A well-known American company wrote in the first article of its cultural guidelines: “We only recruit adults.”
I didn’t quite understand it at first, isn’t this a nonsense? Later, I understood that the meaning of being an adult here means a mature mind.
I can deeply understand that, in fact, many adults are just older and mature physically, but there are too few people who are truly mature. The most frightening point is that it is easy to cultivate an employee’s skills, but it is actually difficult to grow and change the mind. At least it takes many times longer than simply training skills.
How to measure whether an employee is mentally mature?
First, whether the employee has real enthusiasm.
In fact, many employees don’t know what they want or what they want to be. They have no goals. The enthusiasm of this kind of employees is unstable. Maybe they are motivated during this period of time, but when they encounter setbacks, they wilt, fall into self-doubt and denial, begin to escape, begin to spread negative energy, and finally, will have a negative impact on the team and the company. Bring great harm.
This kind of enthusiasm is superficial and shallow, not real enthusiasm. Really enthusiastic employees should have stable self-confidence and an optimistic attitude. When encountering any difficulties, the first response is to propose solutions instead of complaining about themselves and others.
Second, whether the employee has cognitive arrogance.
Some people often fall into a cognitive trap called: their own ideas are correct, and the ideas of others are wrong. If a person does not have the ability to introspect, he will not be able to listen to others’ criticisms and will instinctively refute others. This is a person’s cognitive arrogance.
Cognitive arrogance is a typical characteristic of mental immaturity. Such people must have some small abilities, otherwise they have no arrogant capital. Arrogance is a taboo of management. For this kind of employee, the boss generally won’t let him lead the team, because he feels in his heart that his subordinates are too weak. They don’t actually know that the essence of management is to let others help you accomplish your goals.
The core of managers is to employ people, not to do things. Business masters with strong personal abilities are best at doing things, but because they can do everything by themselves, they often have no sense of management.
These talented players do not have the ability to help their subordinates grow, and do not know how to lead them better; therefore, there will be ideological and emotional gaps between managers and subordinates, resulting in unbalanced teamwork, and ultimately affecting the business. . Real executives are just like Teacher Ma Yun, who can manage and motivate the people below, this is a general talent.
Therefore, people with strong personal ability must focus on cultivating their own management skills, and never let extremely strong business skills become the bottleneck of your career rise.
There are also some employees who seem to be powerful, but in fact they are closed. They are capable, but destined to have no potential. Because almost all progress in the workplace comes from introspection and reflection. These people think that everything is under control, but in fact everything is out of control; what’s more terrifying is that they don’t even know it.
People who have a clear understanding of themselves must have a broad mind and be able to listen to the suggestions and criticisms of others and make real adjustments and changes. Only in this way can oneself and the team be more harmonious and can truly make progress together.
If you are a boss or executive, when recruiting, in addition to examining the professional abilities of the other party, you must test your mental maturity. If you are an employee, you must remember to cultivate your lower-level mental abilities, which is the core and longer-term potential.
Because ability is skill, mind is Tao, and Tao is much more important than skill.