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The misperception question
The misperception question works because the candidate has to know who they really are and see the gap between that and the picture they project. It is also a good stepping-off point for getting to know someone, and a few minutes into the interview the leading of that person has already begun.
The feedback loop
For a chef who is already known to be a good cook, the question that matters more is what the feedback loop will feel like. When feedback on the cooking arrives, will the chef be defensive or grateful, and will the conversation be thoughtful? The feedback might even be wrong, and the interviewer still wants to learn early what it will be like to lead this person.
Work that stays fun
Business is solving problems all day. Like a sport, it is hard work that leaves you tired and perspiring, and it should still be fun. The test is whether, after a hard day, the interviewer would say there is no team they would rather have done it with.
Why do most people overrate their self-awareness?
Organizational psychologist Tasha Eurich ran a multi-year research program on self-awareness and reported in Harvard Business Review in 2018 that 95 percent of people believe they are self-aware, while only 10 to 15 percent actually fit the criteria in her studies. Her work separates knowing yourself, which she calls internal self-awareness, from knowing how others see you, which she calls external. She found the two largely unrelated.
Why can others see what we can't?
Psychologists Joseph Luft and Harrington Ingham introduced the Johari window in 1955 to describe this. It divides what is known about a person into four panes, depending on whether the person and others know it. One pane, the blind spot, holds traits others see in you that you do not see. The name Johari combines the first names of its two creators.
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