I am ten years old, and I aspire to learn, thirty years old, forty years old, forty years old, fifty years old, fifty years old, fifty years old, fifty years old, fifty years old, sixty years old, sixty years old, sixty years old, seventy years old, seventy years old, seventy years old, seventy years old, seventy years old, from the heart, not over the rule. The sage who was thirty and established said.

Famous forums have had such a discussion: 30 years old, if you have not been management, or in a certain field of achievement, that your life is basically so, this sentence out, not only hum and sense, put yourself in the shoes of think, not unreasonable:

A person to the age of 30, he has also worked for seven or eight years, if you are not able to be management, or in the field of specialty If you have not been able to make a breakthrough in your field of specialization, it can only mean that this person has spent seven or eight years and has not been able to show your ability, that is to say, this person has reached the upper limit of his ability.

Such an assertion, right or wrong, put aside for the time being, let's analyze the problem of this poisonous chicken soup:

Human nature has a characteristic of the original sin of things, there are two particularly obvious easy to make mistakes:

When they do not do well, they will believe that the outside world's factors around the failure;

When someone else to do not make it well, they will recognize the ability of the factors around the problem

We will recognize that it is not good to make a breakthrough in the field of professionalism.

The human nature is summarized as the animal of leniency and strictness

When we reach the age of 30, we are still engaged in the grassroots of the implementation of the work, you will feel that their "ability to fail"?

Mostly not.

We will think that it is the external reasons, such as family factors, environmental factors, bad luck, bad luck, and so on, so that we have not been able to find the most suitable position.

You see, human nature is to be lenient and strict with others is the reason.

Objectively speaking: when a person reaches the age of 30 and doesn't become a manager or a technical expert, it doesn't necessarily mean that he's not capable. It may well be that it's just that the trial-and-error period has been too long for him to settle into a seat.

After all, starting from graduation, you know what you want, and find the right path to development, all the way to smooth sailing? There are people like that, but they are definitely in the minority. Most people can only be in the middle of figuring it out, keep making attempts, keep hitting the wall, and then turn around and go in another direction?

Some lucky people, in the constant groping and trial and error, have accumulated experience that can be reused, thus shortening the promotion path. That's the ideal situation.

But for more people, switching careers may mean that their previous experience is completely wasted and they have to start from the bottom.

It's all about time, and time is rushed and hard to turn back. Time is the one thing that defeats everything. Before you know it you'll be 30 years old. Going back to the quote itself, does it have any truth to it? There is.

30 years old in the career has not yet broken through, subjectively, may not be the ability to limit; but objectively, there are indeed many problems:

First, the employer will have doubts: the Internet, finance, consulting, creativity, these seemingly bright industry, all are eating youthful rice industry. There is no other reason for this: young people are cheap, useful, energetic, and willing to learn.

Secondly, your growth will gradually decrease: before the age of 30, use all the time to learn knowledge and skills.

After 30, you have to trade money for skills. Because the cost of learning is too high.

It's undeniable that after 30, your energy, your stamina, will slowly decline; at the same time, the cost of your time will soar - it's hard enough to spend months and years learning the same thing in your 30s, it's too much of a luxury for you.

So, if you're not yet 30, you should avoid these kinds of problems in the first place

So, how can you avoid this problem? The answer is: find your area of strength as early as possible.

In the last century, the U.S. government designed a set of mechanisms for screening diplomats, and McLellan, a famous researcher, studied the test mechanism and found that the test mainly focused on "knowledge" and "skills," and his team found the most talented diplomats through interviews and observation. Through interviews and observations, his team found that the best diplomats are not those with rich knowledge and outstanding skills, but those with high interpersonal sensitivity and the ability to quickly integrate into the local culture. And this is something that is completely overlooked within the testing mechanism.

Based on this, he put forward a theory: we are always accustomed to use knowledge, skills to judge a person's professional ability, but in fact, these are only the most superficial factors, the real impact of a person's professional performance, is the deeper things, that is, a person's "inner quality", he called this theory iceberg model.

He believes that the things on the iceberg only account for about 25% of a person's performance, which we can learn and change, but they really do not account for a large proportion of the work performance.

The part under the iceberg, on the other hand, is our internalized cognitive patterns and perceptions that are difficult to change and are the essence of who we are as different individuals - these, on the other hand, are the more important factors that affect our careers and jobs.

What do each of these factors mean?

From the graphic, we can see that the intrinsic factor of motivation is placed at the very center and most critical.

It can be said that motivation is the most important factor in determining a person's quality and orientation.

Understanding one's own "motivation", and then determining one's own values, self-perception, role orientation, and determining in which area one is more suitable for development - this is our "area of strengths "

By doing this, we can identify our values, self-perceptions, and roles.

By defining your "areas of strength" and then comparing the gap between your ideal position and your current situation, you can then target your knowledge and skills. This is the most important thing you need to do before you turn 30. It's also the secret to allowing yourself to build on your strengths and avoid your weaknesses and grow quickly.

If you don't have a professional strength by the age of 30... What should I do?

Many people don't start thinking about one thing until they're around 30: "What can I really do at work? What should I do next?" But after thinking about it again, I'm not so sure about this question, as if? I have some abilities and strengths, but strictly speaking, these abilities and strengths are not quite the traditional definition of a skill. Thinking about it, some people start to panic? "So, what to do? What to do?"

It's important to note that there are two types of job skills: specialized knowledge and skills, and skills in dealing with matters. Traditionally, a skill is considered to be the former, but many bosses are satisfied with an employee's performance because of the latter. You don't have to worry, the people who can use what they learn are rare, more than half of the people in this society are not using what they learn, and they don't even have the professional knowledge and skills, what they are good at is that they can deal with the affairs, solve the problems, and achieve the goals.

If you belong to this kind of people, then congratulations! You have a chance to be a general manager!

One person multi-functional, more than a replacement position

Many young people will be for the lack of a skill and troubled, feel useless, no positioning in the workplace, but also grasp the direction of their future prospects, as if in a ship driving in the sea, and the sea fog, the heart is very panicky, very afraid, very helpless, can only let themselves the ship with the waves of the sea jumped up and down Shen?

From today, you do not have to bother, you can have a new interpretation and positioning: since the lack of a skill, from the opposite point of view, it also means that less of a skill bound, job search can be a wide sea and sky, anything can try, any work can be done.

This kind of people in the company, now there is a fashionable new term: tool people, they play an important function and role. Running a company, technical work may be outsourced, but the tool man can not be delegated, every company is missing the tool man.

The term "toolman" originated in baseball and refers to a player who, in addition to being a pitcher or catcher, can play both infield and outfield. In addition to his ability to keep the ball in play, a utility man is usually fast enough to pinch-run for a slower center fielder later in the game when the batter has reached base on a base hit, to get back to the insurance run as far as possible, and then to take over as center fielder from the next inning onward.

Usually, there is a limit of 25 players to start the season, and teams usually choose half (12 or 13) of them to be pitchers, and the rest to be fielders. And the fielder regular selection of infield 4, outfield 3, catcher 1, the remaining 4 to 5 is the bench fielder, so can not provide a guard position has a replacement player dilemma, if the bench fielder is more functional, can guard several bases, both inside and outside the field, and even can guard the catcher's position, then his chances of being selected will be more.

Won't lose at the starting point

Toolman English is utility player, toolman is just a translation method, utility the word emphasizes the multi-function. As long as the company can play a multi-functional role in the company, at any time to fill the absence of others, quickly restore the function of the position of the person, will be called the tool man. This kind of person has a characteristic is, does not have a skill, can not see a particular outstanding powerful, but responsive, cite a three, intelligent and capable, also willing to try different job content, can quickly cut into different roles, to help supervisors to solve the lack of pain, belong to the fire-fighting type of talent.

Each department will have administrative common service type of work, tools people have an advantage over others, is that can be used for various departments, traveling around the various departments, by a variety of experience, and will be his ability to sharpen more thorough and more advantageous, and continue to go up a level, because "there is no one more than he understands the company", and finally become an indispensable manpower of the company. The company's main goal is to provide the best possible service to its customers.

Of course, tool people who don't have a skill and can't clearly do the functional positioning will have a harder time finding a job or changing jobs at first. Even if you find a job, the rank and salary are low. But with the passage of time, because of the complete experience, broad vision, thoughtful, often become the boss's right-hand man, some rise to the important management level, some with the boss as a special assistant, mastery of power, salary can be expected.

Bravely accept mobilization and change

However, tool people have another problem. Because of the frequent transfer in the position, will let the tool people think that they are not reused, will continue to be transferred to and from, or very envious of those who have a skill of expertise, can be fixed in a position to the depth of the development, so the tool people are the most common reasons for resignation is: "always transferred to and from, I do not know their own positioning in the company, the heart has a very deep sense of anxiety and insecurity". I have a deep sense of anxiety and insecurity. Therefore, one of the most important things that tool people need to adapt to is mobilization, and the most important character that they need to forge is the courage to change. If they fail to do these two things, tool people will be unhappy at work, and they will often have the desire to leave, or they will refuse to be mobilized, and they will stay in a comfortable corner, and eventually they will become an insignificant role, and they will not have any expertise. If they leave, they are not competitive in the job market.

But the role of the toolman can't last forever. In the process of transferring jobs, you must find a job that you are most passionate about, and excel in performance, so that people feel that this job must be done by you, then this is your position, this is your stage! From then on, there is no need to be uprooted and transferred to the department, but also to develop their own skills, the self-confidence of the workplace will be generated.