Twenty years ago, as a management developer, I taught a form of employment interviewing called "behavioral questioning". In this method, the interviewer does not ask, "What would you do under "X" circumstances?", but would say, "Think of an instance in which "X" happened and tell me how you handled it." The theory supporting that technique is simple: the best predictor of future behavior is past behavior.Within this framework, however, often the best candidate will respond by describing a situation that s/he handled badly, then will relate what s/he learned and how s/he would handle it differently or did handle it differently in similar circumstances..
Applied to the 2008 campaign circus, as well as to its aftermath, we might be looking at different scenarios entirely . . . [more]
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