Two Kinds of Judgement: Teams vs. Individuals

We are constantly being judged, both formally and informally. This article explores two distinct types of judgement: those aimed at accurately assessing an individual and those that are merely a means to an end, like selecting players for a team.

• Formal Judgements: These include court cases, grades, and competitions where the goal is to judge correctly. Such judgements often have appeals processes.
• Informal Judgements: These include college admissions, hiring decisions, and even dating where the ultimate goal is not to accurately assess the individual but rather to achieve a desired outcome, like selecting the best team members.

The author argues that we often mistakenly view all judgements as formal, leading to unnecessary hurt and self-doubt.

The Case of the Teams

Imagine you're selecting players for a national team. You have to choose the best 20 players from a pool of potential candidates. While there are clear stars and obvious outliers, your judgement really only matters when considering borderline cases.

• If you mistakenly underestimate the 20th best player, and he doesn't make the team, you've still picked a good team. The 21st best player will only be slightly worse than the 20th.
• It's not about providing an accurate assessment of every player's ability, but about selecting a winning team.

Judgement as a Means to an End

In these informal judgement scenarios, the goal isn't to produce a perfect assessment of an individual. It's about achieving a desired outcome, like assembling a strong team, hiring the most qualified candidate, or finding the best match.

• Therefore, it's unfair to perceive such judgements as personal attacks or misjudgments.
• The author likens this to a customer choosing a book: They're not obligated to judge the book fairly, they simply select what they find most appealing.

Beyond Self-Centeredness

We often fall into the trap of believing that every judgement is about us. However, realizing that most judgements are simply tools to achieve a larger goal can help us to become more confident.

• We need to shift our perspective from being judged to being a part of a selection process, a team. This change in perspective can lead to less self-centeredness and greater resilience.
• The author emphasizes that understanding the process of team selection can help individuals cope better with rejection and empower them to be more proactive in presenting themselves.

College Admissions: An Example

College applications provide a clear example of how this principle of judgement can be applied. High school students often assume admissions committees are all-seeing and intensely focused on their individual applications. This leads to passivity and hurt upon rejection.

• By understanding that admissions processes are often quick and impersonal, students can become more proactive in presenting their strengths.
• Instead of viewing rejection as a personal failure, they can recognize it as part of a larger selection process, where they can learn and improve their application strategy.

Understanding the Distribution

The author emphasizes the importance of the distribution of ability within applicant pools. In most cases, there is a normal distribution of skills and talents. This means that the differences between individuals close to the selection threshold are often minimal, sometimes even within the margin of error.

• This implies that judgements made within the borderline area may be highly influenced by random factors and not necessarily reflect a true difference in ability.
• Therefore, individuals shouldn't take rejection too personally. Instead, they should focus on improving their skills and making a stronger case for their candidacy.

The Power of Proactiveness

Understanding the two kinds of judgements can empower individuals to be more proactive in influencing the outcome of the selection process.

• By recognizing that most judgements are not about them, individuals can actively work to present themselves effectively.
• This proactive approach can improve their chances of being selected and help them navigate the process of rejection more effectively.

Key Takeaways

This article highlights the difference between judgements aimed at accurately assessing an individual and those made as part of a selection process for a team, a company, or a college. Understanding these differences can help us to navigate the world of judgement with more confidence and less self-centeredness. It reminds us that we are not always the primary focus of the judgement, and that sometimes, we are simply part of a larger selection process.

• Most judgements are not about you personally, they are about achieving a desired outcome.
• Rejection is often a result of a selection process, not a personal attack.
• Proactive efforts can significantly influence the outcome of judgements.