“What’s going on here, with this human?” It is the best framing I have encountered for the act of seeing another person clearly — which is what good hiring, good leading, and good relating all require.
But while the post is framed around hiring practices, it’s really about something deeper: how we see, how we relate, and how we hold responsibility when we’re in positions to make decisions about people.
The piece brings a rare blend of practical insight and developmental thinking to the process. He frames hiring not as a filter for excellence, but as an act of discernment. Not “is this person good enough?” but rather “in what context could this person thrive?” His view is that every person can be an A player in the right environment. That insight alone shifts the role of the hiring manager from gatekeeper to steward.
What I appreciated most was the way he threads self-awareness into the process. Drawing on Bob Kegan’s adult development framework, Duncan argues that seeing others clearly requires first seeing ourselves: our habits, biases, projections, and ways of being in the room. The hiring process, in his framing, is relational and not just evaluative.
This resonates with a broader pattern I’ve been exploring: the movement from I (self-awareness), to We (relational practice), to It (structures, systems, roles). Duncan holds that arc with clarity. While his focus is on hiring, the approach can be applied far more widely. Be it team design, performance conversations, leadership development, coaching, or even strategy.
It’s also why his post connects with the idea I keep returning to: connection, not abstraction. Especially in systems work, in ecosystem leadership, or when operating beyond clear organisational boundaries, the ability to hold multiple perspectives, stay grounded in context, and engage with epistemic humility becomes essential.
Duncan’s piece offers a clear, layered, and unusually honest take on one process that also models a way of thinking that can serve across many.
Highly recommend reading it.
Sue Adams
Originally written for LinkedIn on 7 August 2025. View original →
Gautam John 
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