Are you a giver or a taker? | Adam Grant

3,868,459 views ・ 2017-01-24

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00:00
Translator: Leslie Gauthier Reviewer: Camille Martínez
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Translator: Mateja Peršolja Reviewer: Matej Divjak
00:12
I want you to look around the room for a minute
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Rad bi, da se za minuto ozrete po prostoru
in poskusite najti najbolj paranoično osebo tukaj.
00:15
and try to find the most paranoid person here --
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00:17
(Laughter)
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(Smeh)
00:18
And then I want you to point at that person for me.
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In potem bi rad, da mi pokažete to osebo.
00:21
(Laughter)
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(Smeh)
00:22
OK, don't actually do it.
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Ok, ne delajte tega.
00:23
(Laughter)
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(Smeh)
Ampak, kot organizacijski psiholog
00:25
But, as an organizational psychologist,
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00:26
I spend a lot of time in workplaces,
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preživim veliko časa na delovnih mestih
00:28
and I find paranoia everywhere.
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in vidim paranojo povsod.
00:31
Paranoia is caused by people that I call "takers."
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Paranojo povzročajo tako imenovani "jemalci."
00:33
Takers are self-serving in their interactions.
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Jemalci so v družbi sebični.
Gre le za to, kaj lahko ti storiš zame.
00:36
It's all about what can you do for me.
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00:38
The opposite is a giver.
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Njihovo nasprotje so dajalci.
00:40
It's somebody who approaches most interactions by asking,
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To so ljudje, ki se pri večini interakcij vprašajo:
"Kaj lahko storim zate?"
00:43
"What can I do for you?"
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Rad bi vam dal priložnost, da razmislite o svojem stilu.
00:45
I wanted to give you a chance to think about your own style.
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Vsak nekaj časa daje in prejema.
00:48
We all have moments of giving and taking.
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Kakšni ste večino časa do večine ljudi, postane vaš stil,
00:50
Your style is how you treat most of the people most of the time,
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vaš privzet način.
00:53
your default.
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Za vas imam kratek test,
00:54
I have a short test you can take
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da boste ugotovili, ali ste dajalec ali jemalec
00:55
to figure out if you're more of a giver or a taker,
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in lahko ga rešite takoj.
00:58
and you can take it right now.
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[Test narcizma]
00:59
[The Narcissist Test]
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[Korak 1: Pomislite nase.]
01:01
[Step 1: Take a moment to think about yourself.]
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(Smeh)
01:03
(Laughter)
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01:04
[Step 2: If you made it to Step 2, you are not a narcissist.]
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[Korak 2: Če ste prišli do 2. koraka, niste narcistični.]
(Smeh)
01:07
(Laughter)
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To je edino, kar bom danes povedal, da ne temelji za podatkih,
01:10
This is the only thing I will say today that has no data behind it,
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01:13
but I am convinced the longer it takes for you to laugh at this cartoon,
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ampak prepričan sem, da dlje kot traja, da se zasmejete tej skici,
bolj bi morali biti zaskrbljeni, da ste jemalec.
01:17
the more worried we should be that you're a taker.
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01:19
(Laughter)
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(Smeh)
01:20
Of course, not all takers are narcissists.
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Seveda, niso vsi jemalci narcistični.
01:22
Some are just givers who got burned one too many times.
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Nekateri so le dajalci, ki so se prevečkrat opekli.
01:25
Then there's another kind of taker that we won't be addressing today,
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Obstaja pa še ena vrsta jemalcev, ki se ji danes ne bomo posvetili;
01:29
and that's called a psychopath.
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pravimo jim psihopati.
(Smeh)
01:31
(Laughter)
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01:32
I was curious, though, about how common these extremes are,
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Zanimalo pa me je, kako pogosti so ti ekstremi
01:35
and so I surveyed over 30,000 people across industries
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in sem anketiral več kot 30.000 ljudi v različnih panogah,
različnih kultur po svetu.
01:38
around the world's cultures.
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01:39
And I found that most people are right in the middle
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In ugotovil sem, da je večina ljudi prav na sredi
med dajanjem in prejemanjem.
01:42
between giving and taking.
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01:43
They choose this third style called "matching."
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Izbrali so tretji način, imenovan "izenačevanje."
Izenačevalci vzpostavljajo ravnovesje med dajanjem in prejemanjem:
01:46
If you're a matcher, you try to keep an even balance of give and take:
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quid pro quo - Naredil bom nekaj zate, če boš ti naredil kaj zame.
01:49
quid pro quo -- I'll do something for you if you do something for me.
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01:52
And that seems like a safe way to live your life.
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In to zveni kot varen način življenja.
Ampak, ali je to najbolj učinkovit in produktiven način življenja?
01:55
But is it the most effective and productive way to live your life?
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Odgovor na to vprašanje je definitivno ...
01:58
The answer to that question is a very definitive ...
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02:00
maybe.
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mogoče.
(Smeh)
02:02
(Laughter)
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02:03
I studied dozens of organizations,
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Preučeval sem na ducate organizacij,
02:05
thousands of people.
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na tisoče ljudi.
02:06
I had engineers measuring their productivity.
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Inženirje sem pripravil do tega, da so merili svojo produktivnost.
02:10
(Laughter)
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(Smeh)
02:12
I looked at medical students' grades --
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Ogledal sem si ocene študentov medicine,
02:15
even salespeople's revenue.
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celo prihodke prodajalcev.
02:17
(Laughter)
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(Smeh)
In, nepričakovano,
02:19
And, unexpectedly,
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02:20
the worst performers in each of these jobs were the givers.
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v vsaki izmed teh služb so se najslabše odrezali dajalci.
02:24
The engineers who got the least work done
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Inženirji, ki opravijo najmanj dela,
02:26
were the ones who did more favors than they got back.
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so tisti, ki naredijo več uslug, kot jih prejmejo.
Tako so zaposleni z delom drugih,
02:29
They were so busy doing other people's jobs,
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da jim dobesedno zmanjka časa in energije, da bi dokončali svoje delo.
02:31
they literally ran out of time and energy to get their own work completed.
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Na medicinski fakulteti imajo najslabše ocene tisti,
02:35
In medical school, the lowest grades belong to the students
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02:37
who agree most strongly with statements like,
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ki se najbolj strinjajo z izjavami, kot so:
"Rad pomagam drugim,"
02:40
"I love helping others,"
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to pa namiguje, da je zaupanja vreden zdravnik
02:43
which suggests the doctor you ought to trust
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02:45
is the one who came to med school with no desire to help anybody.
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tisti, ki je šel študirat brez želje, da pomaga drugim.
(Smeh)
02:48
(Laughter)
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02:49
And then in sales, too, the lowest revenue accrued
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In tudi v prodaji so najmanj zaslužili
02:51
in the most generous salespeople.
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najbolj dobrosrčni prodajalci.
02:53
I actually reached out to one of those salespeople
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Stopil sem v stik z enim takim prodajalcem,
ki je veliko dajal.
02:56
who had a very high giver score.
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02:57
And I asked him, "Why do you suck at your job --"
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Vprašal sem: "Zakaj tako bedno opravljaš svoje delo?
03:00
I didn't ask it that way, but --
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Nisem vprašal na tak način ...
03:01
(Laughter)
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(Smeh)
03:02
"What's the cost of generosity in sales?"
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"Kaj je davek velikodušnosti v prodaji?"
03:05
And he said, "Well, I just care so deeply about my customers
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Rekel je: "Tako zelo mi je mar za svoje stranke,
03:08
that I would never sell them one of our crappy products."
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da jim ne bi nikoli prodal enega od naših ušivih izdelkov."
03:11
(Laughter)
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(Smeh)
03:12
So just out of curiosity,
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Samo iz radovednosti,
koliko od vas se ima bolj za dajalca kot za jemalca oz. izenačevalca?
03:14
how many of you self-identify more as givers than takers or matchers?
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Dvignite roke.
03:17
Raise your hands.
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03:18
OK, it would have been more before we talked about these data.
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Ok, več bi vas bilo, če ne bi prej govorili o teh podatkih.
03:22
But actually, it turns out there's a twist here,
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Ampak, v bistvu se je izkazalo, da tukaj leži problem,
saj se dajalci pogosto žrtvujejo,
03:26
because givers are often sacrificing themselves,
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03:29
but they make their organizations better.
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ampak so zaradi njih organizacije boljše.
03:32
We have a huge body of evidence --
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Tukaj imamo pomemben dokaz:
številne študije, ki opazujejo, kako pogosto se daje
03:35
many, many studies looking at the frequency of giving behavior
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03:38
that exists in a team or an organization --
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v skupini ali organizaciji -
in bolj pogosto, kot ljudje pomagajo, delijo svoje znanje
03:41
and the more often people are helping and sharing their knowledge
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in nudijo mentorstvo,
03:44
and providing mentoring,
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bolje gre organizaciji na vsakem področju:
03:45
the better organizations do on every metric we can measure:
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večji dobiček, bolj zadovoljne stranke, zaposleni ostajajo,
03:48
higher profits, customer satisfaction, employee retention --
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03:50
even lower operating expenses.
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celo nižji stroški poslovanja.
03:53
So givers spend a lot of time trying to help other people
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Dajalci tako porabijo veliko časa, da pomagajo drugim ljudem
03:56
and improve the team,
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in se trudijo izboljšati skupino in, na žalost, med tem trpijo.
03:57
and then, unfortunately, they suffer along the way.
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Rad bi vam povedal, kaj je potrebno,
04:00
I want to talk about what it takes
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04:01
to build cultures where givers actually get to succeed.
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da ustvarimo kulturo, v kateri dajalci dejansko uspejo.
04:05
So I wondered, then, if givers are the worst performers,
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Vprašal sem se torej, če so dajalci najslabši pri delu,
04:08
who are the best performers?
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kateri so najboljši?
04:11
Let me start with the good news: it's not the takers.
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Naj začnem z dobro novico: niso jemalci.
Jemalci v večini služb hitro napredujejo, ampak hitro tudi nazadujejo.
04:14
Takers tend to rise quickly but also fall quickly in most jobs.
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04:17
And they fall at the hands of matchers.
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Nazadujejo zaradi izenačevalcev.
04:19
If you're a matcher, you believe in "An eye for an eye" -- a just world.
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Če si izenačevalec, verjameš v "oko za oko" - pravičen svet.
04:23
And so when you meet a taker,
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In tako, ko spoznaš jemalca,
04:24
you feel like it's your mission in life
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imaš občutek, da moraš to osebo kruto kaznovati.
04:26
to just punish the hell out of that person.
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04:28
(Laughter)
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(Smeh)
04:29
And that way justice gets served.
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In tako je pravici zadoščeno.
No, večina ljudi je izenačevalcev.
04:32
Well, most people are matchers.
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To pomeni, da če si jemalec, se ti bo prej ali slej vse povrnilo;
04:34
And that means if you're a taker,
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04:35
it tends to catch up with you eventually;
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04:37
what goes around will come around.
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vse se vrača, vse se plača.
04:39
And so the logical conclusion is:
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Logičen rezultat je torej:
izenačevalci morajo biti najboljši pri svojem delu.
04:41
it must be the matchers who are the best performers.
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04:43
But they're not.
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Ampak niso.
04:45
In every job, in every organization I've ever studied,
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Pri vsakem delu, v vsaki organizaciji, ki sem jo preučeval,
04:48
the best results belong to the givers again.
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najboljše rezultate dosegajo dajalci.
04:51
Take a look at some data I gathered from hundreds of salespeople,
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Poglejte nekaj podatkov, ki sem jih zbral od prodajalcev
04:54
tracking their revenue.
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pri spremljanju njihovega prihodka.
Vidite lahko, da dajalci gredo v oba ekstrema.
04:56
What you can see is that the givers go to both extremes.
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Sestavljajo večino ljudi z najmanjšimi prihodki,
04:58
They make up the majority of people who bring in the lowest revenue,
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ampak tudi z največjimi.
05:01
but also the highest revenue.
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Isti vzorci veljajo pri produktivnosti inženirjev
05:03
The same patterns were true for engineers' productivity
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in ocenah študentov medicine.
05:06
and medical students' grades.
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Dajalci predstavljajo večino na dnu in na vrhu
05:07
Givers are overrepresented at the bottom and at the top
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vsakega področja, kjer se lahko meri uspeh.
05:10
of every success metric that I can track.
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05:12
Which raises the question:
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Postavlja se vprašanje:
05:13
How do we create a world where more of these givers get to excel?
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Kako ustvariti svet, v katerem več dajalcev uspe?
05:16
I want to talk about how to do that, not just in businesses,
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Rad bi govoril o tem, kako do tega priti ne le v poslu,
05:19
but also in nonprofits, schools --
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temveč tudi v neprofitnih zavodih, šolah,
05:21
even governments.
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celo v vladi.
05:22
Are you ready?
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Ste pripravljeni?
05:24
(Cheers)
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(Vzklikanje)
05:25
I was going to do it anyway, but I appreciate the enthusiasm.
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V vsakem primeru bi vam povedal, ampak cenim navdušenje.
(Smeh)
05:28
(Laughter)
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05:29
The first thing that's really critical
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Prva resnično kritična zadeva je,
05:31
is to recognize that givers are your most valuable people,
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da spoznate, da so dajalci vaši najbolj dragoceni ljudje,
ampak če niso previdni, izgorijo.
05:34
but if they're not careful, they burn out.
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05:36
So you have to protect the givers in your midst.
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Zato morate dajalce med vami obvarovati.
O tem me je ogromno naučil odgovoren za navezovanje stikov pri reviji Fortune.
05:39
And I learned a great lesson about this from Fortune's best networker.
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05:44
It's the guy, not the cat.
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Moški je, ne mačka.
05:46
(Laughter)
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(Smeh)
05:47
His name is Adam Rifkin.
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Ime mu je Adam Rifkin.
05:49
He's a very successful serial entrepreneur
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Je uspešen lastnik številnih podjetij
05:51
who spends a huge amount of his time helping other people.
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in ogromno časa posveti nudenju pomoči drugim.
05:54
And his secret weapon is the five-minute favor.
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Njegovo skrivno orožje je pet-minutna usluga.
05:57
Adam said, "You don't have to be Mother Teresa or Gandhi
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Adam je rekel: "Ni treba, da si Mati Tereza ali Gandi,
05:59
to be a giver.
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da si dajalec.
Moraš le najti majhne načine, da veliko prispevaš
06:01
You just have to find small ways to add large value
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06:03
to other people's lives."
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v življenju drugih ljudi.
Lahko je tako preprosto kot, da predstavite
06:05
That could be as simple as making an introduction
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dve osebi, ki lahko imata koristi od poznanstva.
06:07
between two people who could benefit from knowing each other.
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Lahko nekoga nekaj naučiš ali mu daš povratne informacije.
06:10
It could be sharing your knowledge or giving a little bit of feedback.
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Lahko je celo nekaj osnovnega, kot je ta obljuba:
06:13
Or It might be even something as basic as saying,
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"Veš, potrudil se bom in ugotovil,
06:16
"You know,
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06:17
I'm going to try and figure out
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če lahko prepoznam koga, čigar delo ni nihče opazil."
06:18
if I can recognize somebody whose work has gone unnoticed."
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06:22
And those five-minute favors are really critical
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Te petminutne obljube so kritičnega pomena
06:24
to helping givers set boundaries and protect themselves.
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pri pomoči dajalcem, da si postavijo meje in se zaščitijo.
06:27
The second thing that matters
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Drugo, kar je pomembno, je
06:29
if you want to build a culture where givers succeed,
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če želite ustvariti okolje, kjer dajalci uspejo,
06:31
is you actually need a culture where help-seeking is the norm;
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da potrebujete okolje, kjer je iskanje pomoči norma;
06:34
where people ask a lot.
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kjer se lahko prosi.
06:36
This may hit a little too close to home for some of you.
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To se bo morda nekaterim od vas zdelo precej znano.
06:39
[So in all your relationships, you always have to be the giver?]
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[Ali morate biti v vseh odnosih res vi tisti, ki dajete?]
(Smeh)
06:42
(Laughter)
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06:43
What you see with successful givers
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Kar je vidno pri uspešnih dajalcih,
je to, da se zavedajo, da je v redu, če tudi prejemajo.
06:45
is they recognize that it's OK to be a receiver, too.
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06:48
If you run an organization, we can actually make this easier.
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Če vodite organizacijo, lahko to olajšate.
06:51
We can make it easier for people to ask for help.
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Olajšamo lahko to, da ljudje prosijo za pomoč.
06:53
A couple colleagues and I studied hospitals.
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Z nekaj kolegi smo preučevali bolnišnice.
Na nekaterih oddelkih so sestre veliko prosile za pomoč,
06:56
We found that on certain floors, nurses did a lot of help-seeking,
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na drugih pa bolj malo.
06:59
and on other floors, they did very little of it.
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07:01
The factor that stood out on the floors where help-seeking was common,
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Faktor, ki je izstopal tam, kjer je bilo iskanje pomoči pogosto,
07:04
where it was the norm,
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kjer je bila to norma,
je bil, da je ena sestra opravljala le eno delo;
07:06
was there was just one nurse whose sole job it was
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pomagala je drugim sestram na oddelku.
07:08
to help other nurses on the unit.
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07:10
When that role was available,
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Ko je bila ta vloga na voljo,
07:11
nurses said, "It's not embarrassing, it's not vulnerable to ask for help --
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so sestre rekle: "Ni sramotno, nisi ranljiv, če prosiš za pomoč -
07:15
it's actually encouraged."
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pravzaprav je zaželeno."
07:18
Help-seeking isn't important just for protecting the success
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Iskanje pomoči ni pomembno le za ohranjanje uspeha
in dobrega počutja dajalcev.
07:21
and the well-being of givers.
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07:22
It's also critical to getting more people to act like givers,
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Bistvenega pomena je tudi zato, da dobimo več dajalcev,
07:25
because the data say
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saj kot pravijo podatki,
07:26
that somewhere between 75 and 90 percent of all giving in organizations
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nekje med 75 % in 90 % vsega dajanja v organizacijah
se začne s prošnjo.
07:30
starts with a request.
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07:31
But a lot of people don't ask.
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Ampak veliko ljudi ne prosi.
07:33
They don't want to look incompetent,
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Ne želijo izpasti nekompetentni,
07:35
they don't know where to turn, they don't want to burden others.
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ne vedo, kam se obrniti, ne želijo motiti drugih.
07:38
Yet if nobody ever asks for help,
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Ampak, če nihče ne prosi za pomoč,
je v vaši organizaciji veliko frustriranih dajalcev,
07:40
you have a lot of frustrated givers in your organization
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07:42
who would love to step up and contribute,
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1983
ki bi radi pristopili in pomagali,
če bi le vedeli, komu in kako.
07:44
if they only knew who could benefit and how.
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07:47
But I think the most important thing,
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Mislim pa, da je najpomembnejše,
07:49
if you want to build a culture of successful givers,
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če želite ustvariti kulturo uspešnih dajalcev,
07:51
is to be thoughtful about who you let onto your team.
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da ste previdni pri tem, komu dovolite v svojo ekipo.
07:54
I figured, you want a culture of productive generosity,
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Mislil sem, da če želiš kulturo produktivne dobrosrčnosti,
07:57
you should hire a bunch of givers.
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1972
moraš zaposliti skupino dajalcev.
07:59
But I was surprised to discover, actually, that that was not right --
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Presenečen pa sem ugotovil, da pravzaprav temu ni tako -
08:03
that the negative impact of a taker on a culture
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negativen vpliv jemalcev v kulturi je navadno
08:06
is usually double to triple the positive impact of a giver.
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dva- do trikrat bolj močen kot pozitivni vpliv dajalcev.
08:09
Think about it this way:
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Pomislite tako:
08:10
one bad apple can spoil a barrel,
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slabo jabolko lahko uniči cel zaboj,
08:12
but one good egg just does not make a dozen.
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eno dobro jajce pa ne naredi ducata.
08:15
I don't know what that means --
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Ne vem, kaj to pomeni ...
08:17
(Laughter)
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(Smeh)
08:18
But I hope you do.
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Upam pa, da vi veste.
Ne - spustite le enega jemalca v skupino
08:20
No -- let even one taker into a team,
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08:23
and you will see that the givers will stop helping.
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in videli boste, da bodo dajalci nehali pomagati.
08:26
They'll say, "I'm surrounded by a bunch of snakes and sharks.
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Rekli bodo: "Obkroža me skupina kač in morskih psov.
08:29
Why should I contribute?"
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Zakaj bi pomagal?"
08:30
Whereas if you let one giver into a team,
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Če imate pa enega dajalca v skupini,
08:32
you don't get an explosion of generosity.
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to ne pomeni eksplozije dobrosrčnosti.
Večina ljudi si misli:
08:35
More often, people are like,
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08:36
"Great! That person can do all our work."
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"Super! Ta oseba lahko opravi vse naše delo."
Učinkovito zaposlovanje, preverjanje in gradnja ekipe
08:39
So, effective hiring and screening and team building
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08:41
is not about bringing in the givers;
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torej ne pomeni, da pripeljemo dajalce,
temveč da odstranimo jemalce.
08:44
it's about weeding out the takers.
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Če to dobro opravite, boste imeli dajalce in izenačevalce.
08:47
If you can do that well,
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08:48
you'll be left with givers and matchers.
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Dajalci bodo dobrosrčni,
08:50
The givers will be generous
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saj jim ne bo treba skrbeti o posledicah.
08:51
because they don't have to worry about the consequences.
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In dobra stran izenačevalcev je, da bodo sledili normi.
08:54
And the beauty of the matchers is that they follow the norm.
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08:57
So how do you catch a taker before it's too late?
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Kako torej opaziti jemalca, preden je prepozno?
09:00
We're actually pretty bad at figuring out who's a taker,
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Pravzaprav smo precej slabi pri ugotavljanju, kdo je jemalec,
09:03
especially on first impressions.
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predvsem ob prvem stiku.
09:05
There's a personality trait that throws us off.
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Ena osebnostna značilnost nas zmede.
09:07
It's called agreeableness,
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Pravimo ji prijetnost,
ena izmed velikih dimenzij osebnosti v vseh kulturah.
09:09
one the major dimensions of personality across cultures.
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09:11
Agreeable people are warm and friendly, they're nice, they're polite.
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Prijetni ljudje so topli in prijateljski, so prijazni, so vljudni.
09:15
You find a lot of them in Canada --
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Veliko jih je v Kanadi -
(Smeh)
09:17
(Laughter)
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09:18
Where there was actually a national contest
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V bistvu je tam potekalo državno tekmovanje
09:22
to come up with a new Canadian slogan and fill in the blank,
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iskanja novega kanadskega slogana z dokončanjem stavka,
"Kanadski kot ..."
09:25
"As Canadian as ..."
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09:26
I thought the winning entry was going to be,
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Mislil sem, da bo zmagovalec,
"Kanadski kot javorjev sirup," ali "... hokej."
09:29
"As Canadian as maple syrup," or, "... ice hockey."
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Ampak ne, Kanadčani so glasovali, da bo njihov nov slogan -
09:31
But no, Canadians voted for their new national slogan to be --
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ne šalim se -
09:34
I kid you not --
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"Kanadski kot je možno, glede na okoliščine."
09:35
"As Canadian as possible under the circumstances."
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(Smeh)
09:38
(Laughter)
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Tisti, ki ste izredno prijetni
09:42
Now for those of you who are highly agreeable,
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ali morda deloma Kanadčani,
09:44
or maybe slightly Canadian,
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09:45
you get this right away.
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vam je takoj jasno.
Kako lahko rečem, da sem nekaj,
09:47
How could I ever say I'm any one thing
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če pa se ves čas prilagajam, da ugodim drugim ljudem?
09:49
when I'm constantly adapting to try to please other people?
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09:52
Disagreeable people do less of it.
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Neprijetni ljudje niso taki.
09:54
They're more critical, skeptical, challenging,
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So bolj kritični, skeptični, kljubovalni
09:57
and far more likely than their peers to go to law school.
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in bolj pogosto kot sovrstniki se odločajo za študij prava.
10:00
(Laughter)
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(Smeh)
10:01
That's not a joke, that's actually an empirical fact.
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To ni šala, to je empirično dejstvo.
(Smeh)
10:04
(Laughter)
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Vedno sem predvideval, da so prijetni ljudje dajalci
10:05
So I always assumed that agreeable people were givers
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10:07
and disagreeable people were takers.
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1947
in neprijetni ljudje jemalci.
10:09
But then I gathered the data,
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Potem pa sem zbral podatke
in presenečen ugotovil, da med temi lastnostmi ni povezave,
10:11
and I was stunned to find no correlation between those traits,
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10:14
because it turns out that agreeableness-disagreeableness
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saj se je izkazalo, da sta prijetnost oz. neprijetnost le maski:
10:17
is your outer veneer:
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Kako prijeten si v medsebojnih stikih?
10:18
How pleasant is it to interact with you?
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Medtem ko dajanje in prejemanje izvirata iz notranjosti:
10:20
Whereas giving and taking are more of your inner motives:
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10:22
What are your values? What are your intentions toward others?
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Kaj so vaše vrednote? Kaj so vaši nameni z drugimi?
10:25
If you really want to judge people accurately,
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Če želite človeka oceniti pravilno,
morate priti do trenutka, na katerega čakajo vsi svetovalci v prostoru
10:28
you have to get to the moment every consultant in the room is waiting for,
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in narisati 2x2 tabelo.
10:31
and draw a two-by-two.
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10:32
(Laughter)
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(Smeh)
10:37
The agreeable givers are easy to spot:
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Prijetne dajalce je lahko prepoznati:
10:39
they say yes to everything.
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z vsem se strinjajo.
10:43
The disagreeable takers are also recognized quickly,
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Tudi neprijetne jemalce opazimo hitro,
10:46
although you might call them by a slightly different name.
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ampak imenovali bi jih nekoliko drugače.
10:50
(Laughter)
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(Smeh)
10:53
We forget about the other two combinations.
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Pozabljamo na drugi dve kombinaciji.
10:55
There are disagreeable givers in our organizations.
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V organizacijah so neprijetni dajalci.
10:59
There are people who are gruff and tough on the surface
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So ljudje, ki so osorni in močni na zunaj,
11:01
but underneath have others' best interests at heart.
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v sebi pa želijo vsem le najboljše.
Kot je rekel nek inženir:
11:05
Or as an engineer put it,
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11:06
"Oh, disagreeable givers --
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"Oh, neprijetni dajalci ...
kot nekdo s slabim uporabniškim vmesnikom, ampak odličnim operacijskim sistemom.
11:08
like somebody with a bad user interface but a great operating system."
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(Smeh)
11:12
(Laughter)
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11:13
If that helps you.
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Če vam to kaj pomaga.
11:14
(Laughter)
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(Smeh)
11:16
Disagreeable givers are the most undervalued people in our organizations,
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Neprijetni dajalci so ljudje, ki jih v organizacijah najbolj podcenjujemo,
11:19
because they're the ones who give the critical feedback
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saj so to tisti, ki podajo negativno oceno,
ki je nihče ne želi slišati, vsak pa jo mora prejeti.
11:22
that no one wants to hear but everyone needs to hear.
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Veliko bolj bi morali ceniti take ljudi,
11:25
We need to do a much better job valuing these people
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ne pa da jih takoj odpišemo
11:27
as opposed to writing them off early,
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11:29
and saying, "Eh, kind of prickly,
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in rečemo: "Ah, nekoliko občutljiv,
11:31
must be a selfish taker."
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najbrž je sebičen jemalec."
11:33
The other combination we forget about is the deadly one --
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Druga kombinacija, na katero pozabljamo, je smrtonosna -
prijeten jemalec, poznan tudi kot slepar.
11:36
the agreeable taker, also known as the faker.
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11:40
This is the person who's nice to your face,
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To je oseba, ki je do vas prijazna,
11:42
and then will stab you right in the back.
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a vam bo zarila nož v hrbet.
11:44
(Laughter)
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(Smeh)
11:46
And my favorite way to catch these people in the interview process
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Moj najljubši način, da ujamem te ljudi med razgovorom,
11:49
is to ask the question,
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je, da jih vprašam:
"Ali mi naštejete štiri ljudi,
11:51
"Can you give me the names of four people
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1962
ki ste jim temeljito izboljšali kariero?
11:53
whose careers you have fundamentally improved?"
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2369
11:56
The takers will give you four names,
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Jemalci bodo našteli štiri ljudi
11:58
and they will all be more influential than them,
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in vsi bodo bolj vplivni kot jemalci sami,
saj jemalci so odlični pri prilizovanju in nato vas poteptajo.
12:01
because takers are great at kissing up and then kicking down.
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12:04
Givers are more likely to name people who are below them in a hierarchy,
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Dajalci bodo bolj verjetno podali imena ljudi, ki so pod njimi,
12:08
who don't have as much power,
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ki nimajo toliko moči,
12:09
who can do them no good.
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ki jim nič ne koristijo.
12:11
And let's face it, you all know you can learn a lot about character
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In priznajmo si, o karakterju osebe se lahko veliko naučimo,
12:14
by watching how someone treats their restaurant server
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če jo opazujemo, kako se obnaša do natakarja
ali do voznika taksija.
12:17
or their Uber driver.
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12:19
So if we do all this well,
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Če smo dobri pri tem,
12:20
if we can weed takers out of organizations,
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če odstranimo jemalce iz organizacije,
12:22
if we can make it safe to ask for help,
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če spodbujamo spraševanje po pomoči,
12:24
if we can protect givers from burnout
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če zavarujemo dajalce, da ne izgorijo
12:26
and make it OK for them to be ambitious in pursuing their own goals
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in odobrimo njihovo ambicioznost in željo bo doseganju ciljev,
12:29
as well as trying to help other people,
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kot tudi željo po pomoči drugim ljudem,
lahko spremenimo definicijo uspeha.
12:32
we can actually change the way that people define success.
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Namesto, da rečemo, da je vse tekmovanje in da gre za zmago,
12:35
Instead of saying it's all about winning a competition,
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12:38
people will realize success is really more about contribution.
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se bodo ljudje zavedli, da gre pri uspehu bolj za prispevanje.
12:42
I believe that the most meaningful way to succeed
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Verjamem, da je najbolj smiseln način uspeha ta,
da pomagamo drugim ljudem uspeti.
12:45
is to help other people succeed.
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In če bo ta ideja zaokrožila,
12:47
And if we can spread that belief,
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12:48
we can actually turn paranoia upside down.
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lahko obrnemo paranojo na glavo.
12:51
There's a name for that.
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To ima ime.
12:52
It's called "pronoia."
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To imenujemo "pronoja"
Pronoja je blodno prepričanje,
12:55
Pronoia is the delusional belief
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12:56
that other people are plotting your well-being.
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da drugi načrtujejo, da se boste dobro počutili.
12:59
(Laughter)
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(Smeh)
13:02
That they're going around behind your back
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Da za vašimi hrbti
13:05
and saying exceptionally glowing things about you.
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govorijo izredno bleščeče stvari o vas.
13:09
The great thing about a culture of givers is that's not a delusion --
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Dobra stvar kulture dajalcev je, da ni blodnja;
13:13
it's reality.
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je resničnost.
13:15
I want to live in a world where givers succeed,
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Želim živeti v svetu, kjer dajalci uspejo
13:18
and I hope you will help me create that world.
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in upam, da mi boste uspeli ustvariti tak svet.
13:20
Thank you.
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Hvala.
13:21
(Applause)
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(Aplavz)
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