Yesterday, we touched on the correlation between high performance and cognitive flexibility.
Cognitive flexibility provides a person with the ability to see that what they’re doing is not leading to success and to make the appropriate changes to achieve it.
Some people remain rigid and stick to the original plan, but more flexible people adapt to the unexpected event and problem-solve to find a solution.
How do you assess if a recruiting prospect has a high level of cognitive flexibility?
Focus a few of your interview questions on this topic:
Are you the type of person who sticks to a plan or adjusts along the way?
Tell me about a time when you got stuck trying to complete a project and how you resolved the situation.
When working with a difficult person, can you tell me about a time where you had to switch strategies to maintain the relationship and make progress?
If you want to grow in your own cognitive flexibility, here’s some good news:
It’s a skill, and it’s something that can be learned.
Start by reading the second half of the reference article and visiting some of the linked resources.
Great leaders think on their feet and solve problems in many different ways.
Seeing you exercise this skill will inspire your agents to do the same with their clients.
