experiment with different mixes 🙂

Bartender refused to mix coca cola into my drink to ruin the flavor 🙂 the most they would do was Soda.

But it worked wonders!! Nobody could tell it was 80% soda 😀

So here are the steps

1) Go to the party early
2) Identify a clear drink
3) Ask bartenders to mix it with Soda

So later on, if anyone challenges you to drink, just go to the bartenders that know the trick and ask them to prepare a special treat 😀

What we can learn from Mike Babcock

What we can learn from Mike Babcock

Just read an article on Mike Babcock, head coach for the Detroit Red Wings, the point is, it doesn’t matter what he does as living. The point is about the way he approaches his job, he treats his position as an executive, he takes pride in developing his people.

So from the article, I see three things that are important with him, and in extension, important to excel at any position

1) Confidence: He’s not afraid to develop his assistants, he develops them knowing that they can take over his job, in fact, that is what his goal is. He is confident enough about his ability, he knows it does not matter if he loses his job to one of his subordinates, the important thing is: He is better when his subordinates get better, and when that happens, there is no need to worry about his job because he is always getting better at it.

2) Preparation: As Babcock challenges his assistants to bring new ideas every day, he challenges them to be fully prepared about their solution. Unlike what we see in most corporate jobs, he doesn’t just dismiss an idea, he expects his assistants to debate with him, challenge him and bring him new perspective.

“One of the things that I discovered is that it’s almost like being a lawyer,” McLellan said. “Create a case and show him why something different might work. As soon as you gain his trust he’s very open to ideas and thoughts. He wants to be debated with.”

That is how anyone should approach their job, be prepared to defend your reasoning. You can’t just say something sucks without a thorough analysis, it only makes the intended audience mad, but if you have reasoning and thorough analysis, you have their respect.

3) Hire people who you trust, and trust them

Babcock goes through the background of every candidate he is interested in, and only hires them when he knows absolutely certain they can be great NHL coaches

“I’m not looking for the best interview,” Babcock said. “I’m looking for the best coach.”

Whereas in corporates, we see a lot of emphasis on acing the interview, and when hired, learning how not to work too hard such that management always hold you on one position.

Let them grow, and make allies with them when they leave. The analogy would be how secretive a corporation is and how afraid they are about developing their employees because they don’t want the employees to compete with them after they leave. I strongly suggest looking at Mike Babcock: They flourish together even when they work for different teams.

Anyone can learn a lot from this guy.