Win People and Take Victory



Win People and Take Victory

Tactics Found in the 『Three Kingdoms』

This column intends to satisfy the longing of the Glovis people for humanities.
The classic literature is still relevant today and provides insights applicable in today’s world.
In this column, I would like to share some of those insights so we could apply it to our lives instead of regarding them as outdated lessons.

Silence or Rebellion Resulting from a Vertical Organizational Culture


“Let us have time to reflect on ways to improve our corporate culture. Please feel free to say anything that comes to your mind. First, Manager Mr. Kim, what do you think needs improvement in terms of corporate culture?” Senior Senior Manager Won, who calls himself a professional communicator, asks a new employee who is a Millennial.

“I will be honest. Senior Manager Won seems to have the right answer in your mind when you ask a question. You want to hear a certain answer, so you don’t listen if someone answers differently. The meetings are run in the same way, too. When I speak what’s on my mind, because you asked me to, you often say, “What do you know as a new employee.” If I keep quiet and listen, then you say, “Why aren’t you more passionate.” I think this needs improvement.”

There is an awkward silence after the new employee makes this remark. What should Senior Manager Won do in this situation?

① Say, “Okay I get it,” on the spot, but tell the middle manager how uncomfortable it was later on. ② Say, “Thank you for being honest,” and ask for suggestion or ways to improve. In theory, many would say that option 2 is the right answer, but in reality, most would choose option 1.

Learning to Accept Other People’s Opinions from Cao Cao


To gain wisdom and be able to move in the right direction, I looked for precedents from the 『Three Kingdoms』. The Battle of Guandu from the Three Kingdoms was a battle, in which Cao Cao’s 20,000 troops won a great victory over the 100,000 troops of Yuan Shao.

Yuan Shao was a leader who had the right answer in his mind and regarded his pride with greater importance than the reality. When his staff suggested a scheme that was different from his own, he laughed at the idea and disregarded it. He also did not tolerate a strategy that sounded better than his own. For example, he imprisoned Tian Feng, who insisted that they do a long-term battle rather than an intensive surprise attack. Yuan Shao further dismissed Xu You, who said, “Cao Cao’s military only has food for one day so we must take half of our military to attack Cao Cao’s basecamp.”

On the other hand, Cao Cao was a good listener, who willingly accepted the opinions of his staff. In the early stages of the Battle of Guandu, when Cao Cao was surrounded by Yuan Shao’s troops, he tried to retreat, but Xun Yu suggested, “Lord, Yuan Shao will have an internal conflict soon, so please wait until then.” Cao Cao was focused on the risk of losing the war, whereas Xun Yu was focused on the chance of winning the war. Cao Cao took Xun Yu's advice. Eventually, as Xun Yu said, Yuan Shao ran out of military tactics and the Battle of Guandu ended with Cao Cao's victory, thanks to the successive betrayals of Yuan Shao’s subordinates.

This anecdote shows the approach leaders should take when accepting other people’s opinions. In particular, an opinion that differs from your own should be appreciated, rather than disregarded. It is difficult to have creative ideas when leaders force their thoughts. This is why a good leader, who is ready to listen, is always surrounded by creative, talented people.


Boredom at Work Results in Job Change


According to the 2018 Job Change Statistics Results released by the National Statistical Office in September 2020, 16.5% of people experienced a job change. The top three reasons for changing jobs were related to boredom at work, such as repetitious work, low motivation, excessive workload, low salary, and not the right fit for one’s personality or ability.

Boredom at work comes from feeling disrespected and uncertain about the future. As stable growth cannot be expected in a corporate culture where turnover is prevalent, employers must think of ways to lower the turnover rate. To find the solution, I looked at the tactics that yielded zero turnover rate from the 『Three Kingdoms』


Liu Bei’s Tactics that Yielded Zero Turnover Rate


When Guan Yu became a hostage of Cao Cao, Cao Cao offered all sorts of treasures, including the best horse, to change Guan Yu’s mind. However, Guan Yu kindly declined the offer and ran away with the horse as soon as he learned the whereabouts of Liu Bei. As he passed through the five gates, Guan Yu killed six generals, which shows how difficult the journey was. Guan Yu’s decision wasn't just because of the oath of fraternity in the peach garden; it was also because Liu Bei had a special tactic of respect and trust, which had a zero turnover rate.

Liu Bei left a famous word as he was leaving Xinye to escape the attack of Cao Cao. Liu Bei said, "Even though the people abandoned me, I cannot abandon my people." Another famous quote is, “Have I almost lost my trusted general?" The second quote is from when Zhao Zilong rescued Liu Bei’s son, Liu Shan, from the enemy camp. When Zhao Zilong returned, he was covered in blood and was wounded so deeply. Seeing Zhao Zilong in such state, Liu Bei put his son away and uttered the above phrase. Zhao Zilong’s heart was so touched that he once again pledged his allegiance in tears.

As Liu Bei placed a lot of effort into recruiting Zhuge Liang, Liu Bei gave a lot of authorities and treated Zhuge Liang with great care. Guan Yu and Zhang Fei complained about giving too much power to Zhuge Liang, who was 20 years younger than themselves. Liu Bei said, “Having Zhuge Liang is like a fish that has found water, so don't say such thing." Zhuge Liang was greatly moved by Liu Bei’s words.

1800 years ago, Liu Bei’s soldiers enjoyed working for Liu Bei because they were being recognized for their work. It did not even occur to them that changing their job was an option. Liu Bei’s zero-turnover tactic is in line with the fourth and fifth needs from Maslow's hierarchy of needs: the feeling of accomplishment and self-actualization. In other words, Liu Bei provided the highest level of needs to his soldiers. Employers today should not be blaming the employees, who resign from work, but provide reasons for them to stay. It is more important to make employees believe that they will be respected for their work and accomplishments.


2021.01.01

Tactics Found in the 『Three Kingdoms』

This column intends to satisfy the longing of the Glovis people for humanities.
The classic literature is still relevant today and provides insights applicable in today’s world.
In this column, I would like to share some of those insights so we could apply it to our lives instead of regarding them as outdated lessons.

Silence or Rebellion Resulting from a Vertical Organizational Culture

“Let us have time to reflect on ways to improve our corporate culture. Please feel free to say anything that comes to your mind. First, Manager Mr. Kim, what do you think needs improvement in terms of corporate culture?” Senior Senior Manager Won, who calls himself a professional communicator, asks a new employee who is a Millennial.

“I will be honest. Senior Manager Won seems to have the right answer in your mind when you ask a question. You want to hear a certain answer, so you don’t listen if someone answers differently. The meetings are run in the same way, too. When I speak what’s on my mind, because you asked me to, you often say, “What do you know as a new employee.” If I keep quiet and listen, then you say, “Why aren’t you more passionate.” I think this needs improvement.”

There is an awkward silence after the new employee makes this remark. What should Senior Manager Won do in this situation?

① Say, “Okay I get it,” on the spot, but tell the middle manager how uncomfortable it was later on. ② Say, “Thank you for being honest,” and ask for suggestion or ways to improve. In theory, many would say that option 2 is the right answer, but in reality, most would choose option 1.

Learning to Accept Other People’s Opinions from Cao Cao

To gain wisdom and be able to move in the right direction, I looked for precedents from the 『Three Kingdoms』. The Battle of Guandu from the Three Kingdoms was a battle, in which Cao Cao’s 20,000 troops won a great victory over the 100,000 troops of Yuan Shao.

Yuan Shao was a leader who had the right answer in his mind and regarded his pride with greater importance than the reality. When his staff suggested a scheme that was different from his own, he laughed at the idea and disregarded it. He also did not tolerate a strategy that sounded better than his own. For example, he imprisoned Tian Feng, who insisted that they do a long-term battle rather than an intensive surprise attack. Yuan Shao further dismissed Xu You, who said, “Cao Cao’s military only has food for one day so we must take half of our military to attack Cao Cao’s basecamp.”

On the other hand, Cao Cao was a good listener, who willingly accepted the opinions of his staff. In the early stages of the Battle of Guandu, when Cao Cao was surrounded by Yuan Shao’s troops, he tried to retreat, but Xun Yu suggested, “Lord, Yuan Shao will have an internal conflict soon, so please wait until then.” Cao Cao was focused on the risk of losing the war, whereas Xun Yu was focused on the chance of winning the war. Cao Cao took Xun Yu’s advice. Eventually, as Xun Yu said, Yuan Shao ran out of military tactics and the Battle of Guandu ended with Cao Cao’s victory, thanks to the successive betrayals of Yuan Shao’s subordinates.

This anecdote shows the approach leaders should take when accepting other people’s opinions. In particular, an opinion that differs from your own should be appreciated, rather than disregarded. It is difficult to have creative ideas when leaders force their thoughts. This is why a good leader, who is ready to listen, is always surrounded by creative, talented people.

Boredom at Work Results in Job Change

According to the 2018 Job Change Statistics Results released by the National Statistical Office in September 2020, 16.5% of people experienced a job change. The top three reasons for changing jobs were related to boredom at work, such as repetitious work, low motivation, excessive workload, low salary, and not the right fit for one’s personality or ability.

Boredom at work comes from feeling disrespected and uncertain about the future. As stable growth cannot be expected in a corporate culture where turnover is prevalent, employers must think of ways to lower the turnover rate. To find the solution, I looked at the tactics that yielded zero turnover rate from the 『Three Kingdoms』

Liu Bei’s Tactics that Yielded Zero Turnover Rate

When Guan Yu became a hostage of Cao Cao, Cao Cao offered all sorts of treasures, including the best horse, to change Guan Yu’s mind. However, Guan Yu kindly declined the offer and ran away with the horse as soon as he learned the whereabouts of Liu Bei. As he passed through the five gates, Guan Yu killed six generals, which shows how difficult the journey was. Guan Yu’s decision wasn’t just because of the oath of fraternity in the peach garden; it was also because Liu Bei had a special tactic of respect and trust, which had a zero turnover rate.

Liu Bei left a famous word as he was leaving Xinye to escape the attack of Cao Cao. Liu Bei said, “Even though the people abandoned me, I cannot abandon my people.” Another famous quote is, “Have I almost lost my trusted general?” The second quote is from when Zhao Zilong rescued Liu Bei’s son, Liu Shan, from the enemy camp. When Zhao Zilong returned, he was covered in blood and was wounded so deeply. Seeing Zhao Zilong in such state, Liu Bei put his son away and uttered the above phrase. Zhao Zilong’s heart was so touched that he once again pledged his allegiance in tears.

As Liu Bei placed a lot of effort into recruiting Zhuge Liang, Liu Bei gave a lot of authorities and treated Zhuge Liang with great care. Guan Yu and Zhang Fei complained about giving too much power to Zhuge Liang, who was 20 years younger than themselves. Liu Bei said, “Having Zhuge Liang is like a fish that has found water, so don’t say such thing.” Zhuge Liang was greatly moved by Liu Bei’s words.

1800 years ago, Liu Bei’s soldiers enjoyed working for Liu Bei because they were being recognized for their work. It did not even occur to them that changing their job was an option. Liu Bei’s zero-turnover tactic is in line with the fourth and fifth needs from Maslow’s hierarchy of needs: the feeling of accomplishment and self-actualization. In other words, Liu Bei provided the highest level of needs to his soldiers. Employers today should not be blaming the employees, who resign from work, but provide reasons for them to stay. It is more important to make employees believe that they will be respected for their work and accomplishments.