第一次成功约到女神来家里玩。走到楼下，突然想起家里没有饮料，一紧张，结巴了，“等，等会，我去买，买点东西！”女神突然脸红了，小声说：“你真坏！那你快点啊，记得买那种水果味的啊！”我心想：只要你喜欢，所# Joke - 肚皮舞运动
w*z
1 楼
http://www.businessinsider.com/linkedin-ceo-jeff-weiner-on-what
Since becoming CEO of LinkedIn in 2009, Jeff Weiner has earned a reputation
as being a particularly inspirational and effective leader.
That's partially because he considers "managing compassionately" to be one
of the first principals of leadership, as he revealed when he recently sat
down with LinkedIn founder Reid Hoffman as part of a Stanford class called "
Technology-enabled blitzscaling" that Hoffman co-teaches with other tech-
world superstars Chris Yeh, John Lilly, and Allen Blue.
During the wide-ranging conversation, Weiner touched on one of his biggest
takeaways during his years at the head of LinkedIn.
"The most valuable lesson I’ve learned as CEO is don’t leave the pitcher
in the game for too long," Weiner said. "As soon as you ask yourself if
someone isn’t the right fit, you already know the answer. The question is,
what are you going to do about it? You have to help them get above the bar,
and if they can’t, transition them to another role or out of the
organization."
One might think that a CEO who puts compassion first might be hesitant to
fire an employee who is no longer the right fit. After all, wouldn't that
person feel pulled by how that employee would suffer if they lost their job?
Not quite.
"If someone is struggling in a role, the least compassionate thing you can
do is to leave them in that role," Weiner said. "They lose their self-
confidence and sense of self. They become a shadow of themself. It affects
their team and their family. The most compassionate thing you can do is to
transition them out as gracefully as possible."
And it makes sense. Outside of mass layoffs, employees usually know when
they're not succeeding at their jobs. Weiner believes that the stress and
frustration around that feeling can be more harmful than having to seek a
new role elsewhere.
Since becoming CEO of LinkedIn in 2009, Jeff Weiner has earned a reputation
as being a particularly inspirational and effective leader.
That's partially because he considers "managing compassionately" to be one
of the first principals of leadership, as he revealed when he recently sat
down with LinkedIn founder Reid Hoffman as part of a Stanford class called "
Technology-enabled blitzscaling" that Hoffman co-teaches with other tech-
world superstars Chris Yeh, John Lilly, and Allen Blue.
During the wide-ranging conversation, Weiner touched on one of his biggest
takeaways during his years at the head of LinkedIn.
"The most valuable lesson I’ve learned as CEO is don’t leave the pitcher
in the game for too long," Weiner said. "As soon as you ask yourself if
someone isn’t the right fit, you already know the answer. The question is,
what are you going to do about it? You have to help them get above the bar,
and if they can’t, transition them to another role or out of the
organization."
One might think that a CEO who puts compassion first might be hesitant to
fire an employee who is no longer the right fit. After all, wouldn't that
person feel pulled by how that employee would suffer if they lost their job?
Not quite.
"If someone is struggling in a role, the least compassionate thing you can
do is to leave them in that role," Weiner said. "They lose their self-
confidence and sense of self. They become a shadow of themself. It affects
their team and their family. The most compassionate thing you can do is to
transition them out as gracefully as possible."
And it makes sense. Outside of mass layoffs, employees usually know when
they're not succeeding at their jobs. Weiner believes that the stress and
frustration around that feeling can be more harmful than having to seek a
new role elsewhere.
