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第二十六讲:职业规划

《财富》(中文版) 2011年04月20日

在成长的过程中,杰出人士有两个标志性的行为特别突出:一是他们会积极融入那些他们认为是高素质人才的圈子里去。第二就是要看重结果。

高德思在25岁的时候建立一个自己的董事会真是件无比聪明的事。我想我要列举出周围成功人士的五点品质,因为在中国总是有很多年轻人问我,如果他们想要成为一个有魅力的成功雇员,或是要创业的话,需要什么样的品质。这是很有趣的问题,各个国家可能不尽相同。但是我认为这五个品质是最基本的、共通的。你如何来辅导那些20到25岁之间的年轻人呢?如果说以三十岁为最后期限的话,这些人还是有时间来思考的。还有时间来思考自己的性格和价值观。我再次想到我们前面谈到的现象。

中国在过去20到30年里经历的经济社会变化是美国人无法理解的,一些最根本的事物改变了。

是的。现在有整整一代的年轻人进入了社会,开始工作,他们要寻找精神支点,寻找指导原则。这让他们感到困惑。我认为这是很让人困惑的,中国的媒体也充斥着关于这些方面的讨论和辩论。此外,这代年轻人是独生子女,从小不仅父母溺爱,祖父母和外祖父母也是百般疼爱。现在很多人都关注并担心被称为小皇帝、小公主的这一代人。这将影响社会环境中人们自我认识的形成。但是,我想你所举的关于个人董事会的例子,所表达的意思就是,现在开始改变并不算晚。事实上,我们在编辑《财富》(中文版)的过程中,看到了人们态度的转变。现在中国传统价值和哲学思想,无论是儒家、道家还是易经,又开始热了起来。当我第一次去中国的时候,可没有这么受欢迎。但是现在又火了起来。可能是10到15年之前开始的,那时大家又开始对《孙子兵法》一类的书产生兴趣,将其作为管理的理论来学习。但是,现在应用得更加广泛了。人们试图平衡工作和生活,想要回归传统价值观,以适应当前的状况和挑战。

吉姆·柯林斯我仅仅是结合我们的研究和我自己的经历来谈,但是如果要应用到一个并不熟悉的文化当中去,我还是会有所顾忌。因此我尽量不要扩展太多,只是分享一些我在这里的所见所闻。

如果看看我们研究的这些杰出人士,就会发现在他们成长过程中最有趣的就是他们自己的轨迹。在成长的过程中,他们有两个标志性的行为特别突出。

一是他们会积极融入那些他们认为是高素质人才的圈子里去。但是他们不会去想哪些工作才是最好的工作。他们会想哪些人是我想要交往的。如果某些公司或者企业拥有大量优秀人才的话,你就可以与这些优秀的人来往。这样的话你自己也会变得更加优秀,因为你处于优秀人才的包围之中。 

   

Thomas D. Gorman: So, the idea of creating your personal board of directors of the age of 25 is a remarkably savvy thing to do. I guess what I'd like to do is try to turn the five attributes of the right people around, because I've been asked by young people in China what qualities do I need to develop to become an attractive and successful employee and begin my career? It's a very interesting question and of course, there may be some differences from country to country, but I think really the five attributes that you have identified are pretty fundamental and pretty universal. So, the question is, how would you counsel young people if they're in the age group of 20 to 25, I think what you're saying is there's still time to think about, if you take your quote regarding age 30 as the deadline. Still time to think about character traits and values. Again, I think one of the phenomena we talked about earlier; China in the past 20-30 years has undergone phenomenal socio-economic change in a way that...

In levels that I think, I know as an American I can't comprehend, just the fundamentals that have changed.

Correct. So, you have a whole younger generation now coming into the society coming into the work force looking for anchors and looking for guidelines and it's confusing. I think it's very confusing and the Chinese media is full of discussion and debate about that. Added to which, you have a generation of single children who are doted upon, not only by mom and dad, but grandpa and grandma, and so on. There's a widespread awareness and concern about these little emperors and empresses as they're called. That has a formative influence on how somebody thinks about themselves in the context of society. But, I think what you're saying, and the example you use about your personal board of directors is, there's still time, and one of the things we're seeing, we're seeing this in editing the magazine and we're seeing it in attitudes. There's a tremendous resurgence of interest in traditional Chinese values, philosophy, whether it be Confucianism or Taoism or even the Yi Jing . Which when I first went to China, were not exactly popular, to say the least. But, that's coming back now, and I think we're seeing that, it probably started maybe 10-15 years ago, with the renewed interest in books like "The Art of War" as a management treatise. But, now it's much broader than that, it's people trying to balance work-life issues and trying to come up with perhaps a return to traditional values and adaptation to the current situation and the current challenges.

Jim Collins: I can only speak through the lens of our research and my own experience and I'm hesitant to extend it to a culture that I know that I don't know. So, what I'll do, is try not to over extend and just share what I've seen here.

If I look at the people, the exceptional people that we've studied, one of things that's really interesting if you look back as they developed, their own trajectory. They have two signature behaviors I think that jump out as they develop.

One is, they actively try to seek being in the orbit of folks that they considered to be high quality people. So, they don't necessarily think in terms of what job would be the best job. They might think, who would I want to be associated with, so if there are certain kinds of companies, or certain types of enterprises where they just seem to have a lot of outstanding people, you begin associating with outstanding people, you're more likely to have good things happen, just because you're around outstanding people.

 

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