From the Ask Tom Mailbag:

Question:
In yesterday’s post on hiring, you said, “Candidates, when they come to work for you, are most likely to repeat their behaviors from the past. Even when, in the past, those behaviors were not successful.” If some behavior (technique, approach) was not successful, wouldn’t the person learn and NOT repeat the behavior? Especially in a new role?

Response:
Alas. We are slow learners. That’s why, in an interview, I listen carefully for textbook answers and watch out for hypothetical explanations. They are useless. I am ONLY interested in actual past behavior.

We can understand and even agree with stuff beyond our capability. Just because we understand it and agree with it, does not mean we can actually do it. For example, I can clearly explain how a piston engine works, including the role of fuel, oxygen and combustion. I can explain why rings and bearings wear out. But the last thing you want me to do, is tear down and rebuild your engine. I have never actually done that.

In managerial tasks, I may understand and agree with a coaching process, a delegation process, a planning process. I may even be able to explain those things (according to the textbook), but until I have integrated those processes into my habits and practiced them day after day, I am just a candidate who tells a good story.
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We are closing registrations (last day – Friday, June 3) for our next online program, Hiring Talent. You can find out more information about the program, here. It starts next Monday, June 6, 2011.