Are you a giver or a taker? | Adam Grant

Translator: Leslie Gauthier Reviewer: Camille Martínez

Translator: Sophia Mwema Reviewer: Joachim Mangilima

I want you to look around the room for a minute

Kila mtu achukue dakika kuangalia watu humu ndani,

jaribu kumtafuta mwenye wasiwasi kuliko wote

and try to find the most paranoid person here --

(Laughter)

(Vicheko)

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

Sasa nionyeshe huyo mtu kwa kidole

(Laughter)

(Vicheko)

OK, don't actually do it.

Acha, natania, usinioneshe

(Laughter)

(Vicheko)

Kama mwanasaikolojia,

But, as an organizational psychologist,

I spend a lot of time in workplaces,

Nimetumia muda mwingi katika mahali pa kazi,

and I find paranoia everywhere.

na ninaiona hio paranoia kila mahali.

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

Paranoia inasababishwa na watu nawaita "wapokeaji."

Takers are self-serving in their interactions.

Wapokeaji ni wabinafsi katika mahusiano.

Wanajali sana: utawahudumiaje wao.

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

The opposite is a giver.

Kinyume chao ni "watoaji"

It's somebody who approaches most interactions by asking,

Hawa ni watu ambao katika mahusiano yao, huuliza,

"Ni namna ipi naweza kukuhudumia?"

"What can I do for you?"

Ntawapa nafasi ya kutafakari tabia zenu.

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

Sote tumekuwa watoaji na wapokeaji katika nyakati mbalimbali.

We all have moments of giving and taking.

Tabia yako ni namna unavyohusiana na watu mara nyingi,

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

bila ya kujifikiria

your default.

I have a short test you can take

Nina jaribio fupi la kuwasaidia

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

kutambua kama wewe ni mtoaji au mpokeaji;

and you can take it right now.

na mnaweza kulifanya sasa hivi.

[The Narcissist Test]

[Tambua kama unajihusudu)

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

[Hatua ya 1: Chukua muda kujifikiria.]

(Laughter)

(Vicheko)

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

[Hatua ya 2: Kama umeshaifikia hatua ya pili, haujihusudu.]

(Laughter)

(Vicheko)

Hilo pekee nitasema leo bila ya data za kuthibitisha.

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,

Ninaamani kama imekuchukua muda kuicheka hii katuni

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

tuwe na shaka kwamba wewe ni mpokeaji

(Laughter)

(Vicheko)

Of course, not all takers are narcissists.

Hakika wapokeaji wote sio wabinafsi

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

Baadhi ni watoaji waliotumika sana na kuchoka.

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

Pia kuna wapokeaji ambao hatutaongelea leo,

and that's called a psychopath.

wale wagonjwa wa akili.

(Vicheko)

(Laughter)

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

Nilitaka kuthibitisha uhalali wa pande hizi mbili,

and so I surveyed over 30,000 people across industries

hivyo nikatafiti zaidi ya watu 30,000 kwenye sekta

na tamaduni mbalimbali.

around the world's cultures.

And I found that most people are right in the middle

Nikakuta kwamba wengi wako katikati -

kati ya kutoa na kupokea.

between giving and taking.

They choose this third style called "matching."

Hawa huchagua mtindo wa tatu "kulipiza."

Walipizaji huweka usawa kati kutoa na kupokea:

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

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

nipe nikupe --nitakusaidia ukinisaidia.

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

Inaonekana kama namna salama ya kuishi.

Ila, je, ni njia fanisi ya kuishi?

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

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

Jibu la hakika kwa swali hilo, ni

maybe.

labda.

(Vicheko)

(Laughter)

I studied dozens of organizations,

Nimechunguza mashirika kadhaa,

thousands of people.

maelfu ya watu.

I had engineers measuring their productivity.

Nmepima tija miongoni wahandisi.

(Laughter)

(Vicheko)

I looked at medical students' grades --

Nimeangalia maksi ya wanafunzi wa udaktari

even salespeople's revenue.

na hata mapato ya watu wa mauzo

(Laughter)

(Vicheko)

Cha kushtua, ni

And, unexpectedly,

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

watoaji wanafanya vibaya kuliko wote, katika kila fani.

The engineers who got the least work done

Wahandisi wanaofanya vibaya kazini

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

ndio wanaotoa fadhila kuliko wanapokea.

They were so busy doing other people's jobs,

Wako makini kufanya kazi za watu wengine,

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

hata hawana muda au nguvu ya kufanya kazi zao.

Katika udaktari, maksi za chini ni za

In medical school, the lowest grades belong to the students

who agree most strongly with statements like,

wanafunzi wanaokubaliana na kauli kama,

"Ninapenda kuwasaidia wengine,"

"I love helping others,"

ambacho inapendekeza umuamini zaidi daktari

which suggests the doctor you ought to trust

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

ambaye hana lengo la kusaidia mtu yeyote.

(Laughter)

(Vicheko)

And then in sales, too, the lowest revenue accrued

Katika mauzo, mapato ya chini yanaokeana

in the most generous salespeople.

miongoni mwa wauzaji wakarimu.

I actually reached out to one of those salespeople

Niliongea na mmoja kati ya

wauzaji ambao ni watoaji.

who had a very high giver score.

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

Nikamuuliza, "Kwa nini unafanya vibaya hivyo --"

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

Sikuuliza namna hiyo, lakini -

(Laughter)

(Vicheko)

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

"Nini gharama ya ukarimu katika mauzo?"

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

Akasema, "Naam, ninawajali wateja wangu

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

kwamba kamwe siwezi kuwauzia bidhaa zetu ovyo. "

(Laughter)

(Vicheko)

So just out of curiosity,

Hivyo, kwa faida yangu,

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

wangapi mnajitambua zaidi kama watoaji

kuliko wapokeaji au wanaolipizaji?

Inua mkono.

Raise your hands.

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

OK, ingekuwa zaidi kabla kuongelea hizi takwimu.

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

Lakini, kuna cha kushangaza zaidi hapa,

kwa sababu watoaji mara nyingi hujitoa wenyewe,

because givers are often sacrificing themselves,

but they make their organizations better.

huyaboresha mashirika yao zaidi.

We have a huge body of evidence --

Tuna ushahidi mwingi --

tafiti nyingi kuhusu tabia za watoaji

many, many studies looking at the frequency of giving behavior

that exists in a team or an organization --

katika timu au shirika --

na zaidi watu wanavyosaidiana, kufundisha

and the more often people are helping and sharing their knowledge

wengine na kushauriana,

and providing mentoring,

the better organizations do on every metric we can measure:

ndivyo huboresha mashirika katika kila kipimo:

faida, kuridhisha wateja, kuvutia wafanyakazi -

higher profits, customer satisfaction, employee retention --

even lower operating expenses.

hata hupunguza gharama za uendeshaji.

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

Hivyo watoaji hutumia muda mwingi

kusaidia wengine

and improve the team,

na kuboresha timu,

and then, unfortunately, they suffer along the way.

kwa bahati mbaya, wanajikuta kwenye hasara.

Nataka kuzungumzia namna ya

I want to talk about what it takes

to build cultures where givers actually get to succeed.

kujenga utamaduni ambapo watoaji wanafanikiwa.

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

Hivyo nilijiuliza kama watoaji sio watekelezaji bora,

who are the best performers?

wapi ni watekelezaji bora?

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

Nitanza na habari njema: siyo wapokeaji.

Wapokeaji hupanda haraka

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

lakini pia huanguka upesi maofisini.

And they fall at the hands of matchers.

Na huanguka katika mikono ya walipizaji.

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

Kama mlipizaji,

unafuata sheria ya "jicho kwa jicho" - ndiyo haki.

And so when you meet a taker,

Hivyo unapokutana na mpokeaji,

you feel like it's your mission in life

unalifanya jukumu lako

to just punish the hell out of that person.

kumuadhibu mpokeaji, kumtia adabu.

(Laughter)

(Vicheko)

And that way justice gets served.

Na hivyo haki hutolewa.

Naam, watu wengi ni walipizaji.

Well, most people are matchers.

Ina maana, kama wewe ni mpokeaji,

And that means if you're a taker,

it tends to catch up with you eventually;

hatimaye, balaa hukupata;

what goes around will come around.

Kwendako mema, hurudi mema.

And so the logical conclusion is:

Hivyo hitimisho lenye mantiki ni:

walipizaji ndio wafanyakazi bora.

it must be the matchers who are the best performers.

But they're not.

Lakini, hapana, siyo.

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

Katika kila fani, kila shirika, nimechunguza,

the best results belong to the givers again.

watoaji, tena, ndio wenye matokeo bora.

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

Tuangalie baadhi ya takwimu nimekusanya, za mapato

tracking their revenue.

ya watu wa mauzo.

Unachoona ni kwamba watoaji wako katika vikomo vyote.

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

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

Wengi wao huleta mapato ya chini,

but also the highest revenue.

lakini pia mapato ya juu.

The same patterns were true for engineers' productivity

Mwelekeo huo ni kweli pia kwenye tija za wahandisi

na maksi za wanafunzi wa udaktari.

and medical students' grades.

Givers are overrepresented at the bottom and at the top

Watoaji wana uwakilishi mkubwa chini na juu

katika kila kipimo cha mafanikio.

of every success metric that I can track.

Which raises the question:

Hivyo swali ni:

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

Jinsi gani tunaweza kujenga dunia ambapo watoaji hufanikiwa?

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

Nitazungumzi jinsi ya kufanya hivyo, sio tu katika biashara,

but also in nonprofits, schools --

ila katika taasisi mbalimbali

even governments.

na hata serikalini.

Are you ready?

Mko tiyari?

(Cheers)

(Makofi)

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

Ningewaambia hata hivyo, ila asante kwa shauku.

(Laughter)

(Vicheko)

The first thing that's really critical

Kitu cha kwanza muhimu

is to recognize that givers are your most valuable people,

ni kutambua kwamba watoaji ni watu muhimu,

ila tusipoangalia, tutawakatisha tamaa.

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

So you have to protect the givers in your midst.

Hivyo, tunabidi kuwalinda watoaji miongoni mwetu

Nimejifunza mengi kutoka kwa mwanamitandao bora wa Fortune.

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

It's the guy, not the cat.

Ni huyo mtu, sio paka

(Laughter)

(Vicheko)

His name is Adam Rifkin.

Anaitwa Adamu Rifkin.

He's a very successful serial entrepreneur

Yeye ni mwekezaji mahiri.

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

Hutumia muda mwingi akisaidia wengine.

And his secret weapon is the five-minute favor.

Siri yake ya mafanikio ni kutoa dakika tano za fadhila.

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

Adamu alisema, "Huhitaji kuwa Mama Teresa or Gandhi

to be a giver.

kuwa mtoaji.

Unabidi utafute njia ndogondogo tu

You just have to find small ways to add large value

to other people's lives."

za kushika maisha ya watu."

Kama kuwatambulisha watu wawili

That could be as simple as making an introduction

between two people who could benefit from knowing each other.

wanaoweza kufaidika kwa kujuana.

Inaweza kuwa kutoa maarifa yako au kutoa maoni.

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

Au hata kusema kitu kama,

Or It might be even something as basic as saying,

"Unajua,

"You know,

I'm going to try and figure out

nitajaribu kumtambua mtu

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

ambaye kazi yake hakujatambuliwa. "

And those five-minute favors are really critical

Hizo dakika tano za fadhila ni muhimu

to helping givers set boundaries and protect themselves.

kusaidia watoaji kujiwekea mipaka

na kujihami.

The second thing that matters

Jambo la pili la msingi

if you want to build a culture where givers succeed,

katika kujenga utamaduni ambapo watoaji wanafanikiwa,

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

ni kuhamasisha utamaduni wa kutafuta msaada;

where people ask a lot.

ambapo watu huuliza na huomba kusaidiwa.

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

Hii inaweza kuwaogopesha baadhi yenu.

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

[katika mahusiano yako, ni lazima uwe mtoaji daima?]

(Laughter)

(Vicheko)

What you see with successful givers

Utakachogundua katika watoaji waliofanikiwa

ni wanatambua kwamba ni sawa kuwa mpokeaji pia.

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

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

Kama unamiliki shirika, tunaweza kukurahisishia.

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

Tunaweza kurahishia watu kuomba msaada.

A couple colleagues and I studied hospitals.

Mimi na wenzangu tulifanya utafiti katika mahospitali.

Tuligundua wauguzi katika baadhi za wadi

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

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

waliomba kusaidiwa, kuliko wadi nyingine.

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

Kilichozitofautisha wadi ambazo

where it was the norm,

kuomba msaada ilikuwa kawaida, ni kulikuwa

na muuguzi mmoja ambaye kazi yake

was there was just one nurse whose sole job it was

to help other nurses on the unit.

ni kuwasaidia wengine katika kitengo.

When that role was available,

Msaada ulipohitajika, wauguzi walisema,

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

"Sio aibu kuomba msaada -

it's actually encouraged."

bali tabia inayohamasishwa."

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

Kutafuta msaada ni muhimu katika kuwalinda,

pia kwa ajili ya ustawi wa watoaji.

and the well-being of givers.

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

Na kuhamisisha tabia za watoaji,

because the data say

kwa sababu takwimu zinaonyesha kwamba

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

asilimia 75 hadi 90 ya utoaji

huanzia na ombi.

starts with a request.

But a lot of people don't ask.

Lakini watu wengi hawaulizi.

They don't want to look incompetent,

Wanahofia kuonekana hawajui,

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

hawajui wageukia wapi, wanaogopa kuwasumbua wenzao.

Ikiwa kamwe hakuna anayeomba msaada,

Yet if nobody ever asks for help,

you have a lot of frustrated givers in your organization

utakuwa na watoaji wengi waliokatishwa tamaa,

who would love to step up and contribute,

ambao wangependa kuchangia kwa kusaidia,

if they only knew who could benefit and how.

laiti wangejua nani anahitaji msaada na kwa namna gani.

But I think the most important thing,

Lakini jambo muhimu zaidi kama

if you want to build a culture of successful givers,

unataka kujenga utamaduni ambapo watoaji wanafanikiwa,

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

ni kuwa mwangalifu kuhusu nani unaweka kwenye timu yako.

I figured, you want a culture of productive generosity,

Kama unataka utamaduni wa ukarimu na uzalishaji,

you should hire a bunch of givers.

unapaswa kuajiri watoaji.

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

Lakini nilishangaa kugundua kwamba hiyo haikuwa sahihi --

that the negative impact of a taker on a culture

mapungufu ya mpokeaji

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

ni mara mbili au mara tatu zaidi kuliko manufaa ya mtoaji.

Think about it this way:

Ifiikirie hivi:

one bad apple can spoil a barrel,

tunda moja baya linaweza kuharibu kikapu chote,

but one good egg just does not make a dozen.

lakini yai moja nzuri haliwezi kuboresha dazeni nzima.

I don't know what that means --

Sijui hii ina maana gani--

(Laughter)

(Vicheko)

But I hope you do.

Lakini natumaini mnaelewa.

Yani-- weka hata mpokeaji mmoja kwenye timu,

No -- let even one taker into a team,

and you will see that the givers will stop helping.

na utaona kwamba watoaji wataacha kusaidia.

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

Watasema, "Nimezungukwa na rundo la nyoka na papa.

Why should I contribute?"

Kwa nini mimi nichangie? "

Whereas if you let one giver into a team,

Wakati, ukiweka mtoaji mmoja kwenye timu,

you don't get an explosion of generosity.

huwezi kupata mlipuko wa ukarimu.

Mara nyingi zaidi, watu hufikiri,

More often, people are like,

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

"Afadhali! Huyo anaweza kufanya kazi yetu yote."

Hivyo, ufanisi katika kuajiri na kujenga timu

So, effective hiring and screening and team building

is not about bringing in the givers;

haihusishi kuleta pamoja watoaji tu;

ila pia kuwatoa wapokeaji nje ya shirika.

it's about weeding out the takers.

Ukifanikiwa,

If you can do that well,

you'll be left with givers and matchers.

utabakiza watoaji na walipizaji.

Watoaji watakuwa wakarimu

The givers will be generous

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

kwa sababu hawana wasiwasi kuhusu kupokea fadhila.

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

Na uzuri wa walipizaji ni kwamba wanafuata musuada uliopo.

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

Hivyo ni jinsi gani utamtambua mpokeaji, mapema?

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

Sio rahisi kumtambua mpokeaji

especially on first impressions.

hasa kufuata tu hisia zetu za mwanzo.

There's a personality trait that throws us off.

Kuna tabia ambayo hutupotosha .

It's called agreeableness,

Inaitwa wito upendezi,

kati ya vipimo vikuu vya hulka

one the major dimensions of personality across cultures.

miongoni mwa tamaduni mbalimbali.

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

Watu wapendezi ni wakarimu, wema, wanyenyekevu.

You find a lot of them in Canada --

Utawakuta wengi wao Kanada --

(Vicheko)

(Laughter)

Where there was actually a national contest

Ambapo kulikuwa na shindano la kitaifa

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

la kutafuta kauli mbiu mpya ya Kanada kwa kujaza tashbihi,

"As Canadian as ..."

"Mkanada kama ..."

I thought the winning entry was going to be,

Nilidhani kauli mbiu itakayoshinda ingekuwa,

"Mkanada kama maple syrup," au, "... Hoki ya barafuni ."

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

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

Lakini, hapana. Kura zilichagua kauli mbiu mpya kuwa -

I kid you not --

na siwatanii --

"As Canadian as possible under the circumstances."

"Mkanada kama iwezekanavyo, katika mazingira haya. "

(Laughter)

(Vicheko)

Sasa kwa wale ambao ni wapendezi,

Now for those of you who are highly agreeable,

or maybe slightly Canadian,

au labda ni wakanada kidogo

you get this right away.

mtaielewa upesi.

How could I ever say I'm any one thing

Ninawezaje kusema kuwa mimi ni aina moja pekee

wakati daima ninajibadilisha kuridhisha wengine?

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

Disagreeable people do less of it.

Watu nongwa hujaribu mara chache zaidi.

They're more critical, skeptical, challenging,

Hawa, wana mashaka, ni wakasoaji, ni changamoto

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

na ndio wenye kwenda kusoma sheria.

(Laughter)

(Vicheko)

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

Hiyo sio utani; ni kweli kama kanuni.

(Vicheko)

(Laughter)

So I always assumed that agreeable people were givers

daima nildhani watu wapendezi ni watoaji

and disagreeable people were takers.

na watu nongwa ni wapokeaji.

But then I gathered the data,

Nilipofanya utafiti,

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

nilistaajabu kukuta hakuna uhusiano katika sifa hizo,

because it turns out that agreeableness-disagreeableness

kwa sababu tabia ya upendezi au nongwa

ni gamba la nje tu:

is your outer veneer:

How pleasant is it to interact with you?

Je, watu wanajisikiaje baada ya kuzungumza na wewe?

Whereas giving and taking are more of your inner motives:

Wakati kutoa na kupokea inategemea nia yako:

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

Je, maadili yako ni yapi? Je, nia yako kwa wengine ni ipi?

If you really want to judge people accurately,

Kama unataka kusoma watu kwa usahihi,

utataka kuwepo katika chumba wakati kila mshauri anasubiri,

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

and draw a two-by-two.

kupata picha halisi.

(Laughter)

(Vicheko)

The agreeable givers are easy to spot:

Ni rahisi kuwatambua watoaji wapendezi:

they say yes to everything.

wao husema ndiyo kwa kila kitu.

The disagreeable takers are also recognized quickly,

Wapokeaji nongwa wanatambulika kirahisi pia,

although you might call them by a slightly different name.

ingawa unaweza kuwaita kwa jina tofauti kidogo.

(Laughter)

(Vicheko)

We forget about the other two combinations.

Tunasahau makundi mengine mbili.

There are disagreeable givers in our organizations.

Kuna watoaji nongwa katika mashirika.

There are people who are gruff and tough on the surface

Hawa wanaonekana wagumu kwa nje

but underneath have others' best interests at heart.

lakini hujali sana maslahi ya wengine.

Au kama mhandisi anavyoiweka,

Or as an engineer put it,

"Oh, disagreeable givers --

"Ah, watoaji nongwa ni -

kama mtu mwenye kiolesura kibaya cha mtumiaji

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

lakini mfumo mzuri."

(Vicheko)

(Laughter)

If that helps you.

Kama inawasaidia.

(Laughter)

(Vicheko)

Disagreeable givers are the most undervalued people in our organizations,

Watoaji nongwa hawathaminiwi katika mashirika yetu,

because they're the ones who give the critical feedback

kwa sababu huotoa changamoto

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

ambazo watu hawataki kusikia hata kama tunahizitaji.

We need to do a much better job valuing these people

Tunahitaji kuwathamini zaidi watu hawa

as opposed to writing them off early,

badala ya kuwapuuza,

and saying, "Eh, kind of prickly,

na kusema, "Eh, wanakera,

must be a selfish taker."

lazima awe mpokeaji nongwa."

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

Kundi jingine hatari tunasahau ni-

the agreeable taker, also known as the faker.

mpokeaji mpendezi, pia anajulikana kama muigizaji.

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

Huyu ni mtu mwema akiwa mbele yako,

and then will stab you right in the back.

na ukigeuka hukuchoma.

(Laughter)

(Vicheko)

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

Napenda kuwakamata hawa watu katika usahili

is to ask the question,

kwa kuuliza swali,

"Je, unaweza kunipa majina ya watu wanne

"Can you give me the names of four people

ambao umewasaidia kimsingi kazini?"

whose careers you have fundamentally improved?"

The takers will give you four names,

Wapokeaji watakupa hayo majina manne,

and they will all be more influential than them,

na wote watakuwa na mafinikio zaidi kuliko wao,

kwa sababu wapokeaji ni wastadi katika kunyenyekea

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

wakuu wao na kudharau walio chini.

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

Watoaji wanajua zaidi majina ya watu chini ya uongozi wao,

who don't have as much power,

ambao hawana mamlaka mingi,

who can do them no good.

ambao hawana mchango muhimu kwao.

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

Hakika, tunafahamu kuwa tunajifunza mengi kuhusu tabia ya mtu

by watching how someone treats their restaurant server

kwa kumuangalia anavyohusiana na mhudumu

or their Uber driver.

au dereva wa Uber.

So if we do all this well,

Hivyo tukifanya yote vizuri,

if we can weed takers out of organizations,

kama tutatoa wapokeaji katika mashirika,

if we can make it safe to ask for help,

kama tutaweza kuwahakikishia usalama wanaoomba msaada,

if we can protect givers from burnout

kama tutaweza kuwalinda watoaji wasichoke

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

na kuwawezesha kutimiza malengo yao

as well as trying to help other people,

na pia kusaidia watu wengine,

tunaweza kubadilisha mtizamo wa watu

we can actually change the way that people define success.

wanavyotizama mafanikio.

Badala ya kuona ni mashindano,

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

people will realize success is really more about contribution.

watu watatambua mafanikio kama mchango kijumuiya zaidi.

I believe that the most meaningful way to succeed

Naamini kuwa njia kuu ya kufanikiwa

ni kuwasaidia watu wengine wafanikiwe.

is to help other people succeed.

Na kama tunaweza kusambaza imani hio,

And if we can spread that belief,

we can actually turn paranoia upside down.

tunaweza kweli kuigeuza paranoia.

There's a name for that.

Kuna jina kwa ajili hiyo

It's called "pronoia."

inaitwa "pronoia."

Pronoia ni imani kwamba

Pronoia is the delusional belief

that other people are plotting your well-being.

wengine wanapanga mema kwa ajili yako.

(Laughter)

(Vicheko)

That they're going around behind your back

Kwamba wanakuzunguka

and saying exceptionally glowing things about you.

na kuimba sifa zako.

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

Uzuri wa utamaduni wa watoaji ni kwamba hio sio njozi,

it's reality.

huo ndio uhalisia.

I want to live in a world where givers succeed,

Ningependa kuishi kwenye dunia ambayo watoaji wanafanikiwa.

and I hope you will help me create that world.

Natumaini nyote mtanisaidia kujenga ulimwengu huo.

Thank you.

Asanteni.

(Applause)

(Makofi)