🛑 The end of the "hire is worth using" era when the art of hunting tigers is changing the rules of organization.

🛑, "Hire is worth using..." when the art of hunting tigers is changing the rules of organization.

(Why do nationally brilliant people not choose the most expensive organizations, but the ones that make them want to leave their future?)

There's one thing that I think very eloquently reflects the way modern leaders think.

In an interview with Khun Praise Wancut, managing director of AXONS and CTO of the CP chain, in an 8-and-a-half-line list, there was a sentence that sounded simple but hit the heart of the executive.

"If we're going to find a tiger, we have to get a tiger herder.

If we take a dog herder, we'll only get a normal tiger. "

(YouTube,)

It sounds like it's about recruiting people.

But looking deeper, it's a lesson in building an entire organization.

Because the problem of many organizations today is not to find good people.

But they still use the same way of thinking to try to attract extraordinary people.

🎯 "Hire is worth using" traps that are unknowingly hurting organizations.

Many organizations also have the same equation in mind.

* Request the lowest salary

* Ask the easiest person to run

* Ask the person who ordered the work and do not argue.

* Ask people who are ready to do everything as ordered

And expect them to innovate, change organizations, or compete with global companies. "

This is a paradox that occurs in virtually every industry.

Because in a world where competition occurs at month speed, not year level, the most expensive cost is not a salary.

But "the wrong decision."

Many organizations try to save tens of thousands of core money.

Instead, it lost ten million core business opportunities.

Some save on staff.

But it takes years to solve the same problem.

Finally, what is thought to be economical becomes the most expensive cost.

🐅 Good people are never a cheap resource.

One of the interesting ideas from such interviews is the so-called "."

* Hire 2 people

* Pay the equivalent salary of 3 people.

* But expect results equal to 4 people.

"Sounds like an expensive organization."

But in the economics of people management, this is probably the most rewarding idea.

Because smart people don't produce straight-line results.

One great person is not 20% better than the average person.

Many times, he may produce several times more results.

He solves the problem faster.

Decided more accurate

Build a better team.

And most importantly, they reduce the cost of corporate error.

In the real business world, "a single mistake can be worth more than a good person's full-year salary."

🚀 The brilliant is not running after money, but after "meaning."

This is where a lot of leaders get it wrong.

When it comes to high-end Talent, we always think about compensation first.

But when you talk to really talented people, you will find that many people do not make decisions based on numbers alone.

"Because these people have a choice."

They can find a new job.

Can build your own business

Or even work from anywhere in the world.

So what they're looking for isn't just money.

But the "quality of opportunity."

They ask themselves,

Does this work mean anything?

Is this team good enough?

Is this leader credible?

And the future that is being created, is there any real chance of changing?

Smart people don't want to be recruits.

They want to be warriors.

And warriors never fight because of command alone.

"But often fight because of believing in something bigger than yourself."

🧠 "Good vision, not fancy words."

Many organizations say they have Vision.

But the so-called Vision is sometimes back to just a beautiful PowerPoint.

Open at the Town Hall event once a year.

And then it doesn't affect real decisions in everyday life.

"Good people are separated."

He singled out what was the vision.

And what are the motivational quotes that don't have a plan to support?

The difference between a "visionary leader" and a "good-talking man" is sometimes a little apart.

That's the ability to make the future that talks about "tangible."

When leaders can connect dreams to facts.

Link the vision to the roadmap.

Link goals to concrete results.

"Good people will start to see reasons for traveling together."

⚠️ The organization is not broken because of a lack of talent, but often broken because talent stops telling the truth.

Another very interesting idea is

"The truth is the best business medicine."

The problem is that many organizations, no one dares to feed this kind of medicine to leaders.

Because every time someone says the truth,

Instead, he was blamed.

Reduced role

Or seen as a troublemaker.

The result is that the talented people are getting quiet.

The middleman began to tilt.

The real data is starting to disappear.

"And the organization will gradually create a parallel world."

A world where everything looks good in slides.

But bad in reality.

Amy Edmondson's research in Psychological Safety at Harvard Business School has long pointed out that high-performing teams are not caused by problems, but by the courage to speak the truth when problems arise.

And that's what leaders need to build more than just building KPIs.

🤖 The better AI is, the better people you need.

Many see AI as replacing people.

But the truth may be more complicated than that.

"AI is replacing jobs that turn humans into machines."

Repeated work

Steps-based tasks

A task that takes more force than thought.

What is more valuable in the future is therefore not the ability to do the same job.

But the ability to think

Decide

Build trust

Solve problems that have never been answered before.

And connect people to each other.

The more AI works Routine,

The more organizations need people with higher Judgement,

Because in the end, AI can create hundreds of answers.

But those who have to choose where to travel are still human.

✨ The future of an organization is measured not at capital, but at the ability to attract talent.

In the past, big companies were advantageous because they had more money.

Today, talent has more choices than ever.

They can do a Startup.

Work abroad

Remote Works

Or build your own business.

Competition is therefore no longer a matter of maximum pay.

It's about creating an environment that makes people want to live.

The organization of the future will not be an empire trying to occupy Talent.

But it will be an ecosystem that Talent would like to voluntarily engage in.

Because in the end

Salaries can make good people move.

But only vision, truth and honor.

To make him want to stay.

"When an organization gives only money, employees are ready to walk to the person who gives more money.

But when an organization gives meaning, opportunity and trust,

Many talented people will choose...Even with better deals waiting outside. "

# Two stories a day

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# LeadershipMatters

# PeopleTransformation

# TalentStrategy

# FutureOfWork

# OrganizationalCulture

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# Leadership

📚 Source / Reference

* 8 and a half lines (Leaders "Wisdom) episode" The Art of Managing Tiger Hunters "interview, you praise Suit, the managing director of AXONS, and the CTO, the commodity chain, for the idea of attracting and managing good people in the organization (YouTube,).