King Hui of Qin said to Han Quanzi, "Su Qin has deceived our state, seeking to bewilder the multitude with cunning schemes, and the feudal lords have heeded him—this is indeed excessive. My indignation has long been harbored, and I wish to send Lord Wu'an, Bai Qi, to make my intentions known to them." Han Quanzi replied, "That cannot be done. For seizing cities and taking territories, dispatch Lord Wu'an; but for skillfully managing relations among states and undertaking missions to the feudal lords, send the guest-minister Zhang Yi." King Hui of Qin said, "I respectfully accept your instruction."
💡 商战启示录
This strategy reveals the core wisdom of differentiated talent deployment. King Hui of Qin initially intended to employ the military general Bai Qi for diplomatic affairs, but Han Quanzi promptly corrected this, pointing out that different tasks require matching expertise. In modern business, enterprises often commit similar errors: promoting technical experts to managerial roles, or assigning sales elites to strategic planning, resulting in talent misalignment. For instance, in Apple's early days, engineers were tasked with leading marketing efforts with poor results, until the return of Steve Jobs, adept at brand communication, reversed the situation. Conversely, Huawei's principle of "letting those who hear the cannon fire call for artillery" emphasizes frontline sales participation in decision-making, yet technical challenges remain delegated to R&D specialists. The proper approach is to establish a talent map, clarifying the core competencies required for each position, and to institute cross-departmental collaboration mechanisms, rather than demanding polymaths. This strategy also counsels leaders to heed professional advisors' opinions, avoiding decisions driven by personal whim. King Hui of Qin adopted Han Quanzi's counsel, and ultimately Zhang Yi successfully dismantled the Vertical Alliance—comparable to a company's market share rising after deploying the right talent. Managers must periodically assess the fit between personnel and roles, flexibly reallocating based on project nature, to maximize organizational efficacy.