How entrepreneurial companies find people with the same values

Although the popular entrepreneurial, public innovation such words are very popular, but mostly virtual fire, many start-up companies in recruiting aspects of playing force lattice, salary environment tall, equity benefits have the truth ... Do not know this type of startup is not a bubble, no one can make judgments, but there is a historical law never forget-the left is king.

Entrepreneurial core team often have their own strengths, some emphasis on marketing, some emphasis on products, some emphasis on technology, think that this is the ability to complement each other, but easy to ignore the most real idea of each person? What kind of values do they have? The easiest place to overlook is often the deadliest.

　　What kind of values does an entrepreneurial company need?

We often say that startups need to have a gas field that is determined by the personality traits of the entrepreneurial team. But where is the gas field? who also say not good, can only through the feeling, if is a group of people influence each other, formed the so-called atmosphere.

A good entrepreneurial atmosphere is actually shaped by a group of entrepreneurs. For startups, there is no historical baggage, everything is new, this is a good opportunity, at this time not to build a good culture, more when? So, how to describe the "cultural picture" of a startup company? It is important to have the following values.

　　First, dedicated. to put it simply, it is putting into investment again, commuting time and space is not clear boundaries, life is work, work is life. We see the picture is to achieve the goal of self-consciously overtime, and to pay for joy, because every moment is creating new things.

　　second, the team. the importance of the team is self-evident, entrepreneurial companies tend to become a personal hero of the soil, if not achieve 1+1>2 effect, it is not called the team. We see the picture is no longer have the department wall, in order to work can contend for the red, but went out like a brother to hold a regiment.

　　third, focus. focus is always focus on the work itself, rather than deep in personnel disputes, enough focus to real focus, with the tortoise spirit to make a unique advantage. The picture we see is waking up in the middle of the night and suddenly there's a fantastic idea to get up and record right away.

　　four, positive. What do you see, that's what it is? Many are mentality problems, see Buddha See Sex said meaning is: if you see the problem, that everywhere is a problem, if you see opportunities, it is everywhere is opportunity, if you can find opportunities in the problem, then you are an entrepreneur. A positive mindset makes you want to work and work. The picture we see is the sunshine smile, the confident demeanor, the quick action.

　　v. Change. entrepreneurial companies A lot of work is uncertain, even in trial and error, verification, do not know their direction is correct, in other words, a lot of work is no precedent to follow, relying on the system and process is often mired in which can not extricate themselves, this needs to play a human integration advantage and imagination, so must embrace change. The picture we see always sees new trends and new ideas in various exchanges and conferences.

　　Value detection--Questions and deep digging

Start-up companies recruit, skills are really important, otherwise can not work, but I think, only the skills are not enough, then the talented person, and you are not one mind, eat in the bowl, look in the pot, such people you dare to?

Values this thing can not be seen, it is difficult to detect, unlike knowledge and skills, will not be a try to know, but as long as the intentions, in each of our actions are still identifiable.

Once wuge to attend a training, one HR shared a "wonderful" experience of employees: at that time recruit this to come in, feel he very have idea, work also very positive, one morning, this no sign of suddenly proposed resignation, HR asked him to do well why resign? He throws a sentence: I am in a bad mood today.

Quit when you're in a bad mood? What is this logic? HR is completely silent, then we are not according to the assertion: is a group of arbitrary, irresponsible people? If so, the assertion will kill the wrong people. Still have to ask why, the person said because his girlfriend broke up with him, so to resign. Oh, let's take a look--the bad mood is because the girlfriend broke up, proposed to resign because of a bad mood. Although logic is a bit out of the way, what is the value behind this irrational reaction? I think it is not purely a matter of responsibility, but rather the one who is more interested in work or love, when the two cannot reconcile, he eventually (rather than a momentary fever) will make what choice, this is his values.

What we take for granted is inconceivable, and conversely, we find it inconceivable that what they take for granted is what they think of as Aboriginal people. Something magical may be able to find a reasonable explanation, and the things that are taken for granted will become the shackles of thought.

Therefore, in the detection of other people's values, we tend to make assumptions as a judgment, hasty conclusion, and this conclusion is often very unreliable. In Wuge's view, the detection of values to do at least two things, first, the event description, through constant questioning, digging through the whole process of understanding the event, as far as possible to restore the full picture of the event; second, event analysis, through the analysis of the comparison, understand its hidden motives and value propositions, identify its values.

To apply a classical sentence: our pain is not from the thing itself, but from the way we treat things. How to identify values, need to constantly dig, restore, and then find a relatively correct judgment.

　　Is it possible to change values?

Values are so important, if there is a situation where values are inconsistent, what are the ways to make those people agree with our values? Perhaps the idea of "getting approval" was wrong from the start.

Wuge personally experienced one thing, we recruit a person, because he is very good at a certain aspect, that is, we say the ability very match, but this person came, we only found that he has a self-righteous fault, often with colleagues in dispute, whatever, always feel that others are wrong, they are right, speak hard to listen to, You have to win or lose, and you can't work with people. Because this post has to deal with a lot of people, we talk to him, patiently do his work, teach him how to work with the team, how to communicate, and then observe his performance for a period of time. In that situation, he did better than a period of time, but not long, soon returned to the original "nature", we have to persuade. Many people think he has strong skills, low EQ, but a person's EQ 1:30 will not improve, I think, the so-called emotional quotient behind must have a set of their own beliefs, and this "faith" behind must be his values in action, perhaps his true values are: I think the ability is more important than interpersonal relationships, I'm not bothered with relationships.

This is a very typical thing, so when we recruit people, for the more stubborn personality, we must be careful, either he is a genius, or a jerk.

It turns out that no matter how much you have the ability, no matter what kind of eloquence you have, in changing the values of people is often futile, so in hiring, do not have luck. Some people say: do not change the brain on the substitution, in a way, this sentence is not rough.

Values are deeply ingrained, difficult to change and reverse, and very difficult to operate. For startups, the time window is limited, can be said fleeting, spend a lot of time to change the value of a person's work is worth it? Wuge that instead of spending time and energy to change people's values, it is better to recruit more people who are converging on their own values.

The word is not the same as the conspiracy, this sentence is very reasonable. As a founder, if you embrace the idea of changing the values of others, you will always be bruised and bruised.

　　Establish a set of values "common language"

I have found that more than 90% of the obstacles in corporate organizations are due to misunderstandings, and 90% of the reasons for this misunderstanding are the lack of a common language of communication.

Many conflicts are not caused by the values themselves, but the perception of the values of different causes, if not the values of authoritative interpretation and interpretation, will certainly lead to misreading, for the start-up company, what to advocate, oppose what, must clear-cut, otherwise it will fall into vague culture, the implementation of the power will be greatly compromised, Even the opposite phenomenon.

　　first, the understanding of values must converge. For example, "dedication", different people's understanding of the word will be very big deviation. is not within eight hours to do the things you want to do is called dedication? For startups, maybe that's not enough. Many jobs in startups are not designed in advance, there are many variables and uncertainties, so this needs to devote more energy and time to do the work, of course, not every moment must stay in the work, but the heart is always on duty, there is a need to respond at any time, even when eating, sleep, Still wondering what things can be improved, this is the dedication. Therefore, a simple concept, must be carefully and accurately expressed, otherwise there will be inconsistent understanding of the situation, to do this, but also to let staff feedback and confirmation: Is it really understood? Understand if you really agree? Otherwise, the actual execution will be very different.

　　second, start with self-cultivation and stick to change. identity does not represent the implementation of the human nature in many cases is selective, such as a certain value is very good, I agree, but in the actual implementation, the subconscious told themselves: I can not comply with others, I advocate does not mean that I must follow-this is the typical knowledge of the line is not unity. Change has challenged both self and humanity, saying that change is easy and really hard to do, so you have to stick with a cycle to form a good habit and then solidify it to truly elevate and break yourself, thereby enhancing the ability of the entire company to learn.

http://news.cnblogs.com/n/526239/

How entrepreneurial companies find people with the same values (turn)