The Misplaced Obsession with Academic Scores: A Missed Opportunity for Progress

Two Monks on a Motorcycle: Corporate Zen Stories

Day 25

Few Years ago, I found myself at the intersection of opportunity and introspection. I was being interviewed by one of India's top conglomerates, a company that was keen to bring me on board due to my experience working with a leading competitor. With over two decades of professional experience, spanning multiple countries and industries, I had successfully handled significant assignments for renowned organizations, positioning myself as a leader in my field. Yet, despite all this, the conversation took an unexpected turn.

As the interview progressed, the focus shifted from my career accomplishments and leadership experience to an entirely different arena: my academic scores. Specifically, they were interested in how well I had performed in school—a question I had not anticipated, especially given the level of the role I was interviewing for. While I had done reasonably well academically, securing 70% in my 12th grade, it became clear that this score, achieved decades ago, was a sticking point for them. They expressed a strong preference for candidates who had consistently scored above 90%, all throughout their academic journey. It didn’t matter to them that I had performed well with advanced degrees in Business and a PhD ??

This obsession with a specific percentage seemed absurd to me, particularly in light of my extensive career. I had not only built a solid professional foundation, but I had also developed a well-rounded personality through my involvement in a variety of extracurricular activities—Debating, Essay Writing, Sports, the National Cadet Corps (NCC), and Performing Arts. These experiences, far from being distractions, had shaped my leadership style, enhanced my critical thinking, and honed my ability to collaborate effectively with teams across geographies.

Yet, none of this seemed to matter. The fact that I had been on a continuous journey of learning and growing, that I had tackled complex projects and challenges in diverse environments, seemed irrelevant to them in the face of a numerical score from my teenage years.

Looking back, I’m glad they passed on me. It was a red flag, a glaring signal that the company’s ethos was rooted in outdated and regressive practices. In a world where creativity, problem-solving, emotional intelligence, and adaptability are critical for success, their fixation on academic percentages indicated a misalignment with modern workplace dynamics.

This experience led me to question a broader issue that plagues many organizations, particularly in traditional industries: the obsession with academic scores as the ultimate marker of talent. While academic performance can certainly demonstrate discipline and knowledge, it should never be the sole criterion for judging an individual's potential. Life and business are far more nuanced than the results of a board exam.

Unfortunately, many companies still cling to these antiquated metrics. They overlook candidates with diverse experiences, undervaluing those who may not have scored top marks but have honed critical skills through practical, real-world challenges. In doing so, they limit their own growth and innovation, missing out on talented professionals who bring much more to the table than a high GPA.

This experience also reinforced my belief in the importance of holistic development. In today’s fast-changing world, the ability to think creatively, collaborate across functions, and adapt to new challenges is far more valuable than rote memorization or test-taking prowess. The most successful companies are those that understand this—those that hire individuals for their potential, not just for their past academic achievements.

I am grateful that my path did not lead me to that organization. Their obsession with numbers kept them from seeing the value of experience, perspective, and character. Today, I continue to work on exciting and challenging projects with organizations that recognize the importance of diverse talents, and I couldn’t be more satisfied with the direction my career has taken.

For companies to thrive in the future, they need to move beyond outdated practices. Talent is multidimensional, and organizations should embrace this reality if they want to foster innovation and excellence. After all, the world’s most successful people are not always those with the highest academic scores—they are those with the vision, perseverance, and creativity to turn ideas into reality.

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