Do you hate meetings as much as I do?
They're the worst. But I have one weekly meeting that's always uplifting and productive.
I'm talking about my weekly meeting with John Pattison, COO of Objective Management Group (OMG). He happened to mention a report released by the Centers for Disease Control (CDC) pointing to the correlation between people who recently dined at a restaurant and later tested positive for Covid-19. Of course the media was doing its best to spread misinformation as the article titles below suggest:
The report actually included facts they didn't share in their titles, like:
- It was not known whether they dined inside or outside
- It did not say that they contracted Covid-19 at the restaurant or because they ate at a restaurant
John pointed out that this is a clear case of correlation, but not causation. In other words, there is no proof that eating at restaurants caused anyone to contract the virus. He said there could be many reasons why people eating at restaurants also have higher rates of infection. For example, people who don’t like to wear masks might be more likely to eat at restaurants. Assuming that is true, the cause is more likely to be a lack of mask wearing, not eating in the restaurant.
But does it really matter whether this is causation? Is there that big of a difference? Is correlation enough? It depends on what you are trying to show. Let's take sales assessments for example.
All assessments produce a number of findings and scores, most in the context of personality or behavioral styles. When used to assess salespeople, they can make a case that there is a correlation between a finding like drive, and sales success. Correlation, not causation. Why? because drive does not cause sales success. There are lots of people with drive who were epic failures at selling!
Personality and behavioral styles assessments are not sales specific, even when their publishers refer to them as sales assessments. They were not built to measure sales competencies, but instead attempt to correlate personality and behavioral findings to sales. None of the assessments in this category are sales specific, they don't measure actual sales competencies, and there is no causation. The information they provide is simply nice to know, but unfortunately, not predictive of sales success.
OMG's sales assessment was built for sales, is used only for sales, measures all 21 Sales Core Competencies, has 280 sales-specific findings and is extremely predictive of sales success. For an assessment to have predictive validity though, its findings must correlate to on the job performance. There's that correlation word again. Since there only needs to be correlation, does that mean that causation isn't important? Causation is not required, but it is vitally important.
For example, one of the differences between sales producers and sales imposters is the difference between whether they can sell versus whether they will sell. Can vs. Will. Who needs another salesperson whose best sales call is the one where they convince you to hire them? You want salespeople who will find and close new business. There is causation between Will to Sell and sales success.
Of course there are other examples. A candidate who scores high in OMG's Consultative Seller competency and Value Seller competency will perform successfully in a complex sales environment. There is causation.
A candidate who scores high in the Hunter competency will succeed in a cold-calling sales environment. Causation.
Here's another way of looking at correlation and causation. Someone who scores well in a personality assessment will generally do quite well at developing, building and maintaining relationships. It's a one-way correlation. Why? Because someone who is good at developing, building and maintaining relationships is not necessarily a good salesperson. There is no causation.
Back to my meeting with John. While we were meeting, Guy Kawasaki's twitter post appeared.
The OMG Sales Candidate Assessment is a really great cake but John and I agreed that despite a visual dashboard that tells the story of the candidate and effectively illustrates the scores for all 21 Sales Core Competencies, it has dog poop for frosting compared to the look we believe we can create. We agreed to reimagine the dashboard and how we visually show each of the 21 Sales Core Competencies throughout the report so that we have the sweetest, most beautiful looking frosting ever spread on an assessment. Stay tuned for an all-new look to the OMG Sales Candidate Assessment coming in early 2021. In the meantime, it would be malpractice to hire salespeople without taking advantage of the most accurate and predictive sales candidate assessment on the planet.