Chapter 26 Chapter Twenty-Six Finding the Really Good Talent

As a leader, you must have a group of loyal subordinates, but where do these subordinates come from?In other words, how can you make your subordinates loyal to you?The key point is that leaders must first achieve the word "sincerity", "sincerity leads to spirit".Leaders must have the courage to "accept them, then make them safe", boldly appoint and trust their favorite generals, and should not be suspicious.There is a proverb that goes well: "If you want others to respect yourself, you must first respect others." Leaders want their subordinates to treat themselves loyally, first of all, they should treat others sincerely, and when they respect each other, they will succeed in attracting talents half.

1. A scholar dies for his confidant "A scholar dies for his confidant" is a very old saying.One of the reasons why it has been passed down for thousands of years and is still used by people from time to time is that it contains a deep leadership philosophy, that is, in the process of recruiting talents, leaders should treat people sincerely, break through difficulties, and recruit new talents. Subordinates become friends and treat each other with sincerity.In this way, we can unite as one, share weal and woe, share weal and woe, and form a steel Great Wall of will, which is self-evident to the great help to the success of our career.

The reason why Xiang Yu, the overlord of Chu, was able to "break the boat" and "fight with his back to the water" was that all the men and horses he recruited were friends with him in life and death. "The spirit.It can be seen that any leader should not ignore the relationship between himself and his subordinates when recruiting talents, and try to create a harmonious and friendly working environment.To achieve this, the leader must be approachable and caring for others, especially for the subordinates who have just reported, and they must be more considerate of their difficulties in life and place, and pay more attention to their life and work. Naturally, they will feel grateful I will work harder to repay you in my future work.So far, the strategy of "scholars die for those who know their friends" has basically been realized.Recruiting talents is not only to recruit useful talents, but also to recruit useful "confidant" talents.

2. Touch people with emotion In the process of recruiting talents, many times you may encounter such an embarrassing situation. You have taken a fancy to someone, and this person is also very suitable for the job you arranged, but this person declined you for some reason that is not a reason.At this time, the leader can react in many ways: one is to give up voluntarily;In contrast, the first type of leader lacks self-confidence and is a little arrogant; the second type lacks self-cultivation and does not have the demeanor and courage to achieve great things; only the last type of leader is calm, patient, persistent, and He is thirsty for talents, has a broad mind, and truly has the demeanor of a leader.When recruiting talents, the leader should always warn himself that what he wants to recruit is a capable person, and the ability of the other party even surpasses himself, but he has not met Bole. He has no reason to treat him as a leader, and the other party has rejected him. s right.Once the other party rejects oneself, it is not that hope is completely lost.Many people turn down invitations for no good reason other than a feeling they should.At this time, as long as you talk to them as a friend and move people with affection, you will be able to move them and be willing to join your account.

On December 14, 1959, Premier Zhou Enlai met 11 of the first batch of amnesty personnel in the Xihua Hall of Zhongnanhai. Except for the puppet Emperor Puyi, they were all senior generals of the Kuomintang, and most of them were from the Whampoa Military Academy. graduate.When Zhou Enlai talked with Du Yuming cordially, Du expressed deep guilt for committing crimes against the people.Zhou Enlai went on to say: "You were guilty in the past. If you know it, you are willing to change it! Speaking of it, I also have a certain responsibility. You are a student of Whampoa, and my teacher did not educate you well. Another way." After hearing this, Du Yuming was so moved that he repeatedly stated that he would continue to seriously reform and make meritorious deeds.In this way, Zhou Enlai forgave Du Yuming, and also used the way of blaming himself and touching people with emotion, which achieved a good effect of promoting people's introspection.

Touching people with emotion can often achieve unexpected results. As long as it is released at the right time, even the ice will be melted.Nacai is not recruiting with a cold face, but to move and attract people with their enthusiasm and friendship. "Humans are not plants, how can you be ruthless?" With true love, the world's wizards can also be included in your account. Ruy was a rebel under Napoleon. In March 1815, Napoleon returned to France from the island of Elba in exile and was supported by soldiers and farmers from the old army.After Ruy heard the news, he immediately asked Louis XVIII to fight: "I want to capture Napoleon, put it in a prison car and bring it to your majesty." Louis XVIII approved him and sent him to capture Napoleon, but just now Halfway through, most of his soldiers ran away, and finally he met Napoleon at Ossa Road.Surprisingly, Napoleon not only did not scold him for his betrayal, but when he mentioned it, he interrupted him and said: "I have forgotten what happened at that time. I only know that General Rui is a rare talent. I just remember that he is 'the brave among the brave'..." Rui was a general selected by Napoleon, he thought of Napoleon's favor to him in the past, and seeing that Napoleon did not blame him, he was inexplicably grateful, and fell on his knees at Napoleon's feet.That night, Napoleon summoned Ruy again, expressed to him his desire for a comeback with sincerity and eagerness for talents, and reminisced about the past with him.Rui was moved by Napoleon's sincerity, so he swore to serve Napoleon to the death and became a loyal supporter and follower of Napoleon's "Hundred Days Dynasty".

Emotional people have infinite power. This is a common method used by leaders, and the effect is extraordinary and surprising. The so-called "Peaches and plums don't say anything, and the world will form a path" means that we must work hard to build ourselves, so that our own conditions, environment and image are full of attractive charm.In this way, even if they stand still, people will not be able to resist the temptation and come to visit automatically.When the new leader has this kind of charisma, you can easily handle the recruitment process.At this time, you can even watch from the sidelines, Jiang Taigong is fishing - those who wish to take the bait.But the difficulty is how to do it?

1. Attracted by the charisma of the leader The leader is the head of his own company or department, representing the image of the company or department.When people evaluate a company or department, the first consideration is the charisma of its leader.Especially for people with higher education, the quality of leaders directly affects their impression of the entire company or department.Because for people with a higher level of knowledge, they often think that it is an insult and demeaning to them to work under someone with lower quality and lack of charisma. Obviously, it is difficult for them to accept such a leader.And if the leader is charismatic, he can avoid this worry when recruiting talents.Therefore, as a leader, you must always pay attention to your public image and influence. At the same time, you must form good conduct to increase your personality charm and play an exemplary role, so that you can give people a fresh, natural and passionate feeling. Instead of giving people a dull, annoying mood.

Why capable people all over the world think of Microsoft to show their talents is largely due to the attraction of Microsoft and its leaders.Microsoft has grown from a small company to the world's largest software company, Bill Gates' courage and courage to drop out of school and start a business, and Bill Gates is the richest person in the world. A sense of honor to be working under Bill Gates.Therefore, we have to admit the importance of the charisma of leaders to the recruitment of talents.To make a simple comparison: two companies with similar strengths have taken a fancy to a person at the same time, and the treatment they give is similar, and the leader of one of the companies is suspected of tax evasion and smuggling, while the leader of the other company is honest and honest, and has been punished many times. Commendation from superiors.At this time, of course, you will choose the latter without thinking about it.Why is this so?In fact, this is the attraction of personality charm.Therefore, leaders must never ignore the impact of their own charm on the company, and they must know that their image is like a mirror, reflecting the company's situation to the outside at all times.

2. The attraction of corporate culture The attraction of the enterprise's cultural atmosphere to talents should not be underestimated.If the overall cultural level of the company's employees is low and they are in a state of simple labor, it also shows that the company's technological level is low, and it is difficult to attract high-level talents.Leaders must change this state, improve the quality of all subordinates, and create a positive and fun working environment, which will not be the same as before in attracting talents.The most typical one is the "big family" management that entrepreneurs often say, and the most successful in this respect is Hong Kong's "Securities King" Feng Jingxi.

Hong Kong Sun Hung Kai Securities Co., Ltd. was founded by Fung King Hei in 1969.The company owns 30% of the shares in the Hong Kong securities market with a daily turnover of hundreds of millions of Hong Kong dollars.The company's annual profit reached tens of millions of yuan, and Feng Jingxi's personal property amounted to hundreds of millions of dollars, making him the "securities king" who ruled the roost.Today, Sun Hung Kai Group is not proud of having huge assets, but is proud of having a large number of talented people who are knowledgeable, capable, courageous, good at taking advantage of great opportunities, and daring to accept challenges. Why are so many talents willing to join Sun Hung Kai Group and work hard?First listen to the introduction of executive director Tan Baoxin: "Under the management of Feng Jingxi, the group has formed an indescribable and wonderful force. This kind of atmosphere can stimulate the creativity of subordinates. Working here is definitely greater than other organizations." Obviously, The cultural atmosphere in the group - the family-style working environment makes subordinates feel so close and warm, making them all very willing to work here.It can be seen that the corporate culture attracts talents in an extraordinary way. Leaders should always pay attention to the cultivation of the company's cultural atmosphere, so that all the subordinates of the company can be integrated into one, with an incomparable cohesion internally and extremely attractive externally.This has a role that cannot be ignored in the company's acquisition of talents and the company's development. 3. The attraction of a sense of superiority People's Congresses hope to gain an advantage in social competition and occupy favorable conditions. Correspondingly, people also have a pursuit of superiority, and are often satisfied with their own superiority.For example, among the hundreds of thousands of students who take the college entrance examination every year, those who get admitted to Peking University or Tsinghua University will have an advantage, but why do all the candidates hope that they can study in Peking University or Tsinghua University?In addition to the high teaching quality of Peking University and Tsinghua University, one of the important reasons is that studying at Peking University and Tsinghua University can satisfy their sense of superiority.Talents have the same requirements for companies. They all hope that they can work in famous brand companies to gain a sense of superiority. At the same time, most of them believe that famous brand companies can protect their personal lives. Although this may only be a psychological effect, it still seems very strong.Famous brand enterprises are more attractive to talents than ordinary enterprises, and there are many reasons for this.Leaders should be soberly aware of this, and strive to expand the influence of their own companies. Measures such as striving for brand-name products, expanding the scale of the company, and increasing capital can all have a greater attraction to talents.But at the same time, the company must have a good operating condition, and it is difficult for a company facing bankruptcy to buy a talent with a lot of money. The products of Pepsi-Cola Company in the United States have a long success in the international market and sell well all over the world.The company's president, Kahn Calloway, has one word for how he achieved this feat: people.All of his subordinates are elite soldiers in this industry.He can get such a surprise soldier, which is inseparable from the great reputation of Pepsi-Cola.Every subordinate in the company takes pride in being able to serve the company, feels different, and feels superior to others.The company stipulates that all subordinates must stay in five-star hotels when they go out, and they must fly first-class when flying.In this regard, the president of the company, Kahn Calloway, said: "We are a first-rate company, and our subordinates are of course also first-rate." It is these two "first-rates" that attract thousands of talents who hope that they can Fortunate to join PepsiCo.The sense of superiority, a factor that is easily overlooked by people, has a huge impact on leaders. If you make full use of it, you can make your career "go ahead and go further." After going through the initial difficult stage of knowing people and recruiting talents, leaders have their own talents.This is the prerequisite for talent selection.The so-called talent selection is that the leader selects and distinguishes different talents according to certain criteria, and prepares for the ensuing use of talents.As the saying goes, "Choose talents and use them", which shows that choosing talents is the prerequisite for appointment. Although talent selection seems to be a process that is not easy to distinguish, because what follows is appointment.But talent selection is indispensable, and it is an important link in the whole employment process.It is an intermediate bridge connecting talents, accepting talents and appointing talents.Recruiting talented people has laid a solid foundation for leaders. If you want to appoint talents, it means that "everything is ready and only owes the east wind", and the difference is to choose talents.If there is no process for selecting talents, leaders may be in a mess when hiring people, and finally choose people who are not responsible for their duties.In this way, choosing is not big or small, and it has its rationality and inevitability of existence. Leaders should not only start from their own aspects in selecting talents, but also follow certain guidelines.Subjective factors can be properly paid attention to, while some objective rules summed up from previous experience must be learned frequently.Talent selection is like a game. If you don't understand the rules of the game, but you have a good wish and a fighting spirit, the result will not be fulfilled.There are certain rules, and we must work hard to follow them. "If you don't follow the rules, you can't make a circle." Only by following the rules can we establish the correct direction for talent selection. "Talent-only promotion" is the consistent thinking of talent selection, but many of the leaders are more interested in having both ability and political integrity.In addition, leaders should flexibly abide by the rules when selecting talents. Rules are dead and people are alive. If they are bound by stereotypes, they will not be able to select many talents. It can only be a waste of food because of choking, and it can't be done. As mentioned above, leaders should first pay attention to subjective factors when they know people. These factors are the heart of loving talents, the eyes of discerning talents, and the courage to choose talents.Only with a heart of love for talents will we actively recognize and accept talents, which is the biggest internal driving force.Because of Bole's love of talents, when Chollima was suffering, he would "get off the car and climb up and cry, and take off his clothes to give him power". Ming, the sound reaches the sky."Leaders who love talents will boldly choose talents and appoint them.Whether you really have the heart of loving talent can be inferred by a simple method.Don't leaders love talents?If there are people who are more capable than you and you try to keep them out, is this still called talent?Therefore, leaders should avoid Wu Dalang to open a shop when choosing talents, and only choose talents who are weaker than themselves. Leaders know that a person is a talent through knowledge, so what kind of talent is this person?Where should he be used?This may not be possible with knowledge alone.To understand talents at a deeper level, leaders must have a unique vision when selecting talents, otherwise it is "a blind man riding a blind horse-unclear direction".Cultivating talents depends not only on their own quality but also on their future potential.Li Hongping, a famous Chinese athlete, was rejected when he first went to the Cantonese Opera Troupe, but failed to get his wish when he went to the provincial gymnastics team, and was still not selected for the provincial diving team. The body shape, leg shape and foot shape finally cultivated him into a "water ballet prince".Knowing people's eyes is a key to talent selection. In addition, leaders should have the courage to choose talents.If you want to choose the talents you are satisfied with and appoint them, you will often encounter opposition from the outside world. To be able to stick to your own choice without being swayed by external pressure, a leader must have a certain amount of courage and determination. Leaders have some subjective factors and must follow some objective criteria for talent selection. Li Si once said in the "Book of Remonstrance and Chasing Guests": "Taishan does not let the soil, so it can become big; the river and the sea don't choose trickles, so it can be deep." kind of talent.That is to say, the selection of talents and talents should be "eclectic". The essence of eclecticism is to take its strengths and accommodate its weaknesses.Selection is the preparation for employing people, and the most important thing in employing people is "employing people like tools". "There are sages from generation to generation", but sages can be divided into big sages and small sages. The big sages are of great use, and the small sages are of little use.In fact, everyone is a talent. Whether they can play their due role depends on how the leaders choose and use their talents.If a leader wants to make good use of people, he must have an inclusive mind. He must not only choose talents with high quality and ability, but also choose some talents with expertise in certain fields.Missiles can be described as extremely high-tech, but a war cannot be won with missiles alone. It also requires the cooperation of other conditions.In an enterprise, leaders only use high-level management talents, and it is impossible without scientific and technological development talents. A group is like a big machine, which requires the cooperation of various parts to work normally. Sometimes even a small screw can work together. Key role. During the Spring and Autumn Period and the Warring States Period, the employers of all countries paid attention to eclecticism. On the one hand, employment has no borders.Uncle Jian was originally from the Song Dynasty but became a minister of the State of Qin in the end, and Wu Zixu was not from the State of Wu but became a general of the State of Wu. Such examples are too numerous to enumerate.This is very similar to the mutual introduction of talents in modern football clubs. Yesterday’s talents under other people’s command are today a pawn in their own hands. The club leaders think this way: as long as you have superb skills, you can bring benefits to the club. Wherever you come from I can take it.On the other hand, all countries pay attention to recruiting talents of different levels, as long as there is a skill, they are all recruited.At this time, princes from all over the world became popular, and the more famous ones were Lord Pingyuan of Zhao State, Lord Xinling of Wei State, and Lord Chunshen of Chu State.They are sincerely looking for talents, and there are a lot of guests at one time, including rare talents and "thieves".Talents cannot be said to be unmixed, but they can all show their talents in times of danger.It can be seen that the key to choosing talents is to be eclectic. Emperor Taizong of the Tang Dynasty also followed this principle in employing people. He proposed that in the selection of talents, "the selection of talents should not be selfish to the party, and the pursuit of ambitions should make the best of their talents."Before or after he ascended the throne, he paid attention to the selection of talents, paid attention to collecting talents from all aspects of the world, and did not care about other aspects.He successively reused talents from dissident groups such as Xiao Li, Qin Qiong, and Cheng Yaojin.Especially the minister Wei Zheng, before he came to the throne, Wei Zheng helped Prince Li Jiancheng plan to win the throne. After the "Xuanwu Gate Change", Li Shimin still reused Wei Zheng. Wei Zheng was also famous for his strong remonstrance. Cai Yuanpei, the president of Peking University in modern times, put forward the school-running policy of "inclusiveness". On the one hand, he hired masters of the New Culture Movement such as Chen Duxiu and Li Dazhao as professors; Old and new ideas compete with each other and the fittest survive. The result of this is not only to promote the spread of new ideas, but also to flourish academically and promote the development of Peking University. The above examples show that the selection of talents should be considered from many aspects.Leaders should choose people from "all corners of the country" and appoint them according to their different situations.Gong Zizhen once said: "A man who is good at looking after horses will never abandon a horse in the world; a man who is good at looking after scholars will never abandon talents in the world." It just shows the correctness and rationality of the eclectic attitude of choosing people. Doing things for people is the most taboo to follow the formula without changing lanes, and the same is true for choosing people.The selection of leaders should neither stick to the rules set by the predecessors, nor be bound by various secular customs. At the same time, leaders should also accept new ideas from time to time, break their own way of thinking when necessary, and approach the world from a new perspective. Choose talent.Generally speaking, it is necessary to select talents without sticking to one pattern. Rules provide us with convenience, but at the same time they are the ropes that bind us, and rules are the summary of experience, which always lag behind reality.Leaders can neither completely deny the existing rules, nor can they completely follow the rules.Facing the outdated customs of selecting talents, Gong Zizhen shouted: "I urge the Lord of Heaven to cheer up and send down talents regardless of style." Some modern leaders can't help but consider their qualifications and prestige when they choose someone for employment.Undoubtedly, when selecting talents, considering their qualifications and prestige can make a faster decision, but you must know that these can only explain the past, not the future, and in reality there are many people in their positions who do not seek their own political power. .Therefore, qualifications and reputation can only be used as a basis for reference.In addition to qualifications and prestige, some leaders also like to select talents based on diplomas.A diploma can only reflect how many years a person has studied and what he has learned, but not the ability to use it.When the society generally reflects that fresh graduates have "high grades and low abilities", the leaders feel cheated, but those who are not aware of it are still going forward.To put it bluntly, many people are rigid in the selection of candidates, which is not good for the career. In fact, there are many ways to choose a talent path, and completely following one model will only be self-defeating.We have to consider qualifications, prestige and academic qualifications, but everything cannot be absolute, at most they can only be used as an important aspect of reference.In addition to this, leaders need to be more mindful and often inspect talents from other aspects.In this way, leaders will not lament that there are too few talents out of thin air. No one is perfect, even the most talented people will make mistakes of one kind or another.As the saying goes: "People are not sages and sages, and there is nothing wrong with them."If the leader only sees its shortcomings but not its strengths, and blindly seeks perfection and blame, not only will it not get talents, but if it is not done well, it will lead to a brain drain. Not seeking perfection means not caring about his minor mistakes, not caring about his own shortcomings, and not caring about whether his background is noble or not.There is only one point, he should be appointed if he has talent. "When the water is clear, there will be no fish, and when people observe it, there will be no disciples." Excessive emphasis on secondary aspects will inevitably lead to the opposite of things, resulting in unexpected consequences.Moreover, too much blame will make it difficult for leaders to distinguish right from wrong. Sometimes they only see the appearance but not the essence. When they see a person's ugly appearance, they will not be hired even if they have "talents"; they have made a little mistake. , Even if he has high skills, he still discards them like a shoe.Such a leader can only be betrayed in the end, leaving only one lonely family. Not long ago, the famous writer Liang Xiaosheng told such a story in a speech: A young woman was assigned to a design unit. The leader and colleagues around her felt uncomfortable when they saw the girl so ugly. The young women left.This sounds a bit unbelievable, but this is a design unit!Why do you care so much about people's looks?If it was a bar theater, it would be acceptable, but this is not!This is a bit too exacting. Everyone has their own shortcomings, this is an indisputable fact.Leaders can't "not see Taishan with a single leaf in their eyes". If they think too much about others' faults, they will lose the big because of small things, and they can neither recognize talents nor appoint them well.A leader who is tolerant always puts the shortcomings of others aside, and pays most attention to the actual ability of others.For those with shortcomings, the wise leader's approach is to "take the big ones and ignore the small ones." The success of some leaders' careers often lies in making good use of people who are at fault.These people often have high abilities, because their talents cannot be used and they are not known to others. Once the leaders don’t care about their small faults and reuse them, they will try their best to show their talents and finally help the leaders.An important aspect of the success of the general manager of Taiwan Universal Paper Co., Ltd. is the employment of people.He doesn't use "honest" and "obedient" people. On the contrary, he also treats real talents, that is, those who have both real talents and knowledge and can open up new situations. Resolutely use it, and entrust it with important tasks when necessary. In 1988, in order to get rid of the crisis, the board of directors of the Nordic Airlines Federation hired Luersen as the general manager.After Lursen took office, he carried out drastic reforms and turned losses into profits in less than two years.But this business genius has many problems, and many directors in the company don't like him.Carlson claimed to be a showman with "exhibitionism", claiming that "there are three hundred and sixty walks of life in the world, and all walks of life are performing appearances".Some colleagues also expressed dissatisfaction with his style.But the company's board of directors still retained him as the general manager, because he can make money for them, which is essentially to use his strengths instead of his weaknesses. In short, leaders must be principled and flexible in selecting people, so that they can select and make good use of talents.