🧬 "Good" or "Yes"? Decoding leaders who attract and run good people like a

When "way of thinking" is more important than "ability"

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💥 Why do today's leaders often say, "People are strategies, not just resources"?

Global organizations don't grow from fancy strategic plans in boardrooms, but from "people who are right," who know how to turn plans into results. In an age where tools and technology are hardly different, the competitive advantage is not what you have, but who you have, and how you use them?

But the shocking thing is that many organizations fail to use A-Player because they are trapped in two key stages:

1. Attraction level = "Attract the talented, because corporate culture is not conducive."

2. Administration checkpoint = "Get good people, but use them the wrong way."

These problems are not caused by a lack of high salaries or good welfare, but by a "thinking structure that doesn't change." Organizations also view good people as just workers (resources) instead of "strategic assets" that need to invest and design specialized administrative systems.

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🧭 The iron rule of using A-Player?

To use good people to work is not just to "hire," but to "build a system" so that these people can truly emit their potential.

1. Don't think of yourself as the best.

* Global organizations like Google or Netflix dare to hire people who are better than CEOs because they believe that "trust" (Trust) produces more results than "control" (Control).

* A true leader is someone who dares good people to make themselves look smaller to make the organization grow.

2. Pay the price a good person deserves.

* Organizations like Adobe and Atlassian understand that "quality is always expensive, but mistakes are more expensive."

* They unhesitatingly invest in talent, knowing that hiring one talent can be tantamount to getting an effective team in the entire department.

3. Use to match the potential and rhythm of the enterprise.

* There are many types of good people. Some are Builder-suited for the initial phase. Some are Scaler-suited for the extended phase. If used at the wrong time, the leader may unknowingly kill their potential.

* Airbnb and Stripe are successful case studies because they always "match" the elite to match the growth phase of the organization.

4. Provide more resources than just salaries.

* A-Player does not need only compensation, but needs "areas" that allow him to create works, such as accessible information, ready-to-use tools, a strong team, and clear time.

* Amazon and Spotify create an "Autonomous Squad" system to make good teams independent and measurable. The organization is driven agile without every control.

5. Trust and retreat artistically.

* Don't hire a good man and command him everything. Leaders must dare to "let go" and not destroy the power of the team with Micromanagement.

* Because creativity stops immediately when a good person feels untrusted.

6. Learn from the people you hired.

* Satya Nadella (Microsoft) once said, "A good leader is not one who knows everything, but one who learns from everyone he employs."

* Every hire is an opportunity to take the organization and the leaders themselves a step further.

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🔬 Read the "people" game before it's late?

1.A-Player - Always Good and Learn

These people create work and inspiration for the team, but they need a leader who opens the way, not a command.

2. Obsolete Expert - Good but not update yourself

Like Kodak or Nokia, who used to be great but failed because they didn't learn, the brilliant who didn't update their skills in the new era would become more of a burden than an asset.

3. Growth Mindset - Not good yet but ready to grow

This is a diamond in the scrub. Toyota uses the Kaizen core to create a culture that makes everyone a little better a day. These people are the long-term cost of the enterprise.

4.Deadwood - not good and not developed

Restrictions of responsibility must be made clear, and creative solutions should be prepared so as not to break the gift of the driving team.

5.Dunning-Kruger - Not good but sure to be good

These types of people are toxic to corporate culture because they burn out good people. Leaders need "Radical Candor" to face and deal honestly.

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✨ Attitude is more important than skill?

The strongest organizations are not filled with "great people," but with "right people," people who are ready to learn, share and grow along the way, because "Mindset" is the heart of sustainability in a world that changes every day.

So modern leaders have to create three things at once.

* A fair and transparent system (System).

* Culture (Culture) that is open to differences and does not punish failure.

* Inspiration that makes a good person want to stay because he knows he's here. "Grow up the fastest."

💬 "An organization with great people is not a lucky organization, but an organization that dares to create a system that makes great people want to live and grow by heart."

# Two stories a day # Leadership # TalentManagement # APlayer # Mindset# CorporateCulture # Leadership # People Administration