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透視企業(yè)家是一個在線社區(qū)，美國創(chuàng)業(yè)界最睿智、最有影響力的一些大咖會在這里及時回答有關(guān)創(chuàng)業(yè)和職場的問題。今天的問題是：轉(zhuǎn)行時如何發(fā)揮利用原有工作經(jīng)驗？回答者是Endurance的首席執(zhí)行官兼創(chuàng)始人Hari Ravichandran。

職場中企業(yè)往往根據(jù)員工過去的工作或者頭銜狹隘地劃分類別，例如會計、律師、程序員。從業(yè)者們往往專攻某個領(lǐng)域，耗費多年提升技能積攢經(jīng)驗，卻發(fā)現(xiàn)一旦需要轉(zhuǎn)行，此前的優(yōu)勢反而成為難以擺脫的負累。

從個人經(jīng)歷看，我覺得比打磨技能更重要的是，掌握一系列推動人進步的核心價值。

核心價值具體什么意思？我比較看重的幾種素質(zhì)如下：

? 協(xié)作力

? 創(chuàng)造力

? 堅韌

? 好奇心

? 勇敢

如果能找到真正具備這些核心價值的人才，你會發(fā)現(xiàn)自己和企業(yè)都能突破思維局限。面對問題，他們不會立即翻參考資料找答案，而是從各個角度思考如何攻克攔路虎，也不會因為某種方法此前行之有效就反復使用，希望獲得同樣的結(jié)果。創(chuàng)新的本質(zhì)是全方位觀察問題，然后創(chuàng)造性地解決。

假如你想進入新的行業(yè)，卻沒有通常需要的背景，建議你強調(diào)此前的工作經(jīng)驗對完成新工作有哪些幫助。你可能不了解新部門的運作，但要是你表現(xiàn)出擅于適應(yīng)變化并且渴望學習，就可能達到新工作的要求。要積極主動地抓住對轉(zhuǎn)行有幫助的職業(yè)發(fā)展機會。這樣一來，你就有機會展現(xiàn)核心價值，證明每個人都可以為企業(yè)發(fā)展貢獻獨到的視角。

以我的教育背景為例。我學的是計算機工程，但工作一直和工程不沾邊！雖然我接受的教育跟從事的職業(yè)不太相關(guān)，但并沒有影響我成長為優(yōu)秀的科技企業(yè)家。解決問題時我會運用工程師思維，充分利用所學，并且一直鞭策自己繼續(xù)學習和挑戰(zhàn)自我。

說到挑戰(zhàn)，創(chuàng)業(yè)過程中的艱難不可言喻。身為Endurance的創(chuàng)始人，我體會到企業(yè)成長中一大挑戰(zhàn)是打造企業(yè)文化。成立時規(guī)模很小，所以我們能一直保持初創(chuàng)公司的心態(tài)。但現(xiàn)在公司全球員工超過4000人了，我們?nèi)匀幌Ｍ旧舷卤３诸B強拼搏，坦誠率直的精神，不斷增強凝聚力。

這種文化會孕育集體主義精神，讓員工相信只要團結(jié)一心，公司就會蓬勃發(fā)展。要盡量避免單打獨斗，打造一支肩負共同使命，朝同一個目標奮斗的團隊。所有企業(yè)都希望員工能發(fā)揮創(chuàng)新精神解決問題，交流坦誠布公，熱愛推陳出新。企業(yè)的成功依靠每位員工盡忠職守，以企業(yè)的使命為己任。

倘若你的企業(yè)致力于培養(yǎng)鼓勵員工跳出既有思路解決問題，你可能會驚奇地發(fā)現(xiàn)，員工對企業(yè)價值觀高度認同可以幫助你打造長期可持續(xù)發(fā)展的事業(yè)，而且會積極影響企業(yè)文化。（財富中文網(wǎng)）

作者：Hari Ravichandran

譯者：Pessy

審稿：夏林

The Entrepreneur Insiders network is an online community where the most thoughtful and influential people in America’s startup scene contribute answers to timely questions about entrepreneurship and careers. Today’s answer to the question, “How do you leverage a non-traditional background in a new role?” is written by Hari Ravichandran, CEO and founder of Endurance.

Oftentimes in the business world, people become narrowly categorized based on their past jobs or titles: accountant, lawyer, programmer. They have one skill set or career path that they’ve honed or developed for years and now find that getting out of that self-imposed box is much harder than it looks.

But in my experience, I’ve found that what’s more important than having a specific skill set is having a core set of values that drives a person forward.

What do I mean by core values? I look for people who have the following attributes:

? Collaborative

? Creative

? Tenacious

? Curious

? Fearless

If you look for those who are intrinsically driven by these values, you’ll find that they’ll be the ones who can help you and your business think outside the box. They are the people who can look at the problem and not immediately reference a playbook for the solution. They attack obstacles from all angles and don’t expect to achieve results by doing the same thing over and over just because it worked well in one situation. The root of innovation is being able to look at problems from all dimensions, and solve them creatively.

For those who are trying to break into a new role but do not have the typical background for that function, my advice is to show how your previous experience is an asset to the role you wish to assume. You may not know the ins and outs of the new department, but if you show that you can adapt well to change and are eager to learn, you could be the innovator the role requires. Be proactive and show initiative by exploring professional development opportunities that will prepare you for this career change. By doing so, you will demonstrate those core values and prove that everyone has a unique perspective that they can bring to a business.

Take, for example, my educational background. I studied computer engineering. And guess what? My job is no longer in engineering! While my education did not necessarily correspond with my career trajectory, it did not limit my success as an entrepreneur in the tech industry either. I used what I learned as an engineer to solve problems. I made the best use of my knowledge and took it upon myself to continue to learn and challenge myself.

Speaking of challenges, nothing fully prepares you to start your own company. As the Founder of Endurance, one of the most challenging aspects of growing the business has been evolving our culture. Since we started small, we still have the startup mentality, but now we have more than 4,000 employees globally and our goal is to still foster a sense of cohesion where we welcome tenacity and candor from each team member.

This type of culture breeds unity and the belief that the company thrives when we all work together. Work towards eliminating silos and building a team that embodies one mission and one purpose. All businesses look for employees that are creative problem solvers, open communicators and innovators. An organization’s success is dependent on each team member, their commitment to the role and the company’s mission.

If companies work on building an environment where stepping outside your lane is encouraged, you might be surprised to find that this shared sense of value from employees will help you build a long-term sustainable business and positively impact your company culture.