Are you a giver or a taker? | Adam Grant

Translator: Leslie Gauthier Reviewer: Camille Martínez

Translator: Mateja Peršolja Reviewer: Matej Divjak

I want you to look around the room for a minute

Rad bi, da se za minuto ozrete po prostoru

in poskusite najti najbolj paranoično osebo tukaj.

and try to find the most paranoid person here --

(Laughter)

(Smeh)

And then I want you to point at that person for me.

In potem bi rad, da mi pokažete to osebo.

(Laughter)

(Smeh)

OK, don't actually do it.

Ok, ne delajte tega.

(Laughter)

(Smeh)

Ampak, kot organizacijski psiholog

But, as an organizational psychologist,

I spend a lot of time in workplaces,

preživim veliko časa na delovnih mestih

and I find paranoia everywhere.

in vidim paranojo povsod.

Paranoia is caused by people that I call "takers."

Paranojo povzročajo tako imenovani "jemalci."

Takers are self-serving in their interactions.

Jemalci so v družbi sebični.

Gre le za to, kaj lahko ti storiš zame.

It's all about what can you do for me.

The opposite is a giver.

Njihovo nasprotje so dajalci.

It's somebody who approaches most interactions by asking,

To so ljudje, ki se pri večini interakcij vprašajo:

"Kaj lahko storim zate?"

"What can I do for you?"

Rad bi vam dal priložnost, da razmislite o svojem stilu.

I wanted to give you a chance to think about your own style.

Vsak nekaj časa daje in prejema.

We all have moments of giving and taking.

Kakšni ste večino časa do večine ljudi, postane vaš stil,

Your style is how you treat most of the people most of the time,

vaš privzet način.

your default.

Za vas imam kratek test,

I have a short test you can take

da boste ugotovili, ali ste dajalec ali jemalec

to figure out if you're more of a giver or a taker,

in lahko ga rešite takoj.

and you can take it right now.

[Test narcizma]

[The Narcissist Test]

[Korak 1: Pomislite nase.]

[Step 1: Take a moment to think about yourself.]

(Smeh)

(Laughter)

[Step 2: If you made it to Step 2, you are not a narcissist.]

[Korak 2: Če ste prišli do 2. koraka, niste narcistični.]

(Smeh)

(Laughter)

To je edino, kar bom danes povedal, da ne temelji za podatkih,

This is the only thing I will say today that has no data behind it,

but I am convinced the longer it takes for you to laugh at this cartoon,

ampak prepričan sem, da dlje kot traja, da se zasmejete tej skici,

bolj bi morali biti zaskrbljeni, da ste jemalec.

the more worried we should be that you're a taker.

(Laughter)

(Smeh)

Of course, not all takers are narcissists.

Seveda, niso vsi jemalci narcistični.

Some are just givers who got burned one too many times.

Nekateri so le dajalci, ki so se prevečkrat opekli.

Then there's another kind of taker that we won't be addressing today,

Obstaja pa še ena vrsta jemalcev, ki se ji danes ne bomo posvetili;

and that's called a psychopath.

pravimo jim psihopati.

(Smeh)

(Laughter)

I was curious, though, about how common these extremes are,

Zanimalo pa me je, kako pogosti so ti ekstremi

and so I surveyed over 30,000 people across industries

in sem anketiral več kot 30.000 ljudi v različnih panogah,

različnih kultur po svetu.

around the world's cultures.

And I found that most people are right in the middle

In ugotovil sem, da je večina ljudi prav na sredi

med dajanjem in prejemanjem.

between giving and taking.

They choose this third style called "matching."

Izbrali so tretji način, imenovan "izenačevanje."

Izenačevalci vzpostavljajo ravnovesje med dajanjem in prejemanjem:

If you're a matcher, you try to keep an even balance of give and take:

quid pro quo - Naredil bom nekaj zate, če boš ti naredil kaj zame.

quid pro quo -- I'll do something for you if you do something for me.

And that seems like a safe way to live your life.

In to zveni kot varen način življenja.

Ampak, ali je to najbolj učinkovit in produktiven način življenja?

But is it the most effective and productive way to live your life?

Odgovor na to vprašanje je definitivno ...

The answer to that question is a very definitive ...

maybe.

mogoče.

(Smeh)

(Laughter)

I studied dozens of organizations,

Preučeval sem na ducate organizacij,

thousands of people.

na tisoče ljudi.

I had engineers measuring their productivity.

Inženirje sem pripravil do tega, da so merili svojo produktivnost.

(Laughter)

(Smeh)

I looked at medical students' grades --

Ogledal sem si ocene študentov medicine,

even salespeople's revenue.

celo prihodke prodajalcev.

(Laughter)

(Smeh)

In, nepričakovano,

And, unexpectedly,

the worst performers in each of these jobs were the givers.

v vsaki izmed teh služb so se najslabše odrezali dajalci.

The engineers who got the least work done

Inženirji, ki opravijo najmanj dela,

were the ones who did more favors than they got back.

so tisti, ki naredijo več uslug, kot jih prejmejo.

Tako so zaposleni z delom drugih,

They were so busy doing other people's jobs,

da jim dobesedno zmanjka časa in energije, da bi dokončali svoje delo.

they literally ran out of time and energy to get their own work completed.

Na medicinski fakulteti imajo najslabše ocene tisti,

In medical school, the lowest grades belong to the students

who agree most strongly with statements like,

ki se najbolj strinjajo z izjavami, kot so:

"Rad pomagam drugim,"

"I love helping others,"

to pa namiguje, da je zaupanja vreden zdravnik

which suggests the doctor you ought to trust

is the one who came to med school with no desire to help anybody.

tisti, ki je šel študirat brez želje, da pomaga drugim.

(Smeh)

(Laughter)

And then in sales, too, the lowest revenue accrued

In tudi v prodaji so najmanj zaslužili

in the most generous salespeople.

najbolj dobrosrčni prodajalci.

I actually reached out to one of those salespeople

Stopil sem v stik z enim takim prodajalcem,

ki je veliko dajal.

who had a very high giver score.

And I asked him, "Why do you suck at your job --"

Vprašal sem: "Zakaj tako bedno opravljaš svoje delo?

I didn't ask it that way, but --

Nisem vprašal na tak način ...

(Laughter)

(Smeh)

"What's the cost of generosity in sales?"

"Kaj je davek velikodušnosti v prodaji?"

And he said, "Well, I just care so deeply about my customers

Rekel je: "Tako zelo mi je mar za svoje stranke,

that I would never sell them one of our crappy products."

da jim ne bi nikoli prodal enega od naših ušivih izdelkov."

(Laughter)

(Smeh)

So just out of curiosity,

Samo iz radovednosti,

koliko od vas se ima bolj za dajalca kot za jemalca oz. izenačevalca?

how many of you self-identify more as givers than takers or matchers?

Dvignite roke.

Raise your hands.

OK, it would have been more before we talked about these data.

Ok, več bi vas bilo, če ne bi prej govorili o teh podatkih.

But actually, it turns out there's a twist here,

Ampak, v bistvu se je izkazalo, da tukaj leži problem,

saj se dajalci pogosto žrtvujejo,

because givers are often sacrificing themselves,

but they make their organizations better.

ampak so zaradi njih organizacije boljše.

We have a huge body of evidence --

Tukaj imamo pomemben dokaz:

številne študije, ki opazujejo, kako pogosto se daje

many, many studies looking at the frequency of giving behavior

that exists in a team or an organization --

v skupini ali organizaciji -

in bolj pogosto, kot ljudje pomagajo, delijo svoje znanje

and the more often people are helping and sharing their knowledge

in nudijo mentorstvo,

and providing mentoring,

bolje gre organizaciji na vsakem področju:

the better organizations do on every metric we can measure:

večji dobiček, bolj zadovoljne stranke, zaposleni ostajajo,

higher profits, customer satisfaction, employee retention --

even lower operating expenses.

celo nižji stroški poslovanja.

So givers spend a lot of time trying to help other people

Dajalci tako porabijo veliko časa, da pomagajo drugim ljudem

and improve the team,

in se trudijo izboljšati skupino in, na žalost, med tem trpijo.

and then, unfortunately, they suffer along the way.

Rad bi vam povedal, kaj je potrebno,

I want to talk about what it takes

to build cultures where givers actually get to succeed.

da ustvarimo kulturo, v kateri dajalci dejansko uspejo.

So I wondered, then, if givers are the worst performers,

Vprašal sem se torej, če so dajalci najslabši pri delu,

who are the best performers?

kateri so najboljši?

Let me start with the good news: it's not the takers.

Naj začnem z dobro novico: niso jemalci.

Jemalci v večini služb hitro napredujejo, ampak hitro tudi nazadujejo.

Takers tend to rise quickly but also fall quickly in most jobs.

And they fall at the hands of matchers.

Nazadujejo zaradi izenačevalcev.

If you're a matcher, you believe in "An eye for an eye" -- a just world.

Če si izenačevalec, verjameš v "oko za oko" - pravičen svet.

And so when you meet a taker,

In tako, ko spoznaš jemalca,

you feel like it's your mission in life

imaš občutek, da moraš to osebo kruto kaznovati.

to just punish the hell out of that person.

(Laughter)

(Smeh)

And that way justice gets served.

In tako je pravici zadoščeno.

No, večina ljudi je izenačevalcev.

Well, most people are matchers.

To pomeni, da če si jemalec, se ti bo prej ali slej vse povrnilo;

And that means if you're a taker,

it tends to catch up with you eventually;

what goes around will come around.

vse se vrača, vse se plača.

And so the logical conclusion is:

Logičen rezultat je torej:

izenačevalci morajo biti najboljši pri svojem delu.

it must be the matchers who are the best performers.

But they're not.

Ampak niso.

In every job, in every organization I've ever studied,

Pri vsakem delu, v vsaki organizaciji, ki sem jo preučeval,

the best results belong to the givers again.

najboljše rezultate dosegajo dajalci.

Take a look at some data I gathered from hundreds of salespeople,

Poglejte nekaj podatkov, ki sem jih zbral od prodajalcev

tracking their revenue.

pri spremljanju njihovega prihodka.

Vidite lahko, da dajalci gredo v oba ekstrema.

What you can see is that the givers go to both extremes.

Sestavljajo večino ljudi z najmanjšimi prihodki,

They make up the majority of people who bring in the lowest revenue,

ampak tudi z največjimi.

but also the highest revenue.

Isti vzorci veljajo pri produktivnosti inženirjev

The same patterns were true for engineers' productivity

in ocenah študentov medicine.

and medical students' grades.

Dajalci predstavljajo večino na dnu in na vrhu

Givers are overrepresented at the bottom and at the top

vsakega področja, kjer se lahko meri uspeh.

of every success metric that I can track.

Which raises the question:

Postavlja se vprašanje:

How do we create a world where more of these givers get to excel?

Kako ustvariti svet, v katerem več dajalcev uspe?

I want to talk about how to do that, not just in businesses,

Rad bi govoril o tem, kako do tega priti ne le v poslu,

but also in nonprofits, schools --

temveč tudi v neprofitnih zavodih, šolah,

even governments.

celo v vladi.

Are you ready?

Ste pripravljeni?

(Cheers)

(Vzklikanje)

I was going to do it anyway, but I appreciate the enthusiasm.

V vsakem primeru bi vam povedal, ampak cenim navdušenje.

(Smeh)

(Laughter)

The first thing that's really critical

Prva resnično kritična zadeva je,

is to recognize that givers are your most valuable people,

da spoznate, da so dajalci vaši najbolj dragoceni ljudje,

ampak če niso previdni, izgorijo.

but if they're not careful, they burn out.

So you have to protect the givers in your midst.

Zato morate dajalce med vami obvarovati.

O tem me je ogromno naučil odgovoren za navezovanje stikov pri reviji Fortune.

And I learned a great lesson about this from Fortune's best networker.

It's the guy, not the cat.

Moški je, ne mačka.

(Laughter)

(Smeh)

His name is Adam Rifkin.

Ime mu je Adam Rifkin.

He's a very successful serial entrepreneur

Je uspešen lastnik številnih podjetij

who spends a huge amount of his time helping other people.

in ogromno časa posveti nudenju pomoči drugim.

And his secret weapon is the five-minute favor.

Njegovo skrivno orožje je pet-minutna usluga.

Adam said, "You don't have to be Mother Teresa or Gandhi

Adam je rekel: "Ni treba, da si Mati Tereza ali Gandi,

to be a giver.

da si dajalec.

Moraš le najti majhne načine, da veliko prispevaš

You just have to find small ways to add large value

to other people's lives."

v življenju drugih ljudi.

Lahko je tako preprosto kot, da predstavite

That could be as simple as making an introduction

dve osebi, ki lahko imata koristi od poznanstva.

between two people who could benefit from knowing each other.

Lahko nekoga nekaj naučiš ali mu daš povratne informacije.

It could be sharing your knowledge or giving a little bit of feedback.

Lahko je celo nekaj osnovnega, kot je ta obljuba:

Or It might be even something as basic as saying,

"Veš, potrudil se bom in ugotovil,

"You know,

I'm going to try and figure out

če lahko prepoznam koga, čigar delo ni nihče opazil."

if I can recognize somebody whose work has gone unnoticed."

And those five-minute favors are really critical

Te petminutne obljube so kritičnega pomena

to helping givers set boundaries and protect themselves.

pri pomoči dajalcem, da si postavijo meje in se zaščitijo.

The second thing that matters

Drugo, kar je pomembno, je

if you want to build a culture where givers succeed,

če želite ustvariti okolje, kjer dajalci uspejo,

is you actually need a culture where help-seeking is the norm;

da potrebujete okolje, kjer je iskanje pomoči norma;

where people ask a lot.

kjer se lahko prosi.

This may hit a little too close to home for some of you.

To se bo morda nekaterim od vas zdelo precej znano.

[So in all your relationships, you always have to be the giver?]

[Ali morate biti v vseh odnosih res vi tisti, ki dajete?]

(Smeh)

(Laughter)

What you see with successful givers

Kar je vidno pri uspešnih dajalcih,

je to, da se zavedajo, da je v redu, če tudi prejemajo.

is they recognize that it's OK to be a receiver, too.

If you run an organization, we can actually make this easier.

Če vodite organizacijo, lahko to olajšate.

We can make it easier for people to ask for help.

Olajšamo lahko to, da ljudje prosijo za pomoč.

A couple colleagues and I studied hospitals.

Z nekaj kolegi smo preučevali bolnišnice.

Na nekaterih oddelkih so sestre veliko prosile za pomoč,

We found that on certain floors, nurses did a lot of help-seeking,

na drugih pa bolj malo.

and on other floors, they did very little of it.

The factor that stood out on the floors where help-seeking was common,

Faktor, ki je izstopal tam, kjer je bilo iskanje pomoči pogosto,

where it was the norm,

kjer je bila to norma,

je bil, da je ena sestra opravljala le eno delo;

was there was just one nurse whose sole job it was

pomagala je drugim sestram na oddelku.

to help other nurses on the unit.

When that role was available,

Ko je bila ta vloga na voljo,

nurses said, "It's not embarrassing, it's not vulnerable to ask for help --

so sestre rekle: "Ni sramotno, nisi ranljiv, če prosiš za pomoč -

it's actually encouraged."

pravzaprav je zaželeno."

Help-seeking isn't important just for protecting the success

Iskanje pomoči ni pomembno le za ohranjanje uspeha

in dobrega počutja dajalcev.

and the well-being of givers.

It's also critical to getting more people to act like givers,

Bistvenega pomena je tudi zato, da dobimo več dajalcev,

because the data say

saj kot pravijo podatki,

that somewhere between 75 and 90 percent of all giving in organizations

nekje med 75 % in 90 % vsega dajanja v organizacijah

se začne s prošnjo.

starts with a request.

But a lot of people don't ask.

Ampak veliko ljudi ne prosi.

They don't want to look incompetent,

Ne želijo izpasti nekompetentni,

they don't know where to turn, they don't want to burden others.

ne vedo, kam se obrniti, ne želijo motiti drugih.

Yet if nobody ever asks for help,

Ampak, če nihče ne prosi za pomoč,

je v vaši organizaciji veliko frustriranih dajalcev,

you have a lot of frustrated givers in your organization

who would love to step up and contribute,

ki bi radi pristopili in pomagali,

če bi le vedeli, komu in kako.

if they only knew who could benefit and how.

But I think the most important thing,

Mislim pa, da je najpomembnejše,

if you want to build a culture of successful givers,

če želite ustvariti kulturo uspešnih dajalcev,

is to be thoughtful about who you let onto your team.

da ste previdni pri tem, komu dovolite v svojo ekipo.

I figured, you want a culture of productive generosity,

Mislil sem, da če želiš kulturo produktivne dobrosrčnosti,

you should hire a bunch of givers.

moraš zaposliti skupino dajalcev.

But I was surprised to discover, actually, that that was not right --

Presenečen pa sem ugotovil, da pravzaprav temu ni tako -

that the negative impact of a taker on a culture

negativen vpliv jemalcev v kulturi je navadno

is usually double to triple the positive impact of a giver.

dva- do trikrat bolj močen kot pozitivni vpliv dajalcev.

Think about it this way:

Pomislite tako:

one bad apple can spoil a barrel,

slabo jabolko lahko uniči cel zaboj,

but one good egg just does not make a dozen.

eno dobro jajce pa ne naredi ducata.

I don't know what that means --

Ne vem, kaj to pomeni ...

(Laughter)

(Smeh)

But I hope you do.

Upam pa, da vi veste.

Ne - spustite le enega jemalca v skupino

No -- let even one taker into a team,

and you will see that the givers will stop helping.

in videli boste, da bodo dajalci nehali pomagati.

They'll say, "I'm surrounded by a bunch of snakes and sharks.

Rekli bodo: "Obkroža me skupina kač in morskih psov.

Why should I contribute?"

Zakaj bi pomagal?"

Whereas if you let one giver into a team,

Če imate pa enega dajalca v skupini,

you don't get an explosion of generosity.

to ne pomeni eksplozije dobrosrčnosti.

Večina ljudi si misli:

More often, people are like,

"Great! That person can do all our work."

"Super! Ta oseba lahko opravi vse naše delo."

Učinkovito zaposlovanje, preverjanje in gradnja ekipe

So, effective hiring and screening and team building

is not about bringing in the givers;

torej ne pomeni, da pripeljemo dajalce,

temveč da odstranimo jemalce.

it's about weeding out the takers.

Če to dobro opravite, boste imeli dajalce in izenačevalce.

If you can do that well,

you'll be left with givers and matchers.

Dajalci bodo dobrosrčni,

The givers will be generous

saj jim ne bo treba skrbeti o posledicah.

because they don't have to worry about the consequences.

In dobra stran izenačevalcev je, da bodo sledili normi.

And the beauty of the matchers is that they follow the norm.

So how do you catch a taker before it's too late?

Kako torej opaziti jemalca, preden je prepozno?

We're actually pretty bad at figuring out who's a taker,

Pravzaprav smo precej slabi pri ugotavljanju, kdo je jemalec,

especially on first impressions.

predvsem ob prvem stiku.

There's a personality trait that throws us off.

Ena osebnostna značilnost nas zmede.

It's called agreeableness,

Pravimo ji prijetnost,

ena izmed velikih dimenzij osebnosti v vseh kulturah.

one the major dimensions of personality across cultures.

Agreeable people are warm and friendly, they're nice, they're polite.

Prijetni ljudje so topli in prijateljski, so prijazni, so vljudni.

You find a lot of them in Canada --

Veliko jih je v Kanadi -

(Smeh)

(Laughter)

Where there was actually a national contest

V bistvu je tam potekalo državno tekmovanje

to come up with a new Canadian slogan and fill in the blank,

iskanja novega kanadskega slogana z dokončanjem stavka,

"Kanadski kot ..."

"As Canadian as ..."

I thought the winning entry was going to be,

Mislil sem, da bo zmagovalec,

"Kanadski kot javorjev sirup," ali "... hokej."

"As Canadian as maple syrup," or, "... ice hockey."

Ampak ne, Kanadčani so glasovali, da bo njihov nov slogan -

But no, Canadians voted for their new national slogan to be --

ne šalim se -

I kid you not --

"Kanadski kot je možno, glede na okoliščine."

"As Canadian as possible under the circumstances."

(Smeh)

(Laughter)

Tisti, ki ste izredno prijetni

Now for those of you who are highly agreeable,

ali morda deloma Kanadčani,

or maybe slightly Canadian,

you get this right away.

vam je takoj jasno.

Kako lahko rečem, da sem nekaj,

How could I ever say I'm any one thing

če pa se ves čas prilagajam, da ugodim drugim ljudem?

when I'm constantly adapting to try to please other people?

Disagreeable people do less of it.

Neprijetni ljudje niso taki.

They're more critical, skeptical, challenging,

So bolj kritični, skeptični, kljubovalni

and far more likely than their peers to go to law school.

in bolj pogosto kot sovrstniki se odločajo za študij prava.

(Laughter)

(Smeh)

That's not a joke, that's actually an empirical fact.

To ni šala, to je empirično dejstvo.

(Smeh)

(Laughter)

Vedno sem predvideval, da so prijetni ljudje dajalci

So I always assumed that agreeable people were givers

and disagreeable people were takers.

in neprijetni ljudje jemalci.

But then I gathered the data,

Potem pa sem zbral podatke

in presenečen ugotovil, da med temi lastnostmi ni povezave,

and I was stunned to find no correlation between those traits,

because it turns out that agreeableness-disagreeableness

saj se je izkazalo, da sta prijetnost oz. neprijetnost le maski:

is your outer veneer:

Kako prijeten si v medsebojnih stikih?

How pleasant is it to interact with you?

Medtem ko dajanje in prejemanje izvirata iz notranjosti:

Whereas giving and taking are more of your inner motives:

What are your values? What are your intentions toward others?

Kaj so vaše vrednote? Kaj so vaši nameni z drugimi?

If you really want to judge people accurately,

Če želite človeka oceniti pravilno,

morate priti do trenutka, na katerega čakajo vsi svetovalci v prostoru

you have to get to the moment every consultant in the room is waiting for,

in narisati 2x2 tabelo.

and draw a two-by-two.

(Laughter)

(Smeh)

The agreeable givers are easy to spot:

Prijetne dajalce je lahko prepoznati:

they say yes to everything.

z vsem se strinjajo.

The disagreeable takers are also recognized quickly,

Tudi neprijetne jemalce opazimo hitro,

although you might call them by a slightly different name.

ampak imenovali bi jih nekoliko drugače.

(Laughter)

(Smeh)

We forget about the other two combinations.

Pozabljamo na drugi dve kombinaciji.

There are disagreeable givers in our organizations.

V organizacijah so neprijetni dajalci.

There are people who are gruff and tough on the surface

So ljudje, ki so osorni in močni na zunaj,

but underneath have others' best interests at heart.

v sebi pa želijo vsem le najboljše.

Kot je rekel nek inženir:

Or as an engineer put it,

"Oh, disagreeable givers --

"Oh, neprijetni dajalci ...

kot nekdo s slabim uporabniškim vmesnikom, ampak odličnim operacijskim sistemom.

like somebody with a bad user interface but a great operating system."

(Smeh)

(Laughter)

If that helps you.

Če vam to kaj pomaga.

(Laughter)

(Smeh)

Disagreeable givers are the most undervalued people in our organizations,

Neprijetni dajalci so ljudje, ki jih v organizacijah najbolj podcenjujemo,

because they're the ones who give the critical feedback

saj so to tisti, ki podajo negativno oceno,

ki je nihče ne želi slišati, vsak pa jo mora prejeti.

that no one wants to hear but everyone needs to hear.

Veliko bolj bi morali ceniti take ljudi,

We need to do a much better job valuing these people

ne pa da jih takoj odpišemo

as opposed to writing them off early,

and saying, "Eh, kind of prickly,

in rečemo: "Ah, nekoliko občutljiv,

must be a selfish taker."

najbrž je sebičen jemalec."

The other combination we forget about is the deadly one --

Druga kombinacija, na katero pozabljamo, je smrtonosna -

prijeten jemalec, poznan tudi kot slepar.

the agreeable taker, also known as the faker.

This is the person who's nice to your face,

To je oseba, ki je do vas prijazna,

and then will stab you right in the back.

a vam bo zarila nož v hrbet.

(Laughter)

(Smeh)

And my favorite way to catch these people in the interview process

Moj najljubši način, da ujamem te ljudi med razgovorom,

is to ask the question,

je, da jih vprašam:

"Ali mi naštejete štiri ljudi,

"Can you give me the names of four people

ki ste jim temeljito izboljšali kariero?

whose careers you have fundamentally improved?"

The takers will give you four names,

Jemalci bodo našteli štiri ljudi

and they will all be more influential than them,

in vsi bodo bolj vplivni kot jemalci sami,

saj jemalci so odlični pri prilizovanju in nato vas poteptajo.

because takers are great at kissing up and then kicking down.

Givers are more likely to name people who are below them in a hierarchy,

Dajalci bodo bolj verjetno podali imena ljudi, ki so pod njimi,

who don't have as much power,

ki nimajo toliko moči,

who can do them no good.

ki jim nič ne koristijo.

And let's face it, you all know you can learn a lot about character

In priznajmo si, o karakterju osebe se lahko veliko naučimo,

by watching how someone treats their restaurant server

če jo opazujemo, kako se obnaša do natakarja

ali do voznika taksija.

or their Uber driver.

So if we do all this well,

Če smo dobri pri tem,

if we can weed takers out of organizations,

če odstranimo jemalce iz organizacije,

if we can make it safe to ask for help,

če spodbujamo spraševanje po pomoči,

if we can protect givers from burnout

če zavarujemo dajalce, da ne izgorijo

and make it OK for them to be ambitious in pursuing their own goals

in odobrimo njihovo ambicioznost in željo bo doseganju ciljev,

as well as trying to help other people,

kot tudi željo po pomoči drugim ljudem,

lahko spremenimo definicijo uspeha.

we can actually change the way that people define success.

Namesto, da rečemo, da je vse tekmovanje in da gre za zmago,

Instead of saying it's all about winning a competition,

people will realize success is really more about contribution.

se bodo ljudje zavedli, da gre pri uspehu bolj za prispevanje.

I believe that the most meaningful way to succeed

Verjamem, da je najbolj smiseln način uspeha ta,

da pomagamo drugim ljudem uspeti.

is to help other people succeed.

In če bo ta ideja zaokrožila,

And if we can spread that belief,

we can actually turn paranoia upside down.

lahko obrnemo paranojo na glavo.

There's a name for that.

To ima ime.

It's called "pronoia."

To imenujemo "pronoja"

Pronoja je blodno prepričanje,

Pronoia is the delusional belief

that other people are plotting your well-being.

da drugi načrtujejo, da se boste dobro počutili.

(Laughter)

(Smeh)

That they're going around behind your back

Da za vašimi hrbti

and saying exceptionally glowing things about you.

govorijo izredno bleščeče stvari o vas.

The great thing about a culture of givers is that's not a delusion --

Dobra stvar kulture dajalcev je, da ni blodnja;

it's reality.

je resničnost.

I want to live in a world where givers succeed,

Želim živeti v svetu, kjer dajalci uspejo

and I hope you will help me create that world.

in upam, da mi boste uspeli ustvariti tak svet.

Thank you.

Hvala.

(Applause)

(Aplavz)