The New book “Thinkingaire” Introduction: Conclusion: Hire digital mindsets, train for skills

Many of us like the mantra: “Hire character, train for skills.” It indicates how important it is to get the “raw talent” or the right attitude. Another way to say it could be “Hire digital mindset, train for knowledge.” Formal education can teach you a certain level of knowledge, but it cannot teach you how to think. Experience can make you fluent in certain linear skills, but without thinking capacity, you can not further sharpen synthesizing or recombinant capabilities to expand your horizons.
Make an objective assessment of your digital mindset maturity: The assessment and management of talent performance are critical to a business’s long-term success because people are always the truly invaluable assets in business. However, traditional performance management approaches focus more on measuring behaviors and quantitative results and pay no attention to qualitative assessments of character, mindsets, potential, multidimensional intelligence, and cultural effects. Such approaches become the very bottleneck to truly understand the authenticity of talent professionals, because often “Who they are,” not depend on what they do, or what they say, but about what they think, and how they think. The breakdown of assessment types includes innate thinking capabilities and styles, cognitive skills and decision-making biases; behavioral styles and patterns; motivational drivers and passions. Taken together and combined, they provide a well-rounded baseline assessment of “character” or more specifically the individual’s mindsets and their various thought processes.   
All power is in the assessor, not in the tests: The assessor is just as important as the testing tool. Any tool, like a hammer, can do harm if used by someone who is incompetent in how to use it well. Such an assessment not only measures thinking but teaches the person how to tap into their most powerful and brilliant modes of thinking anytime, anywhere, under any circumstances. Within every human being, there are core ways of thinking that, when activated, genuinely and authentically unlock their maximum potential to create value in any situation. That’s what the right kind of assessment gets to. It’s not about fixing weaknesses, it’s about strengthening the strength, maximizing good thinking, and eliminating the negative influence of weaknesses and habits so that maximized value in all forms can be created.
Hiring mindset means to discover the particular talent who can “figure it out”: The right mind is the foundation with which to build competitive capabilities and drive the right attitude. So the next effective talent management practices should be more structured and focused on digging deeper into mindset level: You need to evaluate how people think, why they think that way, and how they approach problems and solve them. So you can easily and consistently differentiate future high performers from those with a mediocre mindset in your organization.
Assess your “Thinkingaire” score via following the formula and checklist we provide in the conclusion section. The goal of this book is to guide you thinking broadly, and thinking profoundly, thinking creatively, and thinking critically, to cultivate a healthy thinking habit in order to make sound judgment and effective decisions. Ultimately become a digital “Thinkingaire”!Follow us at: @Pearl_Zhu