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To produce range in our rating tools, we have to create questions that contain extreme wording. A question such as, “I feel that my job fits my abilities,” produces very little range at all—pretty much everyone agrees or strongly agrees. This is why when we sought to measure the issue of strengths-role fit we chose to word the question, “I have the chance to use my strengths every day at work.” The words every day are extreme, and their effect is to push respondents toward either end of the rating scale—to produce range.* Look back to each of the eight team-experience questions we described in chapter 1 and you’ll see that each of them contains an extreme wording. So, for example, the question measuring mission and purpose isn’t, “I believe that my company has a worthy vision,” but is instead, “I am really enthusiastic about the mission of my company.” These may appear to be small differences, but on them rests the tool’s ability to generate data that captures real-world range.
Nine Lies About Work
Marcus Buckingham, Ashley Goodall
You’ve finally gotten the other person to offer some criticism. Once again, you have to manage your response. Whatever you do, don’t start criticizing the criticism. Don’t start telling the other person they weren’t Radically Candid! Instead, try to repeat what the person said to make sure you’ve understood it, rather than defending yourself against the criticism that you’ve just heard. Listen to and clarify the criticism—but don’t debate it.
In a study using college math problems, students who learned in blocks—all examples of a particular type of problem at once—performed a lot worse come test time than students who studied the exact same problems but all mixed up. The blocked-practice students learned procedures for each type of problem through repetition. The mixed-practice students learned how to differentiate types of problems.
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