What is the significance of abandoning prejudice and making good use of "geeks"?

In terms of employing people in enterprises, most leaders prefer to deal with people with sound personalities rather than "weirdos" with eccentric personalities. In fact, this is also a misunderstanding in selecting and employing people. People all know that cantaloupe and jujube are the sweetest and most delicious, but they don't know that eccentric "weirdos" are often weirdos with special talents. Their eccentricity often contains energy that ordinary people don't have, which breeds extraordinary ideas, and "eccentricity" often contains creativity.

So pay attention to the use of weirdos, often will receive unexpected results.

Pang Tong in the Three Kingdoms is not only strange in appearance, but also different in personality. Zhuge Liang knew that he was very knowledgeable and recommended him to Liu Bei. But what Liu Bei can't accept is not only his ugly appearance, but also his weird personality. So Liu Bei only gave him an unimportant county magistrate to do.

But there is extraordinary talent in Pang Tong's eccentricity. He knew that Liu Bei only made him look down on him as a county magistrate, so he slept and drank all day after taking office, ignoring political affairs, and so he mixed up for three years. Later, when Liu Bei learned about it, he asked Zhang Fei and others to check his work. Zhang Fei and others accused Pang Tong of failing to live up to the will of master Liu Bei.

At this time, Pang Tong took out his own skill, and handled the lawsuit accumulated by the county for three years in one day, showing extraordinary talent. Liu Bei knew this and realized that he had underestimated Pang Tong, so he promoted Pang Tong to a more important position.

Most of the weirdness of personality is caused by its inherent special endowment, which makes them generally unconventional but extraordinary, so they are "weird".

But without special talents, there will be no special discoveries; Without talents with distinctive personalities, there will be no unique commodities; Without extraordinary personality, there will be no extraordinary creation.

Therefore, people who know how to use people often pay special attention to the use of "geeks".

Honda Institute of Technology in Japan specializes in recruiting "geeks" with different personalities. Honda employees are generally divided into two types: one is "Honda fans", that is, they are fascinated by Honda cars. These people don't care about wages, but want to develop, invent or participate in the manufacture of Honda's new car. They are keen to contribute to what they love; One kind is some eccentric talents who love to be funny, express different opinions, or are keen on invention and creation.

Honda itself believes that it must be bold to entrust the work to employees, but they should set high goals. As for how to achieve it, the leaders don't have to tell us how to do it, let these geeks figure it out for themselves. Only when people are anxious can they be creative. The new Honda models that won the car design award in the United States were all invented by people who were regarded as "geeks".

On one occasion, when Honda was recruiting outstanding personnel, the leader in charge of recruitment was not sure about the two candidates and asked Honda for instructions. Honda casually replied: "Hire that person who is not so normal.

Honda believes that the development of normal people is limited, while the development of those weirdos is infinite, and there are often amazing moves. This selection method has played a considerable role in Honda's development into a multinational company.

A company has recruited a group of new employees. On the first day of work, the general manager talked with the new employee. A new account manager, ignorant of the professional management terminology asked by the general manager, said simply, "Boss, don't test me in disguise, in fact, I know nothing!" "

The general manager was surprised: "Then how did you succeed in the interview?"

He looked very calm and said with a little confidence, "I have such an advantage that I can convince the other party that what I said is true!" " Maybe I really don't meet the requirements of the company. I'm sorry for the trouble! "Stand up and leave, the general manager said slowly," you just need this advantage. Your only task in the future is to convince customers of the company's real soft and hard strength and service commitment. Go to work! "

Therefore, the general manager wrote a comment of "good thinking and innovative thinking" in the column of conversation performance, and asked him to take the form to the human resources department for training! Results 10 months later, the account manager responsible for proposal and communication and coordination had a high customer signing rate and high customer satisfaction. Even when other cases were helpless, he successfully turned over and won the trust of customers! Became an indispensable backbone of the company, and was honored as the customer director of the company.

Sony in Japan has also made brilliant achievements by choosing "geek". At first, Sony's computers lagged far behind other products on the market. Only by coming up with new products and designs as soon as possible can we catch up. As a rule, it takes at least two years for scientific research departments to develop new products, which is obviously not conducive to market competition. So Sony leaders unexpectedly decided to conduct public bidding in the enterprise. As a result, three employees who were considered as "geeks" won the bid. Although many people report that they are too self-respecting, have too many ideas and are aloof and unsociable, Sony's managers still let them "form a cabinet". The subject, funds, time and equipment are all decided by ourselves. As a result, after only half a year, a microcomputer with the trademark "Sony" appeared in the store. Its performance is higher than that of similar products, but its price is half cheaper. Sony has occupied a large market. A year later, Sony introduced a high-speed mainframe computer, which surprised other computer companies.

This is the miraculous effect achieved by "geek".

No matter for leaders or managers, the use of "eccentric talents" should be measured and cherished. At the same time, we should pay attention to respecting the "eccentricity" of "eccentric talents" and pay attention to our goal of bringing "eccentric talents" into play.