如何在危機中領導你的團隊？

在危機來臨時，領導者的言行尤其關乎大局。

在面對危機時，你若是採取威嚇員工要加倍努力工作，通常會事與願違。相反的，你應該鼓勵團隊精誠團結，決心奮鬥度過難關，邁向成功。

當局勢確實緊張時，可以考慮下列的策略作為：

1. 錨定關鍵人物，拔擢人才。將組織中的關鍵人物找出來，請他們一起思考在困難時局，應該改變一些什麼做法，可以讓企業成功渡過困難。告訴他們你看到的挑戰，請問他們在這轉型時期，他們可以扮演什麼角色、可以做些什麼？讓他們在關鍵時期，能夠發揮影響力，共同領導。
2. 建立坦誠分享的氛圍。請員工不要在背後指指點點的批評，有意見就坦誠的以清楚而直接的說出來。不要讓懷疑與擔心的情緒在團隊中蔓延開來。
3. 關注未來的發展。讓大家知道，你希望聽到有什麼好意見可以將工作做得更好，包含複雜的作業程序到創新的構想。讓他們明白你很願意以開放的態度來交流。

How to lead your team in crisis?

When crisis comes, leaders' words and deeds are especially relevant to the overall situation.

In times of crisis, if you threaten employees to work harder, you will usually backfire. On the contrary, you should encourage the team to be united and resolve to fight hard and succeed.

When the situation is really tense, the following strategies can be considered:

1. Anchoring key figures, promoting talents. Find out the key people in the organization, ask them to think together in difficult times, what should be changed, so that enterprises can successfully overcome difficulties. Tell them about the challenges you see, and what roles can they play and what can they do in this transitional period? Let them exert influence and lead together in a critical period.
2. Establish an atmosphere of frank sharing. Employees are asked not to point out criticism behind their backs, but to speak out frankly and clearly if they have any comments. Don't let doubts and worries spread through the team.
3. Focus on future development. Let's know what you want to hear about how you can do a better job, from complex operating procedures to innovative ideas. Let them know that you are willing to communicate in an open manner.