In a startup organization with a good corporate culture, everyone knows exactly what the answer is. Long-term interests and teamwork are not only best for the organization, but also for everyone in the organization. In the long run, working together dynamically and evenly around a common goal is a way to bring peace of mind. We insist on anti-gambling in investment, abandon the zero-sum game, and still hold the same choice in the culture of entrepreneurial enterprises that we promote.
"Blooming" talents: doing interesting things with reliable people
In my understanding, what kind of talent a company has often determines the efficiency and boundaries of the enterprise. For start-ups, selecting and nurturing talents with the same values, and giving them a sense of challenge and achievement, is the basic ability of the enterprise to achieve long-term development.
Look for someone you can trust
Attracting and respecting talent is not a slogan, but an important option for startups to stay alive. In entrepreneurial organizations, there are many newcomers who are able to quickly take charge of themselves. Thomas Kuhn, the American historian and philosopher of science, has found that almost all of the greatest inventions were made at a relatively young age by newcomers to a certain field.
The greatest happiness that comes from work should be to do interesting things with reliable people and treat colleagues as your business partners.
So how do you define "reliable talent"? There are several angles
First,Self-driven people. Self-driven people look for the meaning behind things, pursue a sense of meaning in life, and have the best efficiency to focus on solving problems without the need for a larger organizational scale. They have a natural entrepreneurial spirit and a sense of ownership, and they are able to tap into their own potential, recognize and break through their own circle of competence, and complete challenging tasks in the most capable way.
Second,Time-sensitive people. Peter Drucker made the point many years ago: "Effective managers know where their time is spent." There is a very limited amount of time they can control, and they will work systematically to make the most of that limited time. "Everyone's time is limited, and I often say that "kill time" is "kill people", and making good use of limited time is a very important lesson.
Third,People with empathy. Empathetic people tend to be used to empathy and holistic thinking rather than doing things mechanically. They are good at putting their feet in other people's shoes to think about problems, and think about the whole thing from the perspective of the person they work with or the partner. Having empathy is not only a great way to work, but also a new type of leadership.
Fourth,Lifelong learners. People with a growth mindset value learning and challenges more than those with a fixed mindset, and see learning as a lifelong pleasure and achievement, rather than a short-lived, utilitarian gain.
A good start-up company cannot require employees to know everything and be omnipotent, but it can require them to learn everything and face difficulties. Lifelong learning is infinitely capable of amplifying one's potential, adapting to the past, present, and future. More importantly, the stimulation of people's demand curve by other things is always limited, and only the desire for knowledge can continue to satisfy people and go on for a long time.
Giving a sense of long-term mission and achievementFor entrepreneurial organizations, attracting talents is only the first step, and establishing an effective talent training and assessment system is the core mechanism to achieve talent "blooming". In startups, because different teams need different talents and have different task priorities at different times, there should be two dimensions to cultivating talent.
The first is based on the cultivation of the company's strategic level, and always focuses on the training of work skills that are beneficial to the company's long-term development, so as to help newcomers form a good thinking mode and work habits;
The second is based on the cultivation of team execution and honing talents in solving practical problems.
At the same time, the way of training and assessment should be closely related to the changes in the external environment and the law of talent growth. Finally, on the basis of corporate culture and core values, a dynamic talent assessment system is built to meet the needs of business development.
If you want to learn more about Zhang Lei's investment methods, it is highly recommended that you read the book "Value". Because in addition to Zhang Lei's value investing methods and philosophy, this book also explains the importance of who to walk with. Through the combination of investment cases and hand-drawn mind maps, readers can easily understand value investing as easily as reading a story.
This is Zhang Lei's only book so far. Zhang Lei shared his 15 years of investment experience and investment methods, analysis and judgment of dozens of top companies, and the experience of Shanlin Capital investing in more than 800 companies.
Each paragraph of Value contains his thoughts and understanding of value investing. Zhang Lei said that in a complex world, only by investing time and faith in things that can produce long-term value can we maintain inner peace.
In addition, "Value" contains a wealth of valuable materials, including the first 7 advanced formulas, more than 10 investment cases, 11 beautiful hand-drawn color illustrations, and 19 precious **. Many entrepreneurs even bought the book back as a collector's item.
The number of recommendations for this book is even more staggering, with more than 50 business leaders recommending this book.
This book is very thick, ** just a cup of coffee money, can read the essence of Zhang Lei's wisdom precipitated for many years, spend time reading, it is a low-pay, high-yield ruling period, which will affect your future life all the time, read, start from this moment!
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