讓你的經常會議值得開

不斷重複開會令人厭煩。這些週期而規律的會議都有理由召開，但是它們通常流於無聊並且沒有生產力。

以下的作法能夠讓你的會議帶來新鮮感：

1. 檢討開會目的。人們會來開會，通常只是因為他們將會議議程排上了他們的工作日程表，而無特殊的期待。你可以提醒他們為什麼要開這個會，并且要求他們自己想想是否符合他們的目的。
2. 事前準備好會議討論內容。請與會者事前提出他們有興趣討論的議題。
3. 如果不需要會面，就取消吧。如果真的沒有值得討論的議題，那麼就取消會議吧。人們會尊重你不去浪費他們的時間，並且會在真的有必要開會時現身出席。

Make your regular meeting worthwhile

It's boring to keep meeting repeatedly. These periodic and regular meetings have reason to be held, but they are usually dull and unproductive.

Here are some ways to make your meeting fresh:

1. Review the purpose of the meeting. People come to meetings, usually only because they put the agenda on their work schedule without special expectations. You can remind them why to open this meeting and ask them to think about whether they are in line with their purpose.
2. Prepare the meeting for discussion in advance. Participants are asked to discuss topics they are interested in discussing in advance.
3. If you don't need a meeting, cancel it. If there are really no issues worth discussing, then cancel the meeting. People will respect you not to waste their time, and will show up when you really need a meeting.

相信你的決策能力

知識是力量，但是太多的知識也會削弱你的力量。

在要解決問題時，許多領導者會收集一大堆資訊，然後以深入的分析來取得正確的答案。這樣做，可以導致決策是以分析與數據來做成的，但是，這樣并不一定是合乎邏輯的。

許多時候，最好的答案是基於你對資訊的合理推測，并結合了你過去的經驗，與你對事情的洞察力。

因此，不要太過信任資訊分析，而忽略了你自己的決策能力。在你做決策時，一定要查核一下自己的判斷力。

Trust your decision making skills

Knowledge is power, but too much knowledge weakens your strength.

When it comes to solving problems, many leaders collect a lot of information and then take in-depth analysis to get the right answer. Doing so can lead to decisions that are made of analysis and data, but this is not necessarily logical.

Many times, the best answer is based on your reasonable assumptions about the information, combined with your past experience, and your insight into things.

Therefore, don't place too much reliance on information analysis and neglect your own decision making skills. When you make a decision, make sure you check your judgment.

從軍中學習領導藝術

許多人認為軍隊是一種絕對的階級結構組織，上級軍官具有絕對的權威要求下級軍官與士兵服從。

事實上，軍隊也是很徹底授權，并具有優良溝通能力的組織。

以下，讓我們來學習你可能不知道的軍隊領導藝術：

1. 傳遞使命。軍隊一旦開拔，就必須依靠戰地軍官與士兵對任務使命的充分理解，能夠就地做出正確的行動。這就必須在任務發動之前，進行使命宣導，并請參與行動的軍官或士兵自行擬定出行動方案，包含運動路線、火力配置、臨場應變，等等。
2. 以贏得尊敬而非命令來領導。有效的軍事行動，並非靠著層級指揮的命令，而是讓下級尊敬你的權威與地位。這對於戰場上指揮官通常并非親臨第一線戰地時，特別重要。戰士願意在槍林彈雨中奮勇戰鬥，是因為他們尊敬指揮官。
3. 信任你的戰士。雖然軍中有嚴格的紀律，但是最有效的領導方式是絕對的授權到最基層，相信你的戰士能夠依據他的臨場判斷，做出最佳的決定。

Learn the art of leadership from the army

Many people believe that the army is an absolute hierachical organization, and that officers at higher levels have absolute authority and require lower officers and soldiers to obey.

In fact, the army is also an organization that is thoroughly authorized and has good communication skills.

Below, let's learn the art of military leadership that you might not know:

1. Transfer mission. Once the army marching out, we must rely on the full understanding of the mission field officers and soldiers, on the spot to make the right move. This must be launched before the task of mission, advocate, and please take action officers or soldiers to develop their own travel plan, including moving route, firepower allocation, improvise and so on.
2. Win leadership by respect but not command. Effective military action, not by a hierarchy of the command, but let your subordinates respect for authority and status. This is especially important for commanders on the ground are not usually at the front-line battlefield, soldiers in a hail of bullets. They are willing to put up a fight, because they respect the commander.
3. Trust your warrior. Although there are strict disciplines in the army, the most effective way to lead is to give absolute authority to the bottom, and believe that your warrior can make the best decisions based on his on-the-spot judgment.

沒有正式權力的領導方式

在當今扁平式的組織裡，領導者不僅要能夠影響與說服他直屬的部下，還要能夠對他的同僚、其他部門主管、以及簽約方，發揮影響力，取得他們的支持。

以下三招是無論你是否有正式權力，都能夠讓你發揮領導力的方式：

1. 記住熱情是有感染力的。你對某個項目的熱情能夠激勵其他人產生關切與興趣，並且樂於參與。
2. 小心你的自大吹噓。沒有人會願意幫助讓你感到重要，而負責的。你不需要說服他人來尊重你的權威，而應該展現你的優異表現來贏得他人的尊敬。
3. 低調領導。當你沒有正式的授權來支持你的領導時，別人會對你不時爭取領導地位的作為而有疑慮。你不應該過多注意在取得形式上的領袖地位，而應該低調行事，讓大家自然的參與進來；向大家諮詢意見，讓別人有貢獻的空間，他們自然會受到你的影響，而尊崇你的領導地位。

Leadership without Formal Authority

In today's flat organization, leaders not only be able to influence and persuade him to direct subordinates, but also can exert influence on his colleagues, other departments and parties, and get their support.

The following three is whether you have formal authority, can let you play the leadership way:

1. Remember that passion is contagious. Your enthusiasm for a project to inspire others to produce concern and interest, and willing to participate in.
2. Be careful of your boasting. No one will be willing to help you make you feel important and responsible. You don't need to convince others to respect your authority, but you should show your excellent performance to win respect from others.
3. Low-key leadership. When you do not have formal authority to support your leadership, others will be suspicious of your attempts to gain leadership. You should not have to pay more attention to leadership in the form, but should be low-key, let everyone naturally involved; to all advice, let others contribute space, they will be affected by you, and respect your leadership.

如何獲得你需要的回饋？

任何領導者要想要取得進步，都需要有有效的回饋。但是，要讓人們坦誠的說出關於你的表現，并不是容易的事。

你可以向你的屬下問以下的三個問題，來取得他們坦率的回饋：

1. 我應該停止做什麽？問他們，你的什麽樣的作為對邁向成功有所妨礙。
2. 我應該繼續做什麽？問他們，你作對了什麽，並且應該繼續做下去。
3. 我應該開始做什麽？一旦你停止了沒有生產力的作為，你會有更多的時間與精力來發展新的作為。

How do you get the feedback you need?

Any leader who wants to make progress needs effective feedback. However, it is not easy to make people speak frankly about your performance.

You can ask your subordinates the following three questions to get their frank feedback:

1. What should I stop doing? Ask them what kind of actions you have to prevent success.
2. What should I continue to do? Ask them what you have done against them and should continue to do so.
3. What should I start to do? Once you stop doing nothing productive, you will have more time and energy to develop new actions.

不要假設員工不會明白

在有限資源條件下，確實很難做出策略決策。但是，要溝通這些決策可能是更高的挑戰。

領導者最常犯的錯誤之一，就是認為員工不會明白決策背後的複雜因素。

與其假設“員工不會明白”，不如找出能夠說明細節的方式，儘管員工可能無法擁有你所有的組織能力與財務知識。如果你的員工不能夠明白，你的責任就是要能夠以他們能夠理解的方式進行說明。

所有的員工都有權利了解公司未來的發展方向，以及其背後的理由。當他們明白了，就更容易支持公司的策略，就會更能夠愉快工作，發揮更高的生產力。

Don't assume employees don't understand

It is difficult to make strategic decisions under limited resources, but communicating these decisions may be a higher challenge.

One of the leaders' most common mistakes is that employees don't understand the complex factors behind decision-making.

Rather than assuming that "people don't understand", try to find out to explain the details, although the staff may not be able to have your organization ability and financial knowledge to all employees. If you do not understand, your responsibility is to be able to understand the way they can explained.

All employees have the right to know the future development direction of the company, and the reason behind it. When they see, it is easier to support the company's strategy, will be more pleasant to work, play more productive.

即使是對日常性的工作，你也要說謝謝

在多數的工作環境中，太少聽到讚揚與感謝的聲音。即使是一些比較擅長做出正面回饋的主管，也傾向於不會給出“高於標準表現”的讚揚語氣。

多數在操作日常作業的員工很少被主管關注到，並且通常不會接到感謝表示。

真誠的謝意可以讓參與工作的員工可以更高效率的協作，讓他們更團結一心。

你應該嘗試每週至少一次向你哪些在操作日常作業的員工，給予一句親切的：【謝謝你！】你不要只有在他們完成超標工作時才表現你的感激鼓勵，而要在他們在進行日常工作時，就這樣表現出你由衷的感激。你可以說出他們的行為與他們實際的工作內容帶給公司的實際幫助，讓他們有更實在的參與貢獻感覺。

熟練你的領導力

要成為成功的領導者有許多的方式，但是千萬不要忘記一些最基本的領導功課。

以下是五個領導者最基本的工作：

1. 描繪未來。你應該描述你的公司或是你的部門將要往什麼方向前進，要達到什麼目標？讓你的屬下都清楚團隊要發展的方向。
2. 付諸實現。一旦你指出了發展方向后，要專注在如何付諸實現。這時，你要確保每個人都知道如何去做，才能達到目標。
3. 抓住當下的人才。你要充分運用你的人力，讓每個人都能夠發揮出他們最大的潛能。
4. 培養明日的人才。找出並培養能夠幫助你未來成功的人才。
5. 別忘了對自己投資。你不會是個完美的領導者。你應該持續建立你自己的能力，並且努力進步。

Mastering your leadership skills

There are many ways to be a successful leader, but don't forget some of the most basic leadership lessons.

Here are five basic jobs for leaders:

1. Depict the future. You should describe what direction your company or your department will be heading for and what goals to achieve. Let your team know where the team is going.
2. Put into effect. Once you have pointed out the direction of development, focus on how to put it into practice. At this point, make sure that everyone knows how to do it in order to achieve the goal.
3. Seize the present talent. You should make full use of your manpower so that everyone can achieve their maximum potential.
4. Cultivate tomorrow's talents. Identify and train people who can help you succeed in the future.
5. Don't forget to invest in yourself. You won't be a perfect leader. You should continue to build your own capabilities and make progress.

對權力表現得慷慨一些

失去權力的感覺，通常會使人陷入挫折或是焦慮。在商場上，很容易出現這樣被剝奪權力的情境：例如，客戶威脅要將訂單轉移，員工說要離職，同事說他要專注在他自己的項目上而不理睬你的幫助請求，等等。

與其你設法扳回你的權力，或是堅持你的職務權威，不如表現得慷慨一些。要知道，去催促他人通常會讓他產生抗拒，但是如果讓他感受到你對他的尊重，反而他會表現得較為積極。

下一次，當你需要別人去完成某件事，用提出請求的口氣，而減少用命令式的語句；或是，建立起彼此之間的信任關係，而非運用你的職務權威。

你可能會因此而得到你想要的，並且相處的更愉快些。

Be generous with power

Feelings of loss of power often lead to frustration or anxiety. In the business world, it's easy to be deprived of power. For example, customers threaten to transfer orders, employees say they want to leave, colleagues say they want to focus on their own projects without paying attention to your requests for help, and so on.

It's better to be generous than to try to reclaim your power or insist on your authority. You know, pushing others will usually make him resist, but if you let him feel your respect for him, he will behave more positively.

Next time, when you need someone else to do something, use the voice of asking instead of using imperative sentences; or, build trust with each other rather than using your authority.

You may get what you want and get along better.

鼓勵對權威的質疑

員工對于主管有不同的意見，確實啃噬著領導主管的威信。作為領導，你不免要保衛你的權威。

然而，如果因此員工更加不信任你的判斷，你將會失去他們給你關鍵的回饋。

你應該讓員工敢於發言，并要求他們提出建言。當你要推動新項目，可以說出你的基本構想，但是請員工幫助提出更完整的想法。

你應該肯定哪些敢於說話，并挑戰你的主張的人。

最重要的，當你覺得受到威脅時，不要立即回應，或是粗魯的中斷討論。

Encourage questioning of authority

Employees have different views on the head, really gnawing leadership of the competent authority. As a leader, you must defend your authority.

However, if employees are more likely to distrust your judgment, you will lose the key feedback they give you.

You should give your employees the courage to speak and ask them to make suggestions. When you want to promote a new project, you can give your basic idea, but ask the staff to help you put forward a more complete idea.

You should be sure of those who dare to speak and challenge your ideas.

Most importantly, do not respond immediately or rudely interrupt discussions when you feel threatened.

打造高效團隊攻略

搞定正確的工作

• 避免無休無止的“緊急”工作事項
• 寫下待辦事項，並分出優先次序
• 放鬆心情，活動一下！
• 有效授權！

領導有創新能力的團隊

• 將好的創意轉化為成功的事業專案
• 激勵有創新能力的人
• 協助避免失敗
• 減少行政干擾
• 協助最有創新能力的人發揮最高發揮最高效能

建立有決策領導力的團隊

• 塑造決策者角色
• 明確說明決策目標結果
• 將歧義與衝突轉為建設性的意見
• 避免決策落入陷阱

挖掘、管理與留住高效能人才

• 網羅新的領導人才，並使他能夠長期發展
• 挖掘團隊中的最優人才
• 讓優秀的人集體協作
• 確保你有一個可以成功的發展計畫

作動人而有說服力的簡報

• 瞭解你的聽眾
• 鼓勵他們採取行動
• 注意他們的肢體信號
• 有效傾聽

Creating an Efficient Team Strategy

Getting the Right Work Done

• Avoiding endless "urgent" work
• Write down to-do items and prioritize them
• Relax and move!
• Effective authorization!

Lead an innovative team

• Converting Good Ideas into Successful Business Projects
• Encourage innovative people
• Help avoid failure
• Reducing administrative interference
• Assist the most innovative people to maximize their effectiveness
• Establishing a team with decision-making leadership

Shaping the Role of Decision-maker

•  Explain clearly the results of the decision-making objectives
• Converting Ambiguity and Conflict into Constructive Opinions
• Avoiding Decision-Making Traps

Excavation, Management and Retention of Highly Effective Talents

• Enlist new leaders and enable them to grow in the long run
• Mining the best talent in the team
• Let excellent people work together
• Make sure you have a successful development plan

Active and persuasive briefing

• Know your audience
• Encourage them to take action
• Pay attention to their limb signals
• Effective listening

保持員工愉快工作的四招

 

要讓員工愉快工作，其實不是那麼困難，尤其是如果你能夠專注在提供員工一些合乎人性的獎勵上，例如獲得工作上的驕傲，而非只是提供工資與股票分紅等物質性的獎勵。

以下是幾種可以讓員工感到有正面激勵的作法：

1. 創建對他有意義的角色。如果可能，儘可能不要安排他一個公司制定的職務， 相對的，讓他去做一個他認為最能夠發揮的工作職務，讓他在這個職務上做出最大的貢獻。
2. 給予工作回饋。告訴他，他的工作表現如何。你只要誠懇而深入的給他回饋，而不需要故意籠絡他。
3. 提供給他專業發展的機會。讓他說出他未來5年想要達到什麽目標。在可能的範圍內，確保你可以協助他做好發展計劃。
4. 感謝他。對他的貢獻經常表示你的感謝。

Four Tips to Keep Employees Happy

To make employees happy, in fact, not so difficult, especially if you can focus on providing employees some reward for humanity, such as the work of pride, not only provide wages and dividends and other material rewards.

Here are a few ways to make employees feel motivated:

1. Create meaningful for his role. If possible, the relative as far as possible not to arrange for him to a company's position, let him do one he thought most able to play the position, let him make the biggest contribution in this position.
2. Give work feedback. Tell him how his performance. As long as you sincerely and deeply to his back, but does not need to deliberately win over him.
3. Provide him with opportunities for professional development. Let him say what he wants to achieve in the next 5 years, and, if possible, make sure you can help him with the development plan.
4. Thank him for his contribution. Always express your thanks.

練習當領導者

領導力不是天生具有的。它是可以學習的。關鍵是你必須在獲得正式領導者抬頭前就要開始展開練習。你可以先做個選擇，然後專注練習它，例如如何給團隊成員安排工作，或是如何選擇合適的供應商。

在開始做這樣練習時，你可能會毫無概念，舉手無措。但是，在不具備足夠資訊的情況下做決策正是一名領導者必須熟練的技能。

一旦你採取了行動之後，就問自己是否做了正確的決定？你是否有其他的選擇呢？

這樣可以逐漸讓你自己愈來愈有自信，也能夠知道如何回應你的決策的結果。然後，從你難以避免的錯誤中得到教訓。

然後，你會建立起你的知識庫以及技能，并開始做更大的決策，承擔起更重大的責任。每一位領導者都要經歷這一段成長的過程。

Practice as a Leader

Leadership is not innate. It can be learned. The key is that you have to start practicing before you get the official leader. You can make a choice, and then focus on practicing it, such as how to arrange work for a team member, or how to choose the right supplier.

At the beginning of this exercise, you may have no idea and raise your hands. But making decisions without adequate information is a skill that a leader must master.

Once you've taken action, ask yourself if you made the right decision？Did you have any other choice?

This will gradually make you more and more confident and know how to respond to your decision. Then learn from the mistakes you can't avoid.

Then, you will build your knowledge and skills, and started to make more decisions, take great responsibility. Every leader must go through the process of growing up.