Marquis Zhao of Han said to Master Shen, "The law is indeed difficult to enforce." Master Shen replied, "What is called law is to bestow rewards only upon seeing merit, and to confer office only according to ability. Now you, my lord, have established the law, yet you still heed the requests of those close to you—this is why the law is hard to enforce." The Marquis said, "From this day forth, I shall know how to enforce the law, and what heed shall I pay to such requests?" One day thereafter, Master Shen requested that his cousin be given office. The Marquis said, "This is hardly the principle I learned from you. If I were to grant your request, would I not be undermining your own doctrine of governance? Or shall I adopt your plea and let your art of statecraft be cast aside?" Master Shen rose from his mat, begged forgiveness, and said, "You, my lord, are indeed a sovereign who truly understands the practice of law."
💡 商战启示录
This story reveals a crucial aspect of institutional enforcement: leaders must lead by example and uphold the rigidity of the rules. In modern business, many enterprises have established comprehensive performance appraisal and promotion systems, yet senior executives often make exceptions due to personal connections or special interests, rendering these systems ineffective. For instance, a well-known internet company once triggered internal discontent when the founder's relative was parachuted into an executive position, leading to the departure of core team members and declining performance. In contrast, at Huawei, Ren Zhengfei explicitly stated, "Never let the diligent suffer," insisting on distribution based on contribution, showing no favoritism even toward core executives, thereby maintaining organizational vitality. Another case is Jack Welch, former CEO of General Electric, who adhered to the "vitality curve" assessment, showing no mercy even to long-serving veterans, eliminating the bottom 10% of managers annually to sustain continuous innovation. The enforcement of rules in business warfare mirrors King Han Zhao's refusal of Shen Zi's request—leaders must restrain personal sentiments and uphold the rules. Otherwise, a single exception opens a breach; employees will lose faith in the fairness of the system and turn to relationship maneuvering, ultimately leading to internal friction and strategic drift. True leadership lies in adherence to principles, not in granting favors to individuals. Institutional rigidity is not callousness but a commitment to the organization's long-term interests and the greatest respect for the efforts of all employees.