To be a cool boss…

 

Bella, she marketer of Saxa, once wrote:

"...

"If you are the CEO or a director of personnel, what would you ask when interviewing new employees?"

These are questions in the essay when i was in college ....

After the four, five of person in groups talked, argued, searched google, read the books, we had a long answer as an oration, like how about your level? Your experience? Your IQ is high or low? .... And it is accompanied by a series of theories  with wikipedia style. As a result, we were in the top that get highest marks. We were excited patting each other, self-thinking that we will be talented managers in the future.

But, until now, I realize a huge hole in the answer in the past. Those were the questions to understand the personality of the person. The essay was like a one-sided demand on employees, such as: you need this job, so you have to have conditions like this. But at that time we forgot something was extremely important: if we do not understand them, how can we use their talents?

Ms Sherry once said: "We cannot choose who we lead but the way we lead them". And I also believe, if we can have a job suitable to personality and forte, obviously the result will be remarkable. Because we cannot force hunters to go fishing, as well as forcing the fisherman to go build a house. And I understand that, the understanding with the employees is needed, necessary and very necessary for any boss.

Therefore, if the employee is not good, the leader should ask a question to yourself: "Have I took advantage of the right resources?

... "

Now, with a new person we meet, how can we catch them?

A little hint for you: try using the MBTI test. The quiz describes very right the strengths and weaknesses of each character. You just go to google and there are a lot of versions. Or you can leave your eBellal address, we will send you a full and complete copy!