Bill Schaninger

I mean, I think sometimes we convince people they're in a track and they have to stay there.

And they're not happy about it.

They need to be liberated as well.

It's a great question.

And it's one we spend a ton of time on.

Since I've joined McKinsey and we've been working together, we've seen a absolute sea shift in how we think about assessing human potential and personality and indicates of performance, right?

Now, there are still some basic things, right?

If you can see it and observe it, that's awesome.

So you can start finding combinations of things that you can see directly, like what's your background, what you know, things that are certifiable or skills, like you either are a professional engineer or you're not.

You are a CPA or you're not.

You know how to code in Python to a certain level or you don't.

The attributes one, which is this personality one, that's really interesting.

That's seen a ton of change.

It used to be you'd have to sit down and answer like 400 items, and sometimes you weren't even sure, and through long, laborious validation procedures.

Now we're seeing really cool things like gamification of this.

Oh, it's amazing.

Something as simple as like, I'm going to build an underwater ecosystem.

Okay, first question about games, how do you take the gender out of it?

Don't make it about shooting, blowing things up, or playing sports.

Make it about problem solving, right?