The right one is the best

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I studied some of Mr. Yu Shiwai’s management courses diligently over four days, and I benefited greatly from it. Not only did I learn about some very profound management concepts, but I also experienced the appeal and influence of world-renowned companies. What struck me the most is that the right one is the best. What is the key to success for a company? It is the core competitiveness ； What is the secret to success through core competitiveness? It’s execution ； What is the key to successful execution? It’s influence ； What is the foundation upon which influence is built? Because it’s suitable! Therefore, a core competitiveness suitable for a company is the key to its survival and success, enabling it to remain invincible. Only the suitable one is the best. What is core competitiveness? Core competitiveness is something that others cannot imitate. Just as there are no two identical leaves in the world, there are also no two companies with exactly the same core competencies. The two world-famous fast-food chains, McDonald’s and KFC, share many similarities in terms of the range of products they offer and the layout of their stores. Yet neither of these companies has gone bankrupt because of the existence of the other; this is because each has its own core competitive advantage – McDonald’s excels through its unrivaled quality of service, while KFC’s strength lies in its great adaptability. Similar to this are IBM and Dell – while IBM succeeds thanks to its excellent quality, Dell was able to gain an advantage for a time by offering products at various price points and providing fast delivery to customers’ homes. Many of our companies often imitate others – imitating their products, their systems, and their management practices. They often fail to realize that the various environments in which each enterprise operates cannot be exactly the same ； Even in an exactly identical environment, the mindset of the people in a model company cannot be imitated. For example, the whole country is now learning from Haier. But what are they learning from Haier? I think it is Haier’s spirit of daring to innovate, being at the forefront, and developing SOPs suitable for its own company – rather than simply copying Haier’s rules and management models. If a company always follows in the footsteps of others, it certainly won’t survive for long, because it is merely a copy of others’ efforts; it lacks vitality, adaptability, creativity, and nothing that is unique to itself. Even if he follows the examples closely, one day he will die from a lack of energy and heart failure. Therefore, whether large or small, new or established, every enterprise should have its own corporate culture and management style, because what fits best is the best. Run your business with dedication; perhaps one day it will grow strong and large, becoming an example for others to follow. Isn’t this the goal that all businesses strive for? This is true for running a business, and it applies the same way to selecting talent. Currently, the phenomenon of blind imitation by many companies is quite severe. They often require applicants to have a bachelor’s or master’s degree; in some cases, even those working in cleaning roles are expected to have a bachelor’s degree or higher. Are undergraduates really cleaner than people with only an elementary education? Or can he clean the sanitary area to be even more beautiful than the scenery of Guilin? If this isn’t waste, then what is? This is not only a waste of talent but also a waste of financial resources. Therefore, I hope that when selecting and appointing talent, companies should not focus solely on high educational qualifications and high abilities, but rather consider whether the individual is suitable for the job and has the potential for it; it is best when the right person is assigned to the right role. When selecting and appointing personnel, their ability level is extremely important. If someone with excessive capabilities is appointed to a position, they will lose interest in it, become slack in their efforts, and their performance may even decline instead of improving ； If someone with poor competence is appointed, they will not be able to adapt to the position and will only mess up their work ； Only those who have a slight gap between their abilities and the requirements, yet are passionate about this position, are the best candidates—just like the tempting fruit hanging in a tree; when you’re standing on the ground, you simply can’t reach it ； But if you jump hard, you can pick it off—only in this way can employees’ motivation be stimulated, can they achieve better development, and can both the company and the employees achieve a win-win situation. In a word, whether it’s business management or employee selection, what works is what leads to success. Excessive imitation or an attempt to achieve perfection will not accelerate a company’s growth; on the contrary, it will speed up its demise.