????領(lǐng)導(dǎo)力內(nèi)部網(wǎng)絡(luò)是一個在線社區(qū)，最有思想,、最具影響力的商界人士將在此回答關(guān)于職業(yè)與領(lǐng)導(dǎo)力的問題。今天我們的問題是：“對想要創(chuàng)業(yè)的人,，你會給哪些建議,？”以下是Exabeam公司CEO兼聯(lián)合創(chuàng)始人尼爾?波拉克的回答。

????如果你想創(chuàng)業(yè),，你必須學(xué)會如何說服其他人辭掉目前的工作,，加入你的初創(chuàng)公司。這項任務(wù)聽起來有些艱巨,，但卻是創(chuàng)業(yè)者必須具備的一項能力,。組建一支充滿激情、足智多謀,、有凝聚力的團隊的能力,，是新公司成功的重中之重。這是實現(xiàn)創(chuàng)業(yè)愿景的第一步,，所以尤為重要,。我在招聘時，會尋找“sachkan neshama”,，它在希伯來語中是“靈魂演奏者”的意思——我喜歡用這個詞形容那些對工作充滿激情的人,。說服人們?yōu)榱宋粗奈磥矸艞壏€(wěn)定的工作絕非易事。下面幾條建議或許能夠為你提供幫助：

????推銷創(chuàng)業(yè)夢想

????沒有人比創(chuàng)始人更適合表述一家創(chuàng)業(yè)公司成立的動因主要了,。如果你想說服一個人離開舒服的現(xiàn)有職位,，來幫你發(fā)展一家新公司，你必須有效傳達(dá)公司的市場機會,、獨特優(yōu)勢和財務(wù)前景,。

????將招聘進(jìn)行到底

????你的早期員工和董事會成員已經(jīng)完全對你的愿景買單。因此,，當(dāng)他們?nèi)フ衅钙渌麅?yōu)秀的選人時,，鼓勵他們?nèi)ブ鲃臃窒碜约簽槭裁醇尤牍镜脑?，以及在這樣一家持續(xù)創(chuàng)新的公司工作能夠得到怎樣的回報。

????描述成功潛力

????為初創(chuàng)公司工作就像開始一段婚姻一樣,。員工會在一起很長時間,，他們要并肩合作，努力將產(chǎn)品推向市場,，因此一個人在考慮是否加入一家初創(chuàng)公司時,，不僅要看經(jīng)濟待遇。但如果你邀請一位有成就的專家離開穩(wěn)定的公司,，加入一家初創(chuàng)公司,，經(jīng)濟因素自然至關(guān)重要。為此,，關(guān)鍵要展示未來成功的潛力,。

????展示公司文化

????大多數(shù)人之所以加入Exabeam并非由于它作為市場破壞者的前景，而是因為他們看到了我們在商業(yè)與文化方面的表現(xiàn),。例如,，我們喜歡邀請潛在候選人參加每周的歡樂時刻。這讓他們可以接觸團隊,，親身體驗公司文化,。（財富中文網(wǎng)）

????譯者：劉進(jìn)龍/汪皓

????審校：任文科

????The Leadership Insider network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question “What advice would you give someone looking to start their own business?” is by Nir Polak, CEO and co-founder of Exabeam.

????If you’re looking to start your own business you need to be great at getting others to quit their job and join your startup. This may sound harsh, but it’s true. The ability to build a passionate, resourceful, and committed team is paramount to the success of your new company. It’s the first step in fulfilling your vision, which is why it’s so important. For me, I look for “sachkan neshama”– the Hebrew term for “soul players,” or how I describe people who are passionate about the work they do. Convincingpeople to leave stable jobs for something uncertain is never easy. Here are a few tips that may help:

????Sell the dream

????No one can convey the driving reason for a startup’s existence like its founder. If you want someone in a comfortable position to leave for the chance to help grow a new company, you have to effectively communicate your company’s market opportunity, unique strengths, and financial prospects.

????Focus on recruiting

????Your early employees and board members have already bought into your vision. So when they are working to recruit other exceptional candidates, encourage them to share why they joined your company and how rewarding it is to work for an organization that is constantly innovating.

????Lay out the potential for success

????Working for a startup is like entering a marriage.Employees will spend a lot of time with each other as they work together to bring a specific product to market, so the decision to come on board has to be about more than money. However, financial considerations matter when you’re asking an accomplished expert to leave an established company for a startup. For that reason, demonstrating the potential for future success is critical.

????Show off the company culture

????Most of the people who have joined Exabeam have not done so for the promise of market disruption alone. They joined because they have seen a mix of what we can offer in terms of business and culture. For instance, we like to invite potential candidates in for our weekly happy hours. This allows them to meet the team and experience the company culture firsthand.