Life Lessons
What Are Your Weaknesses?
Why knowing them could be your big advantage
I recently had a light bulb moment. I had been reading about self awareness and how LeBron James continues to get better even at age 35. And then I asked someone in an interview — “ What are your weaknesses ?”. As I evaluated the candidate and his answer, all these thoughts connected and I had this wonderful insight ( at least it was for me). Then I spoke to lots of people about it ( I have never got so many long responses to an Instagram story. It’s a great way to get feedback). This post is based on that insight and all the subsequent conversations.
“What are your strengths and weaknesses ?”.
This is probably the most asked question in interviews. And it’s not surprising that most candidates are prepared for it. A lot of people tell me that there is no point asking this question because candidates know the “right” answer. So you can’t infer much from it.
What’s the “right” answer ?
It’s one in which you camouflage a strength as a weakness. This is standard advice during placement interviews. Acknowledging a “real” weakness is considered a suicidal move. It exposes a chink in your armour which will be ruthlessly exploited in the corporate world. So you get replies like — “ I work too hard”. Or, “ I am too passionate”.
The candidate safely negotiates the question without giving anything away. No damage done. I have done this myself by the way. Obviously, the interviewer doesn’t learn anything.
Clearly, there seems to be no point asking about weaknesses.
I used to think so and then I got struck by lightning. This question and its answer can still tell us a lot about the candidate. You have to just change focus — stop looking for the weakness. Look for all the other stuff you can learn about the candidate from the answers.
There’s an insight for the candidate also. But the interviewer first.
Think about this question again. There are three possible ways of answering this question.
1) You know your weaknesses and you answer truthfully.
2) You know your weakness but you give the “ I work too hard “ answer.
3) You don’t know your weakness and give a vague answer.
2 is the preferred answer today. You could still get away with 3. 1 is suicide.
I asked people which candidate they would select. Most wanted to select no 1, in spite of the weakness. They thought it showed honesty.
But they also said that they were afraid of going with 1 when they were being interviewed. Some had tried 1 and been rejected as well. Most had been advised by seniors and counselors to go with 2.
Almost no one thought of 3 . But on further probing, quite a few acknowledged that they were likely to be 3.
Now replace weakness with self awareness and evaluate the candidates and answers again.
As an interviewer, who would you really hire?
Both 2 and 3 are low on self awareness. Do you want a person like that in your team or company? A person like that will never have the learning and self improvement mindset. They will never accept their mistakes.
With 1, I am getting a person with high self awareness. There is enough research to prove that such people are far more likely to have a growth mindset and work on getting better all the time.
And that’s not even the best part. We know that trust with your bosses and team mates is built on vulnerability and honesty ( Read the Google study on what teams work best and how Navy SEALS build a culture of trust).
Which candidate is more likely to foster trust with their boss and team mates?
You get a person with a growth mindset and a better teammate with 1. What more do you want?
The purpose of this question has completely changed for me now. It’s now a mandatory filter for culture fitment.
There are caveats though. One, you can easily mistake a 3 for a 1. So you need to probe and check thoroughly. Second, the nature of the weakness is also important. If it’s a deep rooted issue or some fundamental ability which cannot be fixed then you have a problem.
Now think of the interviewee and the wonderful opportunity such a question presents.
Forget about 2. If you know yourself really well, then go with 1. If you don’t, then acknowledge it and say you want to work with a manager who can help you find them and also help in addressing them.
Now think of the pitfalls of being truthful again.
You will get rejected. But think of the manager and the organization who rejects you for giving this answer. Do you really want to go work for them ? What will the culture be like? Will you ever have a healthy relationship built on trust? Will they help you get better?
Now think of the upside of this approach. You won’t get rejected always. There are enough great organizations and wonderful managers out there. What happens when you run into one of them? You will actually stand out in the crowd ( which is likely to be filled with 2’s or 3’s with vague answers). You will give yourself a better shot at getting selected by this wonderful organization. And you will have the most amazing time there.
You might have a better chance at avoiding rejections from companies ( which aren’t right for you anyways) with option 2 but 1 gives you the chance to get into a place which is right for you.
You decide what you want .
P.S — This post is dedicated to everyone who responds to my Instagram polls and surveys. Thank you guys
