TED@IBM
Adam Grant: Are you a giver or a taker?
Adam Grant: Jeste li osoba koja daje ili koja uzima?
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U svakom radnom okruženju postoje tri osnovne vrste ljudi: oni koji daju, koji uzimaju i koji usklađuju. Organizacijski psiholog Adam Grant analizira te osobnosti i nudi jednostavne strategije za promicanje kulture velikodušnosti, te onemogućavanje sebičnijim zaposlenicima da uzimaju više nego što dijele.
Adam Grant - Organizational psychologist
After years of studying the dynamics of success and productivity in the workplace, Adam Grant discovered a powerful and often overlooked motivator: helping others. Full bio
After years of studying the dynamics of success and productivity in the workplace, Adam Grant discovered a powerful and often overlooked motivator: helping others. Full bio
Double-click the English transcript below to play the video.
00:12
I want you to look
around the room for a minute
around the room for a minute
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Želim da se na minutu osvrnete oko sebe
00:15
and try to find the most
paranoid person here --
paranoid person here --
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i pokušate naći
najparanoičniju osobu ovdje.
najparanoičniju osobu ovdje.
00:17
(Laughter)
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(Smijeh)
00:18
And then I want you to point
at that person for me.
at that person for me.
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A zatim želim da mi pokažete tu osobu.
00:21
(Laughter)
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(Smijeh)
OK, nemojte to zaista raditi.
00:22
OK, don't actually do it.
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00:23
(Laughter)
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(Smijeh)
00:25
But, as an organizational psychologist,
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No, kao organizacijski psiholog
00:26
I spend a lot of time in workplaces,
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mnogo vremena provodim na radnim mjestima
00:28
and I find paranoia everywhere.
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i paranoju susrećem svugdje.
Paranoju uzrokuju ljudi
koje nazivam "oni koji uzimaju".
koje nazivam "oni koji uzimaju".
00:31
Paranoia is caused by people
that I call "takers."
that I call "takers."
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Te osobe su sebične
u odnosima s drugima.
u odnosima s drugima.
00:33
Takers are self-serving
in their interactions.
in their interactions.
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00:36
It's all about what can you do for me.
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Sve se vrti oko toga
što ti možeš učiniti za mene.
što ti možeš učiniti za mene.
Suprotan mu je "onaj koji daje".
00:38
The opposite is a giver.
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00:40
It's somebody who approaches
most interactions by asking,
most interactions by asking,
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Takva osoba većinom
drugima pristupa pitanjem
drugima pristupa pitanjem
"Što ja mogu učiniti za tebe?"
00:43
"What can I do for you?"
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Želio sam vam dati priliku
da razmislite o vlastitom stilu.
da razmislite o vlastitom stilu.
00:45
I wanted to give you a chance
to think about your own style.
to think about your own style.
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Svi imamo trenutke
kada dajemo i uzimamo.
kada dajemo i uzimamo.
00:48
We all have moments of giving and taking.
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Vaš stil je onaj kojim se odnosite
najčešće prema većini ljudi,
najčešće prema većini ljudi,
00:50
Your style is how you treat
most of the people most of the time,
most of the people most of the time,
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vaša konstanta.
00:53
your default.
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Imam za vas kratki test,
00:54
I have a short test you can take
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kako biste saznali jeste li više
onaj koji daje ili uzima,
onaj koji daje ili uzima,
00:55
to figure out if you're more
of a giver or a taker,
of a giver or a taker,
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i možete to provjeriti odmah.
00:58
and you can take it right now.
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[Test narcisoidnosti]
00:59
[The Narcissist Test]
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01:01
[Step 1: Take a moment
to think about yourself.]
to think about yourself.]
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[1. korak: Razmislite nakratko o sebi.]
01:03
(Laughter)
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(Smijeh)
01:04
[Step 2: If you made it to Step 2,
you are not a narcissist.]
you are not a narcissist.]
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[2. korak: Ako ste došli do 2. koraka,
niste narcisoidni.]
niste narcisoidni.]
01:07
(Laughter)
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(Smijeh)
01:10
This is the only thing I will say today
that has no data behind it,
that has no data behind it,
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Ovo je jedino što ću danas reći,
a da iza toga ne stoje podaci,
a da iza toga ne stoje podaci,
01:13
but I am convinced the longer it takes
for you to laugh at this cartoon,
for you to laugh at this cartoon,
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no uvjeren sam, što vam duže treba
da se nasmijete ovom stripu,
da se nasmijete ovom stripu,
trebali bismo biti zabrinutiji
da ste onaj koji uzima.
da ste onaj koji uzima.
01:17
the more worried we should be
that you're a taker.
that you're a taker.
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(Smijeh)
01:19
(Laughter)
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01:20
Of course, not all takers are narcissists.
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Naravno, nisu svi
koji uzimaju narcisoidni.
koji uzimaju narcisoidni.
01:22
Some are just givers who got burned
one too many times.
one too many times.
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Neki su i oni koji daju,
ali su se previše puta opekli.
ali su se previše puta opekli.
01:25
Then there's another kind of taker
that we won't be addressing today,
that we won't be addressing today,
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Tu je i još jedan tip onih koji uzimaju,
o kojima danas nećemo govoriti,
o kojima danas nećemo govoriti,
01:29
and that's called a psychopath.
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a zovu se psihopati.
01:31
(Laughter)
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(Smijeh)
01:32
I was curious, though, about how
common these extremes are,
common these extremes are,
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Ipak, bio sam znatiželjan
koliko su česta ova dva ekstrema,
koliko su česta ova dva ekstrema,
01:35
and so I surveyed over 30,000
people across industries
people across industries
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stoga sam ispitao preko
30.000 ljudi iz različih grana
30.000 ljudi iz različih grana
01:38
around the world's cultures.
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kroz različite kulture.
01:39
And I found that most people
are right in the middle
are right in the middle
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I otkrio sam da je
većina ljudi točno u sredini,
većina ljudi točno u sredini,
između davanja i uzimanja.
01:42
between giving and taking.
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01:43
They choose this third style
called "matching."
called "matching."
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Oni biraju treći način, tzv. usklađivanje.
01:46
If you're a matcher, you try to keep
an even balance of give and take:
an even balance of give and take:
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Ako ste ovaj tip, nastojite držati
ravnotežu između davanja i uzimanja:
ravnotežu između davanja i uzimanja:
01:49
quid pro quo -- I'll do something
for you if you do something for me.
for you if you do something for me.
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Quid pro quo - Učinit ću nešto za tebe,
ako ćeš i ti za mene.
ako ćeš i ti za mene.
I to se čini kao siguran način
da se ide kroz život.
da se ide kroz život.
01:52
And that seems like a safe way
to live your life.
to live your life.
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No, je li to najučinkovitiji
i najproduktivniji način za vaš život?
i najproduktivniji način za vaš život?
01:55
But is it the most effective
and productive way to live your life?
and productive way to live your life?
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Odgovor na to pitanje vrlo je sigurno...
01:58
The answer to that question
is a very definitive ...
is a very definitive ...
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02:00
maybe.
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možda.
02:02
(Laughter)
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(Smijeh)
02:03
I studied dozens of organizations,
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Proučavao sam desetke organizacija,
02:05
thousands of people.
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na tisuće ljudi.
02:06
I had engineers measuring
their productivity.
their productivity.
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Imao sam inženjere
kojima se mjerila produktivnost.
kojima se mjerila produktivnost.
02:10
(Laughter)
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(Smijeh)
02:12
I looked at medical students' grades --
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Pogledao sam ocjene studenata medicine,
02:15
even salespeople's revenue.
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čak i prodajne rezultate ljudi iz prodaje.
02:17
(Laughter)
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(Smijeh)
02:19
And, unexpectedly,
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I, neočekivano,
02:20
the worst performers in each
of these jobs were the givers.
of these jobs were the givers.
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najlošije rezultate u svakom
od ovih poslova, imali su oni koji daju.
od ovih poslova, imali su oni koji daju.
02:24
The engineers who got the least work done
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Inženjeri koji su obavili najmanje posla,
oni su koji su više usluga
davali nego primali.
davali nego primali.
02:26
were the ones who did more favors
than they got back.
than they got back.
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Toliko su bili zauzeti
radeći tuđe poslove,
radeći tuđe poslove,
02:29
They were so busy doing
other people's jobs,
other people's jobs,
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da im je doslovno ponestalo vremena
i energije za dovršenje vlastitog posla.
i energije za dovršenje vlastitog posla.
02:31
they literally ran out of time and energy
to get their own work completed.
to get their own work completed.
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Na medicinskom fakultetu
najlošije ocjene imali su studenti,
najlošije ocjene imali su studenti,
02:35
In medical school, the lowest grades
belong to the students
belong to the students
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koji se najviše slažu s izjavama poput,
02:37
who agree most strongly
with statements like,
with statements like,
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"Volim pomagati drugima".
02:40
"I love helping others,"
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To znači da je liječnik
kojem trebate vjerovati,
kojem trebate vjerovati,
02:43
which suggests the doctor
you ought to trust
you ought to trust
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onaj koji je došao na fakultet
bez želje da ikome pomaže.
bez želje da ikome pomaže.
02:45
is the one who came to med school
with no desire to help anybody.
with no desire to help anybody.
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(Smijeh)
02:48
(Laughter)
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Isto je i u prodaji,
najmanje prihoda dolazilo je
najmanje prihoda dolazilo je
02:49
And then in sales, too,
the lowest revenue accrued
the lowest revenue accrued
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od najvelikodušnijih prodavača.
02:51
in the most generous salespeople.
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02:53
I actually reached out
to one of those salespeople
to one of those salespeople
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Došao sam do jednog
od tih ljudi u prodaji,
od tih ljudi u prodaji,
02:56
who had a very high giver score.
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visoko ocjenjenog kao "davatelj".
02:57
And I asked him, "Why do
you suck at your job --"
you suck at your job --"
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I pitao sam ga: "Zašto si
tako loš u svom poslu?"
tako loš u svom poslu?"
03:00
I didn't ask it that way, but --
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Nisam ga baš tako pitao, ali...
(Smijeh)
03:01
(Laughter)
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"Koja je cijena velikodušnosti u prodaji?"
03:02
"What's the cost of generosity in sales?"
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A on je rekao: "Pa, jednostavno mi je
toliko stalo do mojih klijenata,
toliko stalo do mojih klijenata,
03:05
And he said, "Well, I just care
so deeply about my customers
so deeply about my customers
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da im nikada ne bih prodao
neki od naših užasnih proizvoda."
neki od naših užasnih proizvoda."
03:08
that I would never sell them
one of our crappy products."
one of our crappy products."
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03:11
(Laughter)
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(Smijeh)
03:12
So just out of curiosity,
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Čisto iz znatiželje,
koliko vas se više smatra onima koji daju,
od onih koji uzimaju ili usklađuju?
od onih koji uzimaju ili usklađuju?
03:14
how many of you self-identify more
as givers than takers or matchers?
as givers than takers or matchers?
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03:17
Raise your hands.
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Podignite ruku.
03:18
OK, it would have been more
before we talked about these data.
before we talked about these data.
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OK, bilo bi vas više prije nego
što bismo iznijeli ove podatke.
što bismo iznijeli ove podatke.
03:22
But actually, it turns out
there's a twist here,
there's a twist here,
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No, izgleda da se ovdje
radi o jednom obratu,
radi o jednom obratu,
03:26
because givers are often
sacrificing themselves,
sacrificing themselves,
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jer oni koji daju često se žrtvuju,
03:29
but they make their organizations better.
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ali i čine svoje organizacije boljima.
03:32
We have a huge body of evidence --
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Imamo mnoštvo dokaza...
03:35
many, many studies looking
at the frequency of giving behavior
at the frequency of giving behavior
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Mnoge studije promatrale su
učestalost ponašanja "davanja"
učestalost ponašanja "davanja"
03:38
that exists in a team
or an organization --
or an organization --
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koje postoji u timu ili organizaciji,
03:41
and the more often people are helping
and sharing their knowledge
and sharing their knowledge
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i što češće ljudi pomažu
i dijele svoje znanje
i dijele svoje znanje
te nude mentorstvo,
03:44
and providing mentoring,
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organizacije imaju bolje rezultate
u svemu što mjerimo:
u svemu što mjerimo:
03:45
the better organizations do
on every metric we can measure:
on every metric we can measure:
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veći profit, zadovoljnije klijente,
ostajanje zaposlenih u tvrtci,
ostajanje zaposlenih u tvrtci,
03:48
higher profits, customer satisfaction,
employee retention --
employee retention --
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čak i niže operativne troškove.
03:50
even lower operating expenses.
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Dakle, "davatelji" provode mnogo vremena
pokušavajući pomoći drugima
pokušavajući pomoći drugima
03:53
So givers spend a lot of time
trying to help other people
trying to help other people
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03:56
and improve the team,
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te poboljšati svoj tim,
no tada, nažalost, putem i ispaštaju.
03:57
and then, unfortunately,
they suffer along the way.
they suffer along the way.
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Želim pričati o tome što je potrebno
04:00
I want to talk about what it takes
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04:01
to build cultures where givers
actually get to succeed.
actually get to succeed.
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za stvaranje kultura gdje oni koji daju,
ujedno i postaju uspješni.
ujedno i postaju uspješni.
I zato sam se upitao, ako oni koji daju
imaju najlošije rezultate,
imaju najlošije rezultate,
04:05
So I wondered, then, if givers
are the worst performers,
are the worst performers,
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04:08
who are the best performers?
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tko su oni s najboljim rezultatima?
04:11
Let me start with the good news:
it's not the takers.
it's not the takers.
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Odmah ću reći dobru vijest -
to nisu oni koji uzimaju.
to nisu oni koji uzimaju.
04:14
Takers tend to rise quickly
but also fall quickly in most jobs.
but also fall quickly in most jobs.
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Oni koji uzimaju brzo se uspinju,
ali i brzo padaju u većini poslova.
ali i brzo padaju u većini poslova.
04:17
And they fall at the hands of matchers.
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A padaju "onima koji usklađuju".
04:19
If you're a matcher, you believe
in "An eye for an eye" -- a just world.
in "An eye for an eye" -- a just world.
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Ako ste onaj koji usklađuje,
vjerujete u izreku - "Oko za oko,..."
vjerujete u izreku - "Oko za oko,..."
I kada sretnete onoga koji uzima,
04:23
And so when you meet a taker,
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mislite da je vaša životna misija
04:24
you feel like it's your mission in life
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apsolutno strogo kazniti takvu osobu.
04:26
to just punish the hell
out of that person.
out of that person.
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(Smijeh)
04:28
(Laughter)
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I tada je pravda zadovoljena.
04:29
And that way justice gets served.
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04:32
Well, most people are matchers.
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Većina ljudi i jest ona koja usklađuje.
To znači, ako ste onaj koji uzima,
04:34
And that means if you're a taker,
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prije ili kasnije će se s vama obračunati,
04:35
it tends to catch up with you eventually;
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sve se vraća, sve se plaća.
04:37
what goes around will come around.
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Dakle, logičan zaključak je:
04:39
And so the logical conclusion is:
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mora da oni koji usklađuju,
ujedno imaju i najbolje rezultate.
ujedno imaju i najbolje rezultate.
04:41
it must be the matchers
who are the best performers.
who are the best performers.
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04:43
But they're not.
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Ali nemaju.
U svakom poslu i organizaciji
koju sam ikada proučavao,
koju sam ikada proučavao,
04:45
In every job, in every organization
I've ever studied,
I've ever studied,
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najbolji rezultati ponovo
pripadaju onima koji daju.
pripadaju onima koji daju.
04:48
the best results belong
to the givers again.
to the givers again.
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Pogledajte podatke koje sam prikupio
od stotina prodavača,
od stotina prodavača,
04:51
Take a look at some data I gathered
from hundreds of salespeople,
from hundreds of salespeople,
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prateći njihovu prodaju.
04:54
tracking their revenue.
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Možete vidjeti da oni koji daju
idu u obje krajnosti.
idu u obje krajnosti.
04:56
What you can see is that the givers
go to both extremes.
go to both extremes.
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Oni čine većinu onih
koji imaju najnižu prodaju,
koji imaju najnižu prodaju,
04:58
They make up the majority of people
who bring in the lowest revenue,
who bring in the lowest revenue,
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ali i najvišu prodaju.
05:01
but also the highest revenue.
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Isti obrasci javljaju se
i kod produktivnosti inženjera,
i kod produktivnosti inženjera,
05:03
The same patterns were true
for engineers' productivity
for engineers' productivity
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te kod ocjena studenata medicine.
05:06
and medical students' grades.
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Oni koji daju prevladavaju
i na dnu i na vrhu,
i na dnu i na vrhu,
05:07
Givers are overrepresented
at the bottom and at the top
at the bottom and at the top
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u svakom mjerenju uspješnosti
koje sam pratio.
koje sam pratio.
05:10
of every success metric that I can track.
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Što dovodi do pitanja:
05:12
Which raises the question:
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Kako stvoriti svijet u kojem će
više briljirati oni koji daju?
više briljirati oni koji daju?
05:13
How do we create a world
where more of these givers get to excel?
where more of these givers get to excel?
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05:16
I want to talk about how to do that,
not just in businesses,
not just in businesses,
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Objasnit ću kako to učiniti,
ne samo u poslovanju,
ne samo u poslovanju,
već i u neprofitnom sektoru, školstvu,
05:19
but also in nonprofits, schools --
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05:21
even governments.
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čak i u državnim upravama.
05:22
Are you ready?
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Jeste li spremni?
05:24
(Cheers)
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(Klicanje)
Ionako sam to htio učiniti,
no cijenim entuzijazam.
no cijenim entuzijazam.
05:25
I was going to do it anyway,
but I appreciate the enthusiasm.
but I appreciate the enthusiasm.
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(Smijeh)
05:28
(Laughter)
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05:29
The first thing that's really critical
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Prva, zaista ključna stvar,
prepoznati one koje daju
kao vaše najdragocjenije ljude,
kao vaše najdragocjenije ljude,
05:31
is to recognize that givers
are your most valuable people,
are your most valuable people,
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no ako nisu oprezni, istrošit će se.
05:34
but if they're not careful, they burn out.
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05:36
So you have to protect
the givers in your midst.
the givers in your midst.
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Zato one koji daju
morate zaštititi u svojoj sredini.
morate zaštititi u svojoj sredini.
05:39
And I learned a great lesson about this
from Fortune's best networker.
from Fortune's best networker.
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I naučio sam važnu lekciju o tome
od najutjecajnije osobe, prema Fortune-u,
od najutjecajnije osobe, prema Fortune-u,
Radi se o ovom čovjeku, ne o mački.
05:44
It's the guy, not the cat.
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05:46
(Laughter)
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(Smijeh)
05:47
His name is Adam Rifkin.
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Njegovo ime je Adam Rifkin.
05:49
He's a very successful serial entrepreneur
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Vrlo je uspješan serijski poduzetnik,
koji provodi ogromnu količinu
svog vremena pomažući drugima.
svog vremena pomažući drugima.
05:51
who spends a huge amount
of his time helping other people.
of his time helping other people.
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Njegovo tajno oružje je
"petominutna usluga."
"petominutna usluga."
05:54
And his secret weapon
is the five-minute favor.
is the five-minute favor.
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Adam je rekao, "Ne moraš biti
Majka Tereza ili Gandhi,
Majka Tereza ili Gandhi,
05:57
Adam said, "You don't have to be
Mother Teresa or Gandhi
Mother Teresa or Gandhi
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da bi davao.
05:59
to be a giver.
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Samo moraš naći male načine
davanja velike vrijednosti
davanja velike vrijednosti
06:01
You just have to find small ways
to add large value
to add large value
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životima drugih ljudi."
06:03
to other people's lives."
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To može biti nešto jednostavno,
06:05
That could be as simple
as making an introduction
as making an introduction
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kao upoznavanje dvoje ljudi
koji će od tog susreta imati koristi.
koji će od tog susreta imati koristi.
06:07
between two people who could
benefit from knowing each other.
benefit from knowing each other.
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To može biti dijeljenje znanja
ili pružanje povratne informacije.
ili pružanje povratne informacije.
06:10
It could be sharing your knowledge
or giving a little bit of feedback.
or giving a little bit of feedback.
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A može biti i nešto osnovno,
kao da kažete,
kao da kažete,
06:13
Or It might be even something
as basic as saying,
as basic as saying,
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06:16
"You know,
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"Znaš,
potrudit ću se saznati
06:17
I'm going to try and figure out
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ako mogu prepoznati nekoga,
čiji rad je prošao nezapaženo."
čiji rad je prošao nezapaženo."
06:18
if I can recognize somebody
whose work has gone unnoticed."
whose work has gone unnoticed."
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06:22
And those five-minute favors
are really critical
are really critical
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I takve male usluge zaista su ključne,
kako bi onima koji daju pomogle
postaviti granice i zaštititi se.
postaviti granice i zaštititi se.
06:24
to helping givers set boundaries
and protect themselves.
and protect themselves.
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I druga važna stvar,
06:27
The second thing that matters
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ako želite stvoriti kulturu
gdje davatelji uspijevaju,
gdje davatelji uspijevaju,
06:29
if you want to build a culture
where givers succeed,
where givers succeed,
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zapravo trebate kulturu
gdje je traženje pomoći pravilo,
gdje je traženje pomoći pravilo,
06:31
is you actually need a culture
where help-seeking is the norm;
where help-seeking is the norm;
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tamo gdje ljudi puno pitaju.
06:34
where people ask a lot.
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06:36
This may hit a little too close
to home for some of you.
to home for some of you.
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Ovo će nekima od vas
izgledati i suviše blisko.
izgledati i suviše blisko.
06:39
[So in all your relationships,
you always have to be the giver?]
you always have to be the giver?]
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[Znači, u svim svojim odnosima,
uvijek moraš biti onaj koji daje?]
uvijek moraš biti onaj koji daje?]
06:42
(Laughter)
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(Smijeh)
Kod uspješnih davatelja primjećujete,
06:43
What you see with successful givers
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06:45
is they recognize that it's OK
to be a receiver, too.
to be a receiver, too.
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što oni prepoznaju
da je u redu biti i primatelj.
da je u redu biti i primatelj.
Ako vodite organizaciju,
možemo ovo i pojednostaviti.
možemo ovo i pojednostaviti.
06:48
If you run an organization,
we can actually make this easier.
we can actually make this easier.
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Možemo ljudima pojednostaviti
da zatraže pomoć.
da zatraže pomoć.
06:51
We can make it easier
for people to ask for help.
for people to ask for help.
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Nekoliko kolega i ja
proučavali smo bolnice.
proučavali smo bolnice.
06:53
A couple colleagues and I
studied hospitals.
studied hospitals.
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Uočili smo da na nekim katovima
medicinske sestre često traže pomoć,
medicinske sestre često traže pomoć,
06:56
We found that on certain floors,
nurses did a lot of help-seeking,
nurses did a lot of help-seeking,
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a na drugima vrlo malo.
06:59
and on other floors,
they did very little of it.
they did very little of it.
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Ono što se istaknulo na katovima
gdje je traženje pomoći bilo uobičajeno,
gdje je traženje pomoći bilo uobičajeno,
07:01
The factor that stood out on the floors
where help-seeking was common,
where help-seeking was common,
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gdje je to bilo pravilo,
07:04
where it was the norm,
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što je tamo bila jedna sestra,
čiji jedini posao je bio
čiji jedini posao je bio
07:06
was there was just one nurse
whose sole job it was
whose sole job it was
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pomoći ostalim sestrama na odjelu.
07:08
to help other nurses on the unit.
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07:10
When that role was available,
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Kada je ta uloga bila dostupna,
sestre su rekle:
sestre su rekle:
07:11
nurses said, "It's not embarrassing,
it's not vulnerable to ask for help --
it's not vulnerable to ask for help --
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"Nije sramotno,
nije slabost tražiti pomoć,
nije slabost tražiti pomoć,
07:15
it's actually encouraged."
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zapravo je poticajno."
07:18
Help-seeking isn't important
just for protecting the success
just for protecting the success
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Traženje pomoći nije važno
samo za zaštitu uspjeha
samo za zaštitu uspjeha
07:21
and the well-being of givers.
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i dobrobiti onih koji daju.
07:22
It's also critical to getting
more people to act like givers,
more people to act like givers,
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2932
Ono je ključno i za pridobivanje ljudi
da i sami počnu davati,
da i sami počnu davati,
07:25
because the data say
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1189
jer podaci govore,
07:26
that somewhere between 75 and 90 percent
of all giving in organizations
of all giving in organizations
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3400
da negdje između 75%-90%
svih davanja u organizacijama
svih davanja u organizacijama
07:30
starts with a request.
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počinje upitom.
07:31
But a lot of people don't ask.
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1448
No, mnogo ljudi ne pita.
07:33
They don't want to look incompetent,
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1748
Ne žele izgledati nesposobno,
07:35
they don't know where to turn,
they don't want to burden others.
they don't want to burden others.
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ne znaju koga pitati,
ne žele biti teret drugima.
ne žele biti teret drugima.
I ako nitko nikada ne zatraži pomoć,
07:38
Yet if nobody ever asks for help,
192
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1709
imate mnogo frustriranih davatelja
u organizaciji,
u organizaciji,
07:40
you have a lot of frustrated givers
in your organization
in your organization
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2675
koji bi voljeli
istaknuti se i doprinijeti,
istaknuti se i doprinijeti,
07:42
who would love to step up and contribute,
194
450723
1983
samo ako bi znali
tko bi i kako imao koristi.
tko bi i kako imao koristi.
07:44
if they only knew
who could benefit and how.
who could benefit and how.
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2166
07:47
But I think the most important thing,
196
455413
1798
No, mislim da je najvažnije,
ako želite stvoriti kulturu
gdje su oni koji daju uspješni,
gdje su oni koji daju uspješni,
07:49
if you want to build a culture
of successful givers,
of successful givers,
197
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2476
07:51
is to be thoughtful about who
you let onto your team.
you let onto your team.
198
459735
2802
da dobro promislite
koga puštate u svoj tim.
koga puštate u svoj tim.
Shvatio sam, ako želite kulturu
produktivne velikodušnosti,
produktivne velikodušnosti,
07:54
I figured, you want a culture
of productive generosity,
of productive generosity,
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3016
zaposlit ćete mnogo onih koji daju.
07:57
you should hire a bunch of givers.
200
465601
1972
07:59
But I was surprised to discover, actually,
that that was not right --
that that was not right --
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No, bio sam iznenađen otkrivši
da to, zapravo, nije točno,
da to, zapravo, nije točno,
da negativni utjecaj
onoga koji uzima na samu kulturu,
onoga koji uzima na samu kulturu,
08:03
that the negative impact
of a taker on a culture
of a taker on a culture
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zapravo je dvostruko ili trostruko veći
od pozitivnog utjecaja davatelja.
od pozitivnog utjecaja davatelja.
08:06
is usually double to triple
the positive impact of a giver.
the positive impact of a giver.
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2869
08:09
Think about it this way:
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477530
1150
Zamislite to ovako:
jedna trula jabuka
kvari ostale jabuke,
kvari ostale jabuke,
08:10
one bad apple can spoil a barrel,
205
478704
1664
08:12
but one good egg
just does not make a dozen.
just does not make a dozen.
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2826
no jedna lasta ne čini proljeće.
08:15
I don't know what that means --
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1552
Ne znam što to znači...
08:17
(Laughter)
208
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1119
(Smijeh)
08:18
But I hope you do.
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1373
Ali nadam se da vi znate.
08:20
No -- let even one taker into a team,
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3322
Dovedete li u tim jednoga koji uzima,
08:23
and you will see that the givers
will stop helping.
will stop helping.
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2854
vidjet ćete kako oni koji daju
prestaju pomagati.
prestaju pomagati.
08:26
They'll say, "I'm surrounded
by a bunch of snakes and sharks.
by a bunch of snakes and sharks.
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2930
Reći će: "Okružen sam
zmijama i morskim psima.
zmijama i morskim psima.
Zašto da ičemu pridonesem?"
08:29
Why should I contribute?"
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1366
08:30
Whereas if you let one giver into a team,
214
498992
1976
No, ako u tim dovedete jednoga koji daje,
08:32
you don't get an explosion of generosity.
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500992
2122
ne dolazi do explozije velikodušnosti.
08:35
More often, people are like,
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503138
1421
Češće će ljudi reći:
"Super! Ta osoba osoba
može odraditi sav naš posao!"
može odraditi sav naš posao!"
08:36
"Great! That person can do all our work."
217
504583
2138
08:39
So, effective hiring and screening
and team building
and team building
218
507077
2746
Zato uspješno zapošljavanje,
analiziranje i stvaranje tima
analiziranje i stvaranje tima
08:41
is not about bringing in the givers;
219
509847
2136
nije u dovođenju onih koji daju,
08:44
it's about weeding out the takers.
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512007
2214
već o odvođenju onih koji uzimaju.
Ako to dobro izvedete,
08:47
If you can do that well,
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515036
1151
ostat će vam oni
koji daju i koji usklađuju.
koji daju i koji usklađuju.
08:48
you'll be left with givers and matchers.
222
516211
1942
Davatelji će biti velikodušni
08:50
The givers will be generous
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518177
1365
jer neće morati brinuti o posljedicama.
08:51
because they don't have to worry
about the consequences.
about the consequences.
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2634
A najbolje kod onih koji usklađuju
je to što slijede pravila.
je to što slijede pravila.
08:54
And the beauty of the matchers
is that they follow the norm.
is that they follow the norm.
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522224
3113
08:57
So how do you catch a taker
before it's too late?
before it's too late?
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525361
2768
I kako ćete uloviti onoga koji uzima
prije nego bude prekasno?
prije nego bude prekasno?
09:00
We're actually pretty bad
at figuring out who's a taker,
at figuring out who's a taker,
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528745
2887
Mi sami slabi smo u procjeni
tko je onaj koji uzima,
tko je onaj koji uzima,
09:03
especially on first impressions.
228
531656
1826
naročito kod prvog dojma.
Ima jedna crta osobnosti
koja nas odvraća u tome,
koja nas odvraća u tome,
09:05
There's a personality trait
that throws us off.
that throws us off.
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2308
09:07
It's called agreeableness,
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535838
1305
a zove se prijaznost,
09:09
one the major dimensions
of personality across cultures.
of personality across cultures.
231
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2621
jedna od najvažnijih
osobina ličnosti u svim kulturama.
osobina ličnosti u svim kulturama.
09:11
Agreeable people are warm and friendly,
they're nice, they're polite.
they're nice, they're polite.
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539812
3485
Prijazni ljudi su topli,
prijateljski, dragi i ljubazni.
prijateljski, dragi i ljubazni.
09:15
You find a lot of them in Canada --
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1791
Mnogo takvih ljudi naći ćete u Kanadi...
09:17
(Laughter)
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545136
1603
(Smijeh)
09:18
Where there was actually
a national contest
a national contest
235
546763
3497
gdje je, zapravo, bilo
i jedno državno natjecanje
i jedno državno natjecanje
09:22
to come up with a new Canadian slogan
and fill in the blank,
and fill in the blank,
236
550284
3030
za novi kanadski slogan
kako bi se popunila praznina u
kako bi se popunila praznina u
"Kanadski kao..."
09:25
"As Canadian as ..."
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553338
1575
Mislio sam da će pobijediti izraz
09:26
I thought the winning entry
was going to be,
was going to be,
238
554937
2084
"Kanadski kao javorov sirup"
ili "... hokej na ledu".
ili "... hokej na ledu".
09:29
"As Canadian as maple syrup,"
or, "... ice hockey."
or, "... ice hockey."
239
557045
2471
Ali ne, Kanađani su za svoj
novi nacionalni slogan odabrali,
novi nacionalni slogan odabrali,
09:31
But no, Canadians voted
for their new national slogan to be --
for their new national slogan to be --
240
559540
2985
ne šalim se,
09:34
I kid you not --
241
562549
1161
"Kanadski koliko je moguće,
obzirom na okolnosti."
obzirom na okolnosti."
09:35
"As Canadian as possible
under the circumstances."
under the circumstances."
242
563734
2431
(Smijeh)
09:38
(Laughter)
243
566189
3213
09:42
Now for those of you
who are highly agreeable,
who are highly agreeable,
244
570020
2371
Oni od vas koji su jako prijazni,
ili možda i malo Kanađani,
09:44
or maybe slightly Canadian,
245
572415
1393
odmah ovo shvaćaju.
09:45
you get this right away.
246
573832
1373
Kako bih uopće mogao reći da sam išta,
09:47
How could I ever say I'm any one thing
247
575229
1817
09:49
when I'm constantly adapting
to try to please other people?
to try to please other people?
248
577070
2826
kada se stalno trudim
udovoljavati drugima?
udovoljavati drugima?
09:52
Disagreeable people do less of it.
249
580400
1823
Neprijazni ljudi to manje čine.
09:54
They're more critical,
skeptical, challenging,
skeptical, challenging,
250
582247
2937
Oni su kritičniji,
skeptičniji, izazovniji,
skeptičniji, izazovniji,
09:57
and far more likely than their peers
to go to law school.
to go to law school.
251
585208
3054
i vjerojatnije je da će studirati pravo,
nego njihovi vršnjaci.
nego njihovi vršnjaci.
10:00
(Laughter)
252
588286
1143
(Smijeh)
10:01
That's not a joke,
that's actually an empirical fact.
that's actually an empirical fact.
253
589453
2655
Ovo nije vic, već, zapravo,
empirijska činjenica.
empirijska činjenica.
(Smijeh)
10:04
(Laughter)
254
592132
1059
Uvijek sam pretpostavljao
da su prijazni ljudi oni koji daju,
da su prijazni ljudi oni koji daju,
10:05
So I always assumed
that agreeable people were givers
that agreeable people were givers
255
593215
2549
10:07
and disagreeable people were takers.
256
595788
1947
a neprijazni oni koji uzimaju.
10:09
But then I gathered the data,
257
597759
1430
No, tada sam prikupio podatke,
i bio zapanjen činjenicom da nema
korelacije između ova dva svojstva,
korelacije između ova dva svojstva,
10:11
and I was stunned to find
no correlation between those traits,
no correlation between those traits,
258
599213
3113
10:14
because it turns out
that agreeableness-disagreeableness
that agreeableness-disagreeableness
259
602350
2659
jer ispada da su prijaznost-neprijaznost
10:17
is your outer veneer:
260
605033
1163
vaš zaštitni omotač.
Koliko je ugodno družiti se s vama?
10:18
How pleasant is it to interact with you?
261
606220
1941
Davanje i uzimanje više su
vaši unutarnji motivi.
vaši unutarnji motivi.
10:20
Whereas giving and taking
are more of your inner motives:
are more of your inner motives:
262
608185
2692
Koje su vaše vrijednosti?
Koje su vaše namjere prema drugima?
Koje su vaše namjere prema drugima?
10:22
What are your values?
What are your intentions toward others?
What are your intentions toward others?
263
610901
2892
Ako zaista želite točno procijeniti ljude,
10:25
If you really want to judge
people accurately,
people accurately,
264
613817
2192
morate doći do trenutka
kojeg svaki savjetnik iščekuje
kojeg svaki savjetnik iščekuje
10:28
you have to get to the moment every
consultant in the room is waiting for,
consultant in the room is waiting for,
265
616033
3517
i nacrtati tabelu "dva na dva".
10:31
and draw a two-by-two.
266
619574
1165
10:32
(Laughter)
267
620763
2098
(Smijeh)
10:37
The agreeable givers are easy to spot:
268
625648
2007
One prijazne koji daju lako je uočiti:
10:39
they say yes to everything.
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oni na sve kažu "da".
10:43
The disagreeable takers
are also recognized quickly,
are also recognized quickly,
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One neprijazne koji uzimaju
također se brzo prepozna,
također se brzo prepozna,
10:46
although you might call them
by a slightly different name.
by a slightly different name.
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iako ćete ih možda zvati
nešto drugačijim imenom.
nešto drugačijim imenom.
10:50
(Laughter)
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(Smijeh)
10:53
We forget about the other
two combinations.
two combinations.
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Zaboravljamo na preostale
dvije kombinacije.
dvije kombinacije.
10:55
There are disagreeable givers
in our organizations.
in our organizations.
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Jedni su oni neprijazni koji daju
u vašoj organizaciji.
u vašoj organizaciji.
10:59
There are people who are gruff
and tough on the surface
and tough on the surface
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To su osorne i grube osobe na površini,
no iznutra misle
i na ono najbolje za druge.
i na ono najbolje za druge.
11:01
but underneath have
others' best interests at heart.
others' best interests at heart.
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11:05
Or as an engineer put it,
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Ili, kako to inženjer kaže:
11:06
"Oh, disagreeable givers --
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"Ah, neprijazni davatelji,
11:08
like somebody with a bad user interface
but a great operating system."
but a great operating system."
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kao netko tko ima loše korisničko sučelje,
ali sjajan operativni sustav."
ali sjajan operativni sustav."
11:12
(Laughter)
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(Smijeh)
11:13
If that helps you.
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Ako vam je to pomoglo.
11:14
(Laughter)
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(Smijeh)
11:16
Disagreeable givers are the most
undervalued people in our organizations,
undervalued people in our organizations,
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Neprijazni davatelji su
najpodcjenjeniji ljudi u organizacijama,
najpodcjenjeniji ljudi u organizacijama,
jer daju kritički povratnu informaciju,
11:19
because they're the ones
who give the critical feedback
who give the critical feedback
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ono što nitko ne želi,
ali bi svatko trebao čuti.
ali bi svatko trebao čuti.
11:22
that no one wants to hear
but everyone needs to hear.
but everyone needs to hear.
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Trebamo biti puno bolji
u procjeni takvih ljudi,
u procjeni takvih ljudi,
11:25
We need to do a much better job
valuing these people
valuing these people
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umjesto što ih rano otpišemo
11:27
as opposed to writing them off early,
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i kažemo: "Ah, malo je drzak,
11:29
and saying, "Eh, kind of prickly,
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11:31
must be a selfish taker."
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sigurno je onaj sebični koji samo uzima."
11:33
The other combination we forget about
is the deadly one --
is the deadly one --
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Preostala kombinacija
koju smo zaboravili je opaka,
koju smo zaboravili je opaka,
11:36
the agreeable taker,
also known as the faker.
also known as the faker.
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onaj prijazni koji uzima,
poznat i kao lažnjak.
poznat i kao lažnjak.
To je osoba koja je s vama naoko ljubazna,
11:40
This is the person
who's nice to your face,
who's nice to your face,
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a onda će vam zabiti nož u leđa.
11:42
and then will stab you right in the back.
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11:44
(Laughter)
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(Smijeh)
Moj omiljeni način da se takvi ljudi
otkriju tijekom razgovora za posao
otkriju tijekom razgovora za posao
11:46
And my favorite way to catch
these people in the interview process
these people in the interview process
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11:49
is to ask the question,
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je postaviti im pitanje,
11:51
"Can you give me the names of four people
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"Možete li mi navesti četiri osobe,
11:53
whose careers you have
fundamentally improved?"
fundamentally improved?"
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čije ste karijere
iz temelja unaprijedili?"
iz temelja unaprijedili?"
Oni koji uzimaju dat će vam četiri imena,
11:56
The takers will give you four names,
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11:58
and they will all be more
influential than them,
influential than them,
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i svi će biti mnogo utjecajniji od njih,
12:01
because takers are great at kissing up
and then kicking down.
and then kicking down.
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jer ovaj tip ljudi je odličan
u ulizivanju i srozavanju drugih.
u ulizivanju i srozavanju drugih.
Oni koji daju vjerojatno će imenovati
osobe koje su hijerarhijski ispod njih,
osobe koje su hijerarhijski ispod njih,
12:04
Givers are more likely to name people
who are below them in a hierarchy,
who are below them in a hierarchy,
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12:08
who don't have as much power,
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koje nisu toliko moćne,
12:09
who can do them no good.
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koje im nisu od koristi.
12:11
And let's face it, you all know
you can learn a lot about character
you can learn a lot about character
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Priznajmo, svi znate da možete
mnogo naučiti o karakteru
mnogo naučiti o karakteru
promatrajući kako se osoba ponaša
prema konobaru u restoranu,
prema konobaru u restoranu,
12:14
by watching how someone
treats their restaurant server
treats their restaurant server
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ili prema vozaču taksija.
12:17
or their Uber driver.
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I ako sve ovo dobro napravimo,
12:19
So if we do all this well,
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ako se riješimo onih koji uzimaju,
12:20
if we can weed takers
out of organizations,
out of organizations,
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ako omogućimo slobodno traženje pomoći,
12:22
if we can make it safe to ask for help,
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ako davatelje zaštitimo
od sagorijevanja na poslu
od sagorijevanja na poslu
12:24
if we can protect givers from burnout
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12:26
and make it OK for them to be ambitious
in pursuing their own goals
in pursuing their own goals
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i omogućimo im da budu ambiciozni
u ostvarenju svojih ciljeva,
u ostvarenju svojih ciljeva,
12:29
as well as trying to help other people,
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kao i u pomaganju drugima,
12:32
we can actually change the way
that people define success.
that people define success.
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promijenit ćemo način
na koji ljudi definiraju uspjeh.
na koji ljudi definiraju uspjeh.
12:35
Instead of saying it's all about
winning a competition,
winning a competition,
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Umjesto da govorimo
kako je sve u pobjeđivanju,
kako je sve u pobjeđivanju,
12:38
people will realize success
is really more about contribution.
is really more about contribution.
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ljudi će shvatiti da je uspjeh
zapravo u tome koliko pridonosiš.
zapravo u tome koliko pridonosiš.
12:42
I believe that the most
meaningful way to succeed
meaningful way to succeed
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Vjerujem da je najsmisleniji način uspjeha
pomoći drugima da uspiju.
12:45
is to help other people succeed.
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I ako možemo raširiti ovakvo vjerovanje,
12:47
And if we can spread that belief,
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12:48
we can actually turn paranoia upside down.
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preokrenut ćemo paranoju naopako.
12:51
There's a name for that.
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Postoji i ime za to.
12:52
It's called "pronoia."
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A to je "pronoja."
12:55
Pronoia is the delusional belief
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Pronoja je zavaravajuće vjerovanje
12:56
that other people
are plotting your well-being.
are plotting your well-being.
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da su se drugi urotili
u korist vaše dobrobiti.
u korist vaše dobrobiti.
12:59
(Laughter)
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(Smijeh)
13:02
That they're going around behind your back
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Da vam hodaju iza leđa
13:05
and saying exceptionally
glowing things about you.
glowing things about you.
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i govore fenomenalne stvari o vama.
13:09
The great thing about a culture of givers
is that's not a delusion --
is that's not a delusion --
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U kulturi onih koji daju
odlična stvar je što to nije zabluda,
odlična stvar je što to nije zabluda,
13:13
it's reality.
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već stvarnost.
Želim živjeti u svijetu
gdje uspijevaju oni koji daju,
gdje uspijevaju oni koji daju,
13:15
I want to live in a world
where givers succeed,
where givers succeed,
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i nadam se da ćete mi pomoći
u stvaranju takvog svijeta.
u stvaranju takvog svijeta.
13:18
and I hope you will help me
create that world.
create that world.
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13:20
Thank you.
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Hvala vam.
13:21
(Applause)
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(Pljesak)
ABOUT THE SPEAKER
Adam Grant - Organizational psychologistAfter years of studying the dynamics of success and productivity in the workplace, Adam Grant discovered a powerful and often overlooked motivator: helping others.
Why you should listen
In his groundbreaking book Give and Take, top-rated Wharton professor Adam Grant upended decades of conventional motivational thinking with the thesis that giving unselfishly to colleagues or clients can lead to one’s own long-term success. Grant’s research has led hundreds of advice seekers (and HR departments) to his doorstep, and it’s changing the way leaders view their workforces.
Grant's book Originals: How Non-Conformists Move the World examines how unconventional thinkers overturn the status quo and champion game-changing ideas.
Grant is the host of the TED original podcast WorkLife, taking us inside unconventional workplaces to explore the ideas we can all use to make work more meaningful and creative.
Adam Grant | Speaker | TED.com