Nine Lies About Work · the starter pack
Run Nine Lies About Work with measurement — in order.
Nine Lies is a measurement book, so its starter pack is a measurement program. Start with the rater problem (if your ratings are noise, nothing downstream is safe), then measure where work actually happens, grade leaders and feedback by effect, and replace 'potential' and 'well-rounded' with momentum and fit.
- 1
Lie 6 — People can reliably rate other people
Start at the foundation: estimate how much of your ratings is the rater, not the person. If they're noisy, fix that before trusting anything built on them.
DiagnosticInterrater reliability (κ / α / G-theory) — the reliability program. [pilot]
- 2
Lie 1 — People care which company they work for
Measure where work is actually experienced — the team — not the company average.
DiagnosticTeam-level engagement + segmentation (team as the unit).
- 3
Lie 9 — Leadership is a thing
Grade leaders and managers against reality (outcomes), not a competency survey.
DiagnosticLeadership-quality battery.
- 4
Lie 5 — People need feedback
Check whether your feedback helps or backfires — measure its effect, not its volume.
DiagnosticFeedback / recognition-effect analysis.
- 5
Lie 7 — People have potential
Replace static 'potential' labels with measured momentum (trajectory).
DiagnosticPerformance-trajectory / distribution analysis.
- 6
Lie 4 — The best people are well-rounded
Assess for role-fit (the spike), not a generic well-rounded wheel.
DiagnosticKSA/competency + role-fit profiling.
Run the six in order and you've executed the heart of Nine Lies About Work with measurement behind every move — not a reading, a program.