#project lana

[starterous]

How to have a superstar when you cannot hire one?

One of the answers we can think of is hiring the potentials and train them.

But how do we know if someone is one of “the potentials”?

Here is the a graph that I found a while ago from a blog post of Mark Suster.

This graph has made me think a lot recently about my recruitment activities at Project Lana.

It's true that superstar needs both initial talent and process driven.

(It's not just applied only for salesperson)

But talent is born (absolutely), and proccess-driven is trained

No one is born with process-driven. And true talent cannot be taught.

So want to have superstars in your team?

You just cannot hire the people without innate talent.

And you just cannot hire the people without extreme willingness to learn.

But why extreme willingness to learn?

People with strong talent usually have developed their own opinions and point of views strong, living their life.

Having strong points of views at the early day of their life also mean it would be hard to change.

And if people don’t change their mind a lot, it’s hard for them to learn and adapt and become superstars.

Just keep in mind - The only way of learning is by themselves, and for themselves.

And creating the chances for them to learn their own lesson themselves, you should focus on.

Time will take care of everything else.

Everyone has to hit their own tipping points to start becoming great.

Don't worry, be patience.

[wolfatdawn-blog]