停止假和諧，冷靜處理領導衝突

身為CEO, 我應該是具有領導管理上的權威。但是，由於個性關係，員工們通常總是視我為老好人（Nice Guy）。許多時候，明明我已經對某人非常不滿了，但是通常我不會那麼直接說出口，而多以較為溫和的口氣，提出對當事人用其他方式處理事情的建議。然而，這樣溫和的溝通方式，通常不見效果，並且讓事情變得更為複雜，也更加增加我自己的困擾與壓力。

半年前，我開始改變了我的領導作風，有話就直說，只是，我還是不容易直接罵出口。

經過一段時間，我得到了如何面對衝突，實際解決問題的心得：

1. 自我反省。在領導管理上，經常作自我反省，問自己對那些事與人感到不滿，是否因為自己沒有正面面對他，將不滿的心情擱在喉頭沒有說出來，而影響了自己的工作情緒。
2. 諮詢他人。在對當事人表達不滿意見前，先諮詢公司內可信任的其他人，或許他們看到的狀態，不如自己看到的那麼嚴重，或是他們可以看到事情有其他觀察方向，也有其他解決方式。聽取他們的聲音，可以讓你有較為客觀而全面的認識。
3. 可以換個方式溝通。直接作衝突溝通，通常會面臨破壞彼此互信的風險。但是，若不讓當事人知道，他可能不自覺事態的嚴重性。你不需要直接改變你自己，但是還是可以嘗試換個方式作衝突溝通。例如，你可以在集體會議上，以對事不對人的態度，說明問題的嚴重性與後果。或是，你可以先以郵件發給當事人，給他時間，要求解釋說明。
4. 貫徹領導意志。最重要的，是讓公司相關人員與當事人知道你改善問題的決心，以及你預備為能夠做出改善，而給予必要的支援。當然，你必須重申你的底線。

Stop Fake Harmony and deal with Leader Conflict calmly

As CEO, I should have the authority of leadership and management. But because of my personality, employees often treat me like a nice guy. A lot of times, I am obviously very dissatisfied with someone, but usually I do not say so directly, and more mildly, to the parties to deal with the matter in other ways. Such gentle communication, however, is often ineffective, complicating things and adding to my own troubles and stress. 

Half a year ago, I began to change my style of leadership, there are words on the straight, but I still can not easily directly cursed export. 

Over time, I learned how to deal with conflict and how to actually solve it: 

1. Introspection. When it comes to leadership and management, we often reflect on ourselves and ask ourselves whether it is because I have not faced him head-on that I have left my dissatisfaction in my throat and failed to express my dissatisfaction, thus affecting my own working mood, and I often ask myself whether I am dissatisfied with them and whether I am not satisfied with them. 
2.  Consult with others. Before expressing dissatisfaction with the person concerned, consult other people who can be trusted in the company. Perhaps they can see that the situation is not as serious as they see themselves, or they can see that there are other ways of looking at the matter and there are other ways to resolve it. Listening to their voices allows you to have a more objective and comprehensive understanding. 
3.  We can communicate in a different way. Direct conflict communication often runs the risk of undermining mutual trust.However, he may not be aware of the gravity of the situation if he is not made aware of it. You don't have to change yourself directly, but you can still try conflict communication in a different way. For example, in a group meeting, you can explain the seriousness and consequences of the problem in a disrespectful manner. Alternatively, you can email the person first, giving him time to ask for an explanation. 
4. Carry out the will of the leader. The most important thing is to let the people involved in the company know that you are determined to improve the problem and that you are prepared to give the necessary support in order to be able to make improvements. Of course, you have to reiterate your bottom line.