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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
The basic idea is that when people speak with one another, they often end up at a more extreme point in line with their original inclinations. If, for example, most people in a seven-person group tend to think that opening a new office in Paris would be a pretty good idea, the group is likely to conclude, after discussion, that opening that office would be a terrific idea. Internal discussions often create greater confidence, greater unity, and greater extremism, frequently in the form of increased enthusiasm.
Noise
Daniel Kahneman, Olivier Sibony, and Cass R. Sunstein
37. Beautiful Mess Effect:
We tend to view our mistakes & vulnerabilities with shame because we think they make us look unappealing. But research suggests our mistakes & vulnerabilities actually make us more relatable and endearing to other people. So don't be afraid to be human.
Everyone, a New MEGATHRE...
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