領導主管可以向中間人學習解決爭議

所謂的中間人（middleman），通常給人有些負面的印象，認為他們會增加困擾，拖累解決問題的時間。事實上，通常是相反的，中間人經常可以比在不同職位而有看法歧義的人更能有效解決問題。

領導主管可以用以下三個方式向中間人學習如何解決爭議：

1. 找出爭議雙方的差異。中間人可以發現組織中的結構空隙，他了解不同團隊的資源和需求，他可以為不同文化建立起溝通的橋樑。
2. 讓雙方保持誠實。中間人有獨特的地位可以讓單方或雙方負責任的說出真正的困難與真正的需求。
3. 作為關鍵資訊傳遞者。中間人可以整理過量的資訊，去除噪音，獲得真正關鍵的資訊。

The leader can learn to solve the dispute with the middleman

The so-called middleman, usually has a negative impression that they will increase the trouble and drag the time to solve the problem. In fact, on the contrary, the middleman often can solve problems more effectively than people who have disambiguation in different positions.

The leader can learn how to solve the dispute in the following three ways:

1. Find out the differences between the two sides of the dispute. The middleman can discover the structural gaps in the organization. He understands the resources and needs of different teams, and he can build a bridge of communication for different cultures.
2. Keep the two sides to be honest. The middleman has a unique position that can make the single or both parties responsible for telling real difficulties and real needs.
3. As a key information transmitter. The middleman can sort out excess information, remove noise, and get really critical information.