Paradox Series IX: The Taleb Surgeon Paradox

The “Taleb Surgeon Paradox”. I’ve been thinking about this one for several months now, as in many ways, I relate my own life and sense of purpose to it. Getting to the point of the scalpel as it were, here is the “If you’re faced with a choice between two equally qualified surgeons, go with the one who doesn’t appear to be the part. They had to overcome more obstacles to reach their current level of success.”

Do you see Taleb’s point and the incredible contradiction it brings to the surface?

Nassim Nicholas Taleb, the author of The Black Swan and Skin in the Game, asserts that the going solely off of the book cover, the quick read, the easy hire, the lazy research or “the looks” can be a big mistake, especially when one’s decision is about something important.

Further, Taleb asserts that “playing a doctor on TV” is not the same as being an actual doctor. In fact, “looking the part” is not always a reliable sign of competence. For those who don’t “look the part,” they may be at their best because getting to the place they are now in their career has been more challenging and more difficult. He suggests that “If forced to choose, choose the one that doesn’t look the part.”

Note, this is not a view that is seeking to diminish the PGA Professional in a management position who intentionally “looks the part” for their role, for their customers/members and is appropriately presenting themselves in the right manner. The assertion again with the “Surgeon Paradox” is “Appearances can be deceiving.” Here are some correlations that could be made for the golf industry:

• “Experience is not always the same” | In my 12+ years of career, business, interview and resume coaching with PGA and CMAA professionals, and in working with employers, I’ve found the following:
  • Working at the “perfect club” or facility, doesn’t necessarily mean the experience will translate for that professional at the next facility – so we shouldn’t assume it will. Certainly, this kind of experience indicates they know what it should be like or could be like and they can have that vision for whatever “that is.” However, since it’s been “so good,” it’s possible this person may not have the toughness, grit and resourcefulness needed to patiently guide those who haven’t experienced the best to that goal or vision.
  • Conversely, working at the “less than perfect” club (e.g. poorly resourced, understaffed, etc.) might indicate this person has learned to be resilient, resourceful, adaptable and they have learned what having grit truly is.
  • Digital author Roche Mamabolo, in their writing about this paradox, inferred that “Polished Perfection” may not be superior to the “Gritty Grind” as the “Gritty Grinder” may have “developed resilience, resourcefulness, and a deeper understanding of their craft.” (I agree.)
• “Focus on developing your skills and your character, not only your image.”
  • “In my life as a counselor, chaplain and pastor, I believe the greatest amount of stress people have is most often the delta, or the gap between who they truly are and who they are presenting themselves to be (in their image to others).” – Ron Hunt
  • Some of the most beautiful items in the world have rarely been described as perfect or similar, instead they’re more often said to have “beautiful character” or even patina. People aren’t so different in this analogy, as the one who is “too perfect” (in terms of image), makes others uncomfortable or seem unapproachable. Conversely, an approachable character is welcoming, likable and probably easier to trust.
  • Don’t shy away from the opportunity to gain character, or even get some wrinkles, scars, scratches and/or blisters as you grow yourself in your career…it just may be these “patina proofs” that may make a difference in getting the job, gaining the trust you’re seeking and similar.
  • Ron Hunt’s quote also reminds me of something one of his college buddies taught me. I’ve shared it before, but it applies yet again: “You are now who you have been becoming.” – Earl Koch
• “Employers should look for skills, not image.” | Based on the understanding in the previous bullet, I believe employers should shy away from the dreaded “Halo Effect” when comparing resumes between multiple candidates. Just because one candidate has “the hallmarks” of great experience at the right facility under the right leader, there are no guarantees. Do they have the character, the strength and resilience to take what they learned from the great place to the new place (that probably isn’t perfect and needs a lot of help?)
  • Roche Mamabolo wrote: “Seek out the hustlers, the problem solvers, and those with a deep understanding of their market.”
  • How many NBA talent scouts wish they’d drafted Steph Curry, the basketball player who turned out to be the one who literally changed the way the game is played. Yes, the one, who was told hundreds of times that he wasn’t big enough or strong enough (supposedly) to play at an elite level. At least Curry was a first-round draft pick, while Tom Brady wasn’t picked until the sixth round. The image he presented at the NFL Combine seemed to match up to where he was drafted when he too was described as “undersized, arm not strong enough, not mobile enough” and so on. There are so many of these examples that we could list, and not unironically, there is an even longer list of athletes who had elite level size, strength and talent, yet they’re not even in “the league” let alone becoming game-changing, culture building hall-of-famers. Surely, Curry and Brady have the talent, but they have equal amounts of grit, resilience and character. These attributes often show up in the heart, the mind and are expressed in thoughts and actions every day. They can’t be measured in a combine or pro-day, they’re measured in the work ethic when no one else is looking, keeping score or frankly paying attention.
• “Like Your Golf Swing, Balance is the Key”
  • Roche Mamabolo wrote: “Balance is key: While the paradox emphasizes the underdog, a completely unpolished entrepreneur might not inspire confidence either…There’s a need for a balance between hustle and professionalism…Look for indicators of hustle: Can the entrepreneur showcase their resourcefulness? Do they have a track record of overcoming challenges? How passionate and committed are they to their vision?”
  • Clearly, I’m not saying don’t care about your level of presentation and professionalism. Far from it. I agree with Mamabolo and would suggest that a great presentation, being well prepared and equipped might actually be the simplest way to gain trust and an open path to the job or the platform you’re seeking. Brady and Curry didn’t stay “undersized” and “under-talented” for their respective leagues, they outworked, out-studied and out-prepared their competitors, while presenting themselves as model teammates and examples of how to be a true pro to everyone in their organizations. They also paid attention to Ron Hunt’s concept of working on who they really are, even when no one is looking, so that who they are is relatively close to the person they want us all to think they are.

What can you learn and apply from the “Taleb Surgeon Paradox” in your work and personal life in the next 10 days to two months? How can you get a better read on the “cover” when evaluating candidates for a job you’re hiring for? How can you present the best of yourself, while at the same time showing your “character, grit and unique patina” for the role – the who you’ve wound up becoming based on all of the good and not-so-good experiences in your career to that employer/search committee? How can you find the balance of being real, but also be prepared, ready and able to get the job done or take on that project that needs to be executed?

One other writer who appreciated Taleb’s work (someone at BrandGenetics.com) wrote about their appreciation for Taleb’s ability to call it like he sees it. They wrote, “…he can’t abide those who don’t have accountability for their own actions…As a self-styled bulls— buster, Taleb loves a good rant – and he certainly gave one.   Cue a string of Taleb targets.  Former US treasury secretary, Robert Rubin – because he worked for Goldman Sachs and the government, “both the things I hate most”.  All CEO’s – because “they’re all actors, who look the same”.  Economic forecasters and policy makers – because anything reviewed by peers or experts “rots”; reviews should be done by those with skin in the game…We also agree with Taleb about the power of start-ups and entrepreneurship, with not just skin but also “soul” in the game.  He argues compellingly that commitment is king, and people should practice deeds not words.  Also, that you should never look at what people say, but at what they do.” (I like a lot of that, but especially the last part as it once again uncovers the meaning of the Taleb Surgeon Paradox.)

I hope you got some valuable insights from this paradox and will look forward to the next installment of this series, Paradox Series X as we look into what author Frank Faranda calls The Fear Paradox. As we approach an election, and many other changes in the world and locally at our facilities, I’m already thinking about what will come out of this one. Thanks for taking the time to read this article. If you have a story to share, an issue you’re facing professionally or similar, please reach out to me when you can. If you are seeking any help with your career or similar, please click on the “Book an Appointment on Monte’s Calendar” link below.