Are you a giver or a taker? | Adam Grant

Summary

In this engaging talk, the speaker explores the dynamics of 'givers' and 'takers' in the workplace, revealing that while givers often struggle with performance due to their self-sacrificing nature, they significantly contribute to the overall success of organizations. The speaker emphasizes the importance of nurturing a culture that supports givers, encourages help-seeking, and strategically hires to exclude takers. By doing so, organizations can foster a productive environment where givers thrive, ultimately redefining success as contribution rather than competition.

Takeaways

• 😀 The speaker, an organizational psychologist, discusses 'takers' and 'givers' in the workplace, emphasizing that 'takers' are self-serving while 'givers' prioritize helping others.
• 🔍 The speaker introduces a 'Narcissist Test' as a humorous self-assessment for the audience to determine if they are more of a 'giver' or a 'taker'.
• 📊 A survey of over 30,000 people across industries and cultures revealed that most people fall in the middle as 'matchers', striving to maintain a balance between giving and taking.
• 📉 Contrary to expectations, the speaker's research found that 'givers' often underperform in various roles due to spending too much time helping others at the expense of their own tasks.
• 👍 Despite being the worst performers individually, 'givers' contribute significantly to the overall success of organizations by fostering a culture of helping and sharing.
• 🚀 The best performers in various roles are not 'takers' but again 'givers', who are found to be overrepresented at both the bottom and top of success metrics.
• 🛡️ To create a successful culture for 'givers', the speaker suggests protecting them from burnout by setting boundaries and promoting 'five-minute favors' to add value to others' lives.
• 🤝 Building a culture where help-seeking is the norm is crucial for the success of 'givers', as it encourages a reciprocal environment where people feel comfortable asking for and offering help.
• 👀 The speaker advises that careful hiring practices are essential to ensure a team's success, with the focus on weeding out 'takers' rather than just bringing in 'givers'.
• 🔎 The agreeableness trait can be misleading when identifying 'givers' and 'takers', as there is no direct correlation between being agreeable and being a giver.
• 🌟 The speaker concludes by advocating for a world where 'givers' succeed, fostering a culture of contribution and support, which can turn 'paranoia' into 'pronoia'.

Q & A

What is the main theme of the talk?

The main theme of the talk is the impact of different interpersonal styles, particularly 'givers', 'takers', and 'matchers', on individual performance and organizational success.

Who are 'takers' as described in the script?

'Takers' are individuals who are self-serving in their interactions, focusing on what others can do for them rather than what they can do for others.

What is the opposite of a 'taker'?

The opposite of a 'taker' is a 'giver', someone who approaches interactions by asking 'What can I do for you?' and focuses on helping others.

What is the 'Narcissist Test' mentioned in the script?

The 'Narcissist Test' is a humorous two-step test that the speaker uses to illustrate the audience's self-awareness, with the punchline being that reaching Step 2 indicates you are not a narcissist.

What is the 'matcher' style in terms of interpersonal interactions?

A 'matcher' is someone who tries to keep an even balance of give and take, operating on the principle of 'quid pro quo', doing something for someone if they do something in return.

What did the speaker find when surveying over 30,000 people across industries and cultures?

The speaker found that most people fall in the middle between giving and taking, adopting the 'matcher' style, which suggests a balanced approach to interpersonal interactions.

Why did the speaker conduct a survey across different industries and cultures?

The speaker conducted the survey to understand the prevalence and impact of different interpersonal styles, specifically 'givers', 'takers', and 'matchers', on performance and success in various contexts.

What was the unexpected finding regarding the performance of 'givers' in various roles?

The unexpected finding was that 'givers' were the worst performers in various roles such as engineers, medical students, and salespeople, often because they were too busy helping others to complete their own work.

How do 'givers' impact an organization according to the speaker's research?

According to the speaker's research, 'givers' often make their organizations better by contributing to a culture of helping, sharing knowledge, and providing mentoring, which leads to improved organizational metrics such as profits, customer satisfaction, and employee retention.

What is the speaker's conclusion about who the best performers are in various roles?

The speaker concludes that the best performers are again the 'givers', despite their tendency to also be overrepresented at the bottom of success metrics, indicating that they have the potential for both high success and self-sacrifice.

What are some strategies the speaker suggests to build cultures where 'givers' can succeed?

The speaker suggests recognizing and protecting 'givers', fostering a culture where help-seeking is the norm, and being thoughtful about team composition to ensure that 'takers' are weeded out.

Why is it important to protect 'givers' from burnout according to the speaker?

It is important to protect 'givers' from burnout because they are valuable contributors to the organization's success, and without proper boundaries, they may exhaust themselves trying to help others at the expense of their own well-being and performance.

What is the significance of the 'five-minute favor' concept mentioned by the speaker?

The 'five-minute favor' concept signifies that small acts of giving can have a significant impact on others' lives without requiring a large commitment of time or resources. It's a way for 'givers' to maintain their generosity while setting boundaries to prevent burnout.

What personality trait can be misleading when trying to identify 'takers'?

The personality trait of 'agreeableness' can be misleading when trying to identify 'takers' because agreeable people are often perceived as warm, friendly, and nice, which can mask their self-serving tendencies.

How can organizations encourage a culture of successful 'givers'?

Organizations can encourage a culture of successful 'givers' by hiring and screening to exclude 'takers', promoting a culture where help-seeking is normal, protecting 'givers' from burnout, and allowing them to be ambitious in pursuing their own goals alongside helping others.

What is the term for the belief that others are plotting your well-being?

The term for the belief that others are plotting your well-being is 'pronoia', which the speaker contrasts with 'paranoia' and suggests as a positive outcome of a culture of 'givers'.

What is the speaker's vision for a world where 'givers' succeed?

The speaker's vision for a world where 'givers' succeed is one where people redefine success as contribution rather than competition, and where helping others to succeed becomes the most meaningful way to achieve personal success.