A leader uses a circus car analogy to split employees into two types: dodgers who stay on the periphery and avoid interaction, versus bumper cars who actively engage and spark collaboration. He argues you should hire for bumper car energy, not people who just dodge responsibilities.
Chapters
One of the questions that I like to ask audiences at the moment is I put a picture of a small car that goes around in a rink at a circus that you drive, and I say, "What do you call this?" And half the audience shouts, "Dodge 'em!" and the other half shouts, "Bumper car!" And I say, "Yeah, think about those words. Are you somebody who goes into somewhere and dodges, dodges people, just gets on with your own stuff, goes around the outside?" As I did when I first drove my own Dodge 'em. Or are you somebody who gets in a bumper car and tries to engage with the world and create energy, you know, create sparks, create moments. Because if you're hiring, I would strongly suggest if you're building a culture and you want people to show up with their full enthusiasm, their commitment, their engagement, you're looking to hire bumper cars.