要求立刻回饋

我們通常是在年度檢討、半年度檢討或是季度檢討會上，得到回饋。而這時候得到的回饋會讓人覺得陳舊而過時了。

若是你在任務進行過程中以密集的形式，或是在你感覺好奇的時候，來要求所得到的回饋，會是最有用的。

Ask for immediate feedback

We usually get feedback in the annual review, semi annual review or quarterly review meeting. And the feedback this time will make people feel old and out of date.

It will be most useful if you ask for feedback when you are in intensive form or when you are curious.

如何建立專案小組？

在經濟蕭條時期，許多組織只看重公司的基本面；但是，這也是公司應該開始思考如何回到成長面的時機。在一些最具有創新力的公司裡，通常會建立起可以專注在如何成長的專案小組。我們提供幾個意見，協助你在公司裡可以建立這樣的可以追求成長的單位：

1. 讓它成為支援性單位。這個單位應該成為公司內其他事業部門的支援性單位，而不應該成為他們的負擔。事業部門應該從這個支援單位在提出新創意之始，就開始主導發展，而非讓創意支援單位來牽著鼻子走。
2. 選擇正確的領導者。這個單位的領導者應該有被尊重，擅長協調聯繫，並讓他人感覺舒坦的特質。
3. 不要塞進太多人。這個單位可能會需要從其他事業部門調一些人手過來，但是不要塞進太多人，大約維持在6 ~ 8人就夠了，這些成員應該是你認為有能力做策略規劃的能手。

How to set up a project team?

During the recession, many organizations only focus on the fundamentals of companies; however, this is also the time for companies to start thinking about how to return to growth. In some of the most innovative companies, project teams that focus on how to grow are usually established. We offer several suggestions to help you build such a project team that can pursue growth in the company:

1. Make it a supportive unit. This unit should be a supportive unit of other business departments in the company, rather than a burden on them. Institutions should take the lead in the development of new ideas from the very beginning of this support unit, rather than letting creative support units lead by the nose.
2. Choose the right leader. The leaders of this unit should be respected, good at coordinating contacts and making others feel comfortable.
3. Don't crowd too many people. This unit may need to transfer some people from other departments, but don't put too many people in it. It's enough to keep about 6 to 8 people. These members should be the experts who you think have the ability to make strategic planning.

領導分散而多元的團隊

從公司不同部門抽調人員組成的新團隊來發展新項目，一開始都會有困難來建立起團隊成員之間的互信，發揮出團隊最佳的工作效能。

以下是可行的作法：

1. 讓他們說，仔細聽。溝通是關鍵。你可以向他們問問題，了解什麼認知是錯誤的，讓他們說出顧慮，以及他們的構想。你應該了解你的新團隊成員的知識、專業技能、創意，以及顧慮。
2. 整合不同的觀點。他們很難自己整合不同的資訊與意見。作為領導者，你必須迎接這樣的挑戰，找出對他們有意義的合作機會與合作方式。
3. 反複試驗。在不確定狀態下，人們傾向於過度憂慮或是過度自信。相對的， 你應該引導團隊成員一步步的發展，花一些時間來討論工作方式，糾正錯誤，逐步的改進、完善。

Leadership of decentralized and diverse teams

It is difficult to build mutual trust among team members and exert team's best work efficiency when new teams are drawn from different departments of the company to develop new projects.

The following are feasible practices:

1. Let them speak and listen carefully. Communication is the key. You can ask them questions about what they think is wrong and let them express their concerns and their ideas. You should understand the knowledge, expertise, creativity, and concerns of your new team members.
2. Integrate different perspectives. It is difficult for them to integrate different information and opinions on their own. As a leader, you must meet such challenges and find meaningful opportunities and ways to cooperate with them.
3. Trial and error. In the uncertain state, people tend to be overworried or overconfident. In contrast, you should guide team members to develop step by step, spend some time discussing working methods, correct mistakes, and gradually improve and improve.

擁抱差異化

差異化是公司的重要資產：不同的創意、不同的解決問題的方法，等等，都是團隊的優點。然而，這些差異化也會帶來部門或員工之間的緊張與焦慮。

你不需要刻意去降低這樣的緊張氛圍。相反的，可以運用它來達到提高生產力與產生創意的機會。

讓你的員工去瞭解其他人，瞭解差異，但是不要做出評價。公司應該建立起具有包容力的氛圍，讓每個人都可以感受到自己的技能的價值，並重視不同的技能所可以創造出來的多樣化與綜效。

最後，要肯定這些差異花所帶來的成功果實，給予適當的獎勵。

不對差異化帶來的緊張做管制，而去擁抱它，可以讓你的團隊更有想像力，並且能夠創造出創新的結果。

Embrace differentiation

Differentiation is an important asset of a company: different ideas, different ways to solve problems, and so on, are the strengths of the team. However, these differences can also bring tension and anxiety between departments or employees.

You don't need to deliberately reduce the tension. On the contrary, it can be used to improve productivity and create creative opportunities.

Let your employees know about others and differences, but don't evaluate them. Companies should build an inclusive atmosphere so that everyone can feel the value of their skills and pay attention to the diversity and synergies that different skills can create.

Finally, we should affirm the successful fruits of these different flowers and give appropriate rewards.

Instead of controlling the tension caused by differentiation, embracing it can make your team more imaginative and create innovative results.

給予批評，也要讚揚

人孰無過？馬有失蹄時。然而，多數的主管在領導與管理員工時，只關注在員工的缺失上。

當你想要教練與評估員工時，注意你的目標是提升他們的平均績效，完成任務目標，而非計較在他們某一天所犯的小錯誤上。不要因為他們的一些小過錯而不給予讚揚。

給予員工必要的讚揚，與你指出他們的過失，是一樣重要的。

Give criticism, but also praise

What is wrong with a man? When a horse stumbles. However, most managers only focus on the lack of employees when they lead and manage employees.

When you want coaches and employees to be evaluated, be aware that your goal is to improve their average performance and accomplish their mission goals, rather than focusing on the minor mistakes they make one day. Don't give praise for their minor mistakes.

It's just as important to give employees the requisite praise as to point out their mistakes.

想要建立團隊的信任感嗎？先信任他們

雖然持著懷疑態度來管理，有一定的好處，但是信任感是讓團隊運作有效的一帖關鍵良方。

要在團隊里塑造起信任感，你自己要先信任他們。你要表示你相信他們的能力可以勝任工作要求。你可以不斷加重給他們的挑戰，並且賦予需要的權力，讓他們感受到你對他們的信任。

任何領導者顯露出想要“測試”員工的作為，都會嚴重影響到員工對你的信任度。

信任，是一個雙向道。你俞早啟動你的信任，員工就會加速他們對你的相對信任。

Want to build team trust? Trust them first

Although skepticism is good for management, trust is a key recipe for effective team operation.

To build trust in a team, you have to trust them first. You have to show that you believe that their abilities are up to the job requirements. You can constantly challenge them and empower them to feel your trust in them.

Any leader who reveals that he wants to "test" his employees' behavior will seriously affect their trust in you.

Trust is a two-way street. If you start your trust earlier, employees will accelerate their relative trust in you.

成為具思想魅力者

在現代職業場中，每個人都會有個人品牌。但是，如果你想有進一步發展，你不能只是一名對企業財務有了解的傢伙。你必須在組織內外讓大家看到你的獨特性。 

以下是幾個能夠展現你獨特魅力的作法； 

1. 在網絡上表現出自己。互聯網是能夠讓你展示你的知識的理想空間。你可以寫下你的文章，或是對別人的文章予以評論，并鏈接其他博客或是社群來建立你人脈網，讓大家認識你。
2. 與具有思想力的人往來。你可以與一些具有高學歷、或是產業經驗豐富者多交流，展現你對某個主題的深入觀察意見，讓他們介紹你給其他分享到你的意見的其他人。
3. 參加論壇活動。關注在你的產業中的一些論壇活動，爭取出席發言。讓你提出的議題受到關注討論。

Become an ideological leader

In the modern workplace, everyone will have a personal brand. But if you want to further develop, you can't just be a guy who knows about corporate finance. You have to show your uniqueness both inside and outside the organization.

Here are a few ways to show your unique charm:

1. Show yourself on the Internet. The Internet is an ideal place for you to show your knowledge. You can write down your articles, or comment on others' articles, and link to other blogs or communities to build your network and let everyone know you.
2. Communicate with people who are thoughtful. You can communicate with highly educated people or industry experienced people to present your insights into a topic and let them introduce you to others who share your views.
3. Participate in Forum activities. Focus on some forum activities in your industry and try to attend. Let your issues be discussed.

克制你的傲慢

有效力的領導者需要有自信。但是，過多的自信就成為傲慢，會讓你招惹麻煩。傲慢的領導者很容易對自己的自信超越了團隊和公司。

以下的方式能夠讓你克制自己的傲慢： 

1. 請員工給予回饋。你必須建立一個員工願意真誠告訴你他們怎麼看你的氛圍。讓他們說出對你的期待。你不要回辯，靜下心來想想，如果你閃開了他們，自顧自的往前沖，會得到比較好的結果嗎？
2. 走進群眾。過於自信的領導者通常會把自己搞得好像很似乎忙，而與他的客戶、供應商與員工疏于聯繫，不了解他人的實際需要。你應該妥善安排時間，接近他們，讓他們告訴你公司實際上做得如何，他們期待的是什麼。

Control your arrogance

Effective leaders need confidence. But too much self-confidence can become arrogant and cause you trouble. It's easy for an arrogant leader to be more confident than a team or company.

The following ways can help you restrain your arrogance:

1. Ask employees to give feedback. You have to build an atmosphere where employees are willing to tell you honestly how they see you. Let them say what they expect of you. You don't have to retort. Just think about it. If you dodged them and rushed forward, would you get a better result?
2. Walk into the masses. Overconfident leaders tend to make themselves seem busy, but they are not in touch with their customers, suppliers and employees and do not understand the actual needs of others. You should arrange your time properly, approach them and let them tell you how the company is actually doing and what they expect.

我是否有適當的領導者性格？

有企圖成為領導者並不能保證你是名稱職的領導者。你不僅必須具備多樣的技能與天賦，同時也需要有堅定的承諾去學習與成長。

與其僵化於刻板的領導窠臼，不如考慮去發展一個適合你的個性與強處的領導風格。對自己做一個忠實而周到的自我評估，將有助於協助你準備好面向真實的挑戰與做好自我管理。

問自己以下這些問題，以便探知你是否能夠擔任一名成功的領導角色：

1. 我是不是一名具有說服力的溝通者？有效的溝通能力是不可少的。例如，在員工會議上，能夠使用強勢而有說服力的語言，讓人們知道是你在掌握控制權。一個簡明扼要的發言，比起冗長不清的語句，更能夠帶動起人們的注意力。
2. 我能夠輕鬆面對變化嗎？如果你能夠對即將面對的變化採取開放而樂觀的態度，將有助於你的屬下也比較願意接受躺在他們面前的變化。具備耐心，傾聽來自屬下的意見，以及願意從錯誤中學習，都有助於你可以成功面對變化。
3. 我是否喜歡領導人？要讓專案領導出色，就要關注工作與所參與的人。工作審查，解決工作中的衝突，以及許多員工間的事情都要你日復一日的處理著。但是能夠協助你的人員得到成長，是很有意義的領導樂趣。
4. 我能夠管理在工作場所發生的負面與恐懼情緒？人們傾向于隱瞞不順利的事情，然而領導者的職責，就是無論工作有多麼艱難，你都必須穩住。能夠預判這些負面情緒發生的可能狀況，並能夠將它轉化為成功的機會，就能夠樹立起成功領導的里程碑，並能夠讓員工發展出克服困難的能力。
5. 我是否知道如何建立信任？建立信任是不只是告訴大家事實。設定清楚的目標，承擔錯誤的責任，並建立一個開放式的討論平臺，是建立信任的好方法。無論是好消息或是壞消息，你都能夠真誠傾聽，也是建立信任的好態度。
6. 我對我的工作是否具有熱情？如果你希望別人能夠對他們的工作感到興奮，你自己就必須能夠這樣做。你必須以熱切的語言來談論你的期待目的，傳遞價值，表現出你對成功的興奮心情。這是成功管理的關鍵特性。
7. 我是否知道如何適當的讚美與對人肯定？管理者要能夠知道如何讓人們知道他作對了事情。你必須學會如何以適當的語言來降低人們的負面情緒，提升人們的滿足點。比較以下這兩句：【謝謝你準時交報告】和【我欣賞你完成報告的方式】，那一句人們聽得比較中聽？
8. 我是否能夠為團隊帶來樂趣？工作沒有樂趣，就不是有趣的工作。不要低估在工作場所中有一些樂趣的好處。在完成重大項目時帶大家去郊遊，在人們無預期時宣佈可以提早下班，讓員工飯後可以放音樂大聲歌唱，都是有助於提高工作情緒的好方法。
9. 我是否具備能夠聘用與開除員工的必要技巧？聘用合適的人員，是領導者的重大工作。同樣的，淘汰不適任員工也是維持團隊士氣的必要工作。忽略人事問題，並不能躲避掉問題，反而會讓問題變得更糟糕。
10. 我是否能夠在工作起伏中堅持穩定？事情總會有好有壞，不斷變化。你必須要能夠有堅毅穩定的態度來面對，並以耐心、堅持、機警、彈性等等技巧來處理。你要能夠對要完成的目標有清楚的認識，以便你能夠在複雜的變局中掌握方向。

Do I have the right leadership personality?

Attempts to become a leader do not guarantee that you are a well-known leader. You need not only a variety of skills and talents, but also a firm commitment to learn and grow.

Instead of rigid leadership, consider developing a leadership style that suits your personality and strengths. A faithful and thoughtful self-assessment of yourself will help you prepare for real challenges and self-management.

Ask yourself the following questions to find out if you can play a successful leadership role:

1. Am I a convincing communicator? Effective communication skills are essential. For example, in employee meetings, be able to use strong and persuasive language to let people know that you are in control. A concise and concise speech can arouse people's attention more than a long and unclear sentence.
2. Can I face change easily? If you are open and optimistic about the changes you are facing, it will help your subordinates to accept the changes lying in front of them. Patience, listening to subordinates, and willingness to learn from mistakes can help you successfully face change.
3. Do I like lead people? To make project leaders outstanding, we need to pay attention to the work and the people involved. Job reviews, conflict resolution, and many things between employees need to be handled day by day. But it's meaningful leadership pleasure to help your people grow.
4. Can I manage the negative and fearful feelings that occur in the workplace? People tend to hide bad things, but the responsibility of a leader is that no matter how hard the job is, you must be steady. Being able to predict the possible situation of these negative emotions and turn them into chances of success can set up milestones for successful leadership and enable employees to develop the ability to overcome difficulties.
5. Do I know how to build trust? Building trust is not just about telling people the truth. Setting clear goals, taking responsibility for mistakes and establishing an open discussion platform are good ways to build trust. Whether it's good news or bad news, you can listen sincerely, and it's also a good attitude to build trust.
6. Am I enthusiastic about my work? If you want others to be excited about their work, you must be able to do it yourself. You have to talk in earnest about your desired purpose, convey value, and show your excitement for success. This is a key feature of successful management.
7. Do I know how to appropriately praise and affirm others? Managers need to be able to know how to let people know that they are doing the right thing. You have to learn how to use appropriate language to reduce people's negative emotions and improve people's satisfaction. Compare the following two sentences: [Thank you for submitting the report on time] and [I appreciate the way you finished the report]. Which one is more popular?
8. Can I bring fun to the team? Work is not interesting without fun. Don't underestimate the benefits of having some fun in the workplace. It's a good way to improve your working mood to take you on an outing when you finish a major project, to announce that you can leave work early when people don't expect it, and to let employees sing loudly and play music after dinner.
9. Do I have the necessary skills to hire and fire employees? Employing the right people is a major task for leaders. Similarly, eliminating unsuitable employees is also necessary to maintain team morale. Ignoring personnel problems can not avoid them, but make them worse.
10. Can I maintain stability during the ups and downs of my work? Things always turn out to be good or bad. You have to be able to face it with perseverance and stability, and deal with it with patience, perseverance, alertness, flexibility and so on. You need to be able to have a clear understanding of what you want to accomplish so that you can steer in complex situations.

挖掘出員工的領導力潛能

好的團隊領導者會瞭解一個快樂而有成就的員工，可以帶來滿意的顧客，並建立起公司和客戶之間的密切關係。您的員工會有很好的創意，成為你創意力的金礦，成為公司最豐富的資源，只要你能夠挖掘出他們自己的領導力！

以下有一些方法可以讓你的員工自己挖掘出自己的領導力潛能：

• 給予鼓勵。員工通常有很新鮮的點子或是好的建議，但是他們並不說出來，因為他們會感覺他們的主管並不有興趣聽他們想要說的。鼓勵你的員工，無論他的建議是否真的對公司的生意有幫助。即使你最終判斷他們的意見行不通，還是好好感謝他們的意見與點子。
• 讓每個人參與。領導者若是很積極的聽取並整理員工提供的建議，通常會發現員工因此而提升了士氣，並因此促成了公司的成長。你要讓公司有積極公開討論的氛圍。你要嘗試讓員工參與到公司創新的作業中，並持續對他們的參與給予口頭感激和正面的激勵。
• 瞭解每名員工的個別差異。如果沒有事先瞭解個別員工的差異，你是不可能有效激勵他的。只有你能夠發揮最適合他的強處，你才能夠協助他發展出他的領導潛能，至少你能夠協助他改善他的缺點。
• 獎勵偉大點子。對能夠提出好點子並帶來正面改革效益的員工，好好給予獎勵，是很重要的。你可以考慮提供一個禮物或是其他獎勵品。然後，支持他，讓他領導並執行他提出來的創意，讓他實現他的機會。
• 找到他們的動機。去觀察什麼能夠促進員工的動機，並讓這個動機進入到他們的創新中。這會讓你的員工有積極動機成為領導者，而非跟隨者。只要有一點堅持，你的團隊會好好合作，領導你的公司邁向成功。
• 建立起急迫感。要讓你的員工發展出他們的領導力，你必須讓他們每個人都感到必須感覺值得趕緊做。建立起這樣的急迫感與必要的工作方向，會讓你的員工知道你的期待內容，並促使他們在公司裡成為更有意義的角色。
• 隨時讓他們知道你的評價。當他們作對時，要讚揚他們，並讓他們知道如何才能做得更好。你可以給予一個稍微高一些的目標，挑戰他們的能力，激發出他們更大的潛能。讓他們隨時知道你的評價，會讓他們感受到被尊重，並因此而更努力達到你的目的。
• 給予教練指導。你必須讓員工能夠開發出他們最大的潛能，這要透過不斷的強化與激勵。你必須如導師版地適時給予教練指導，必要時，你要給予示範，講解案例。如果沒有這樣做，又不斷催促壓迫，通常會讓他們的發展效率低，並且反而士氣低迷。
• 給予授權。在他們的工作職責的合理範圍內，盡可能授權，讓他們有權做出關鍵決定。你愈信任他們，他們更有動力達成任務來打動你。

Tap the potential of employees' leadership

A good team leader understands a happy and successful employee who can bring satisfied customers and establish a close relationship between the company and its customers. Your employees will have good creativity, become the gold mine of your creativity, become the company's richest resources, as long as you can tap their own leadership!

Here are some ways for your employees to tap their own leadership potential:

• Give encouragement. Employees usually have fresh ideas or good advice, but they don't say it because they feel that their supervisors are not interested in what they want to say. Encourage your employees, whether or not their advice really helps the company's business. Even if you eventually decide that their opinions will not work, thank them for their opinions and ideas.
• Let everyone participate. Leaders who actively listen to and organize suggestions from their employees often find that they have improved their morale and thus contributed to the growth of the company. You need to give the company an atmosphere of active public discussion. You should try to get employees involved in the company's innovative work, and continue to give them oral thanks and positive incentives for their participation.
• Understand the individual differences of each employee. It is impossible to motivate an individual employee effectively without prior knowledge of his or her differences. Only if you can make the best use of his strengths can you help him develop his leadership potential, at least you can help him improve his shortcomings.
• Reward great ideas. It is very important to give rewards to employees who can come up with good ideas and bring positive reform benefits. You may consider offering a gift or other reward. Then, support him, let him lead and execute his ideas, let him realize his opportunities.
• Find their motivation. Observe what motivates employees and allow that motivation to enter into their innovation. This will motivate your employees to be leaders, not followers. With a little persistence, your team will cooperate well and lead your company to success.
• Establish a sense of urgency. In order for your employees to develop their leadership, you have to make everyone feel that they have to feel that it's worth doing. Establishing such a sense of urgency and the necessary direction of work will let your employees know what you expect and make them more meaningful roles in the company.
• Let them know your evaluation at any time. When they are right, praise them and let them know how to do better. You can give them a slightly higher goal, challenge their abilities and stimulate their greater potential. Let them know your evaluation at any time. It will make them feel respected and work harder to achieve your goals.
• Give coaches guidance. You must enable employees to develop their greatest potential through constant reinforcement and motivation. You must give coaches guidance in time, as in the tutor's edition. If necessary, you should give demonstrations and explain cases. If they fail to do so and continue to press for oppression, they will usually be inefficient in their development, and on the contrary, their morale will be depressed.
• Authorization. Within the reasonable scope of their responsibilities, empower them to make key decisions as far as possible. The more you trust them, the more motivated they are to accomplish their tasks to impress you.

散發你的領袖魅力

魅力不是天生具有的。確實，無論你用了多少練習努力，你都難以成為丘吉爾，或雷根、或歐巴馬，但是你仍然有機會贏得你的朋友或同事對你的熱情喜愛。

你只要堅定的表現你的主張，你對某個項目或是創意的支持理由。這樣做，可以顯示出你的獨特個性，讓聽眾對你產生信任感，他們也因此提高了追隨你的意願。

你可以設定高標準目標以及表現出你的自信，并說服你的團隊他們可以達成這樣的目標。一個成功的領袖能夠激勵他的追隨者相信他們可以達成目標使命。

Disseminate your charisma as a leader

Charm is not innate. Indeed, no matter how hard you practice, it's hard to be Churchill, Ronald Reagan, or Barack Obama, but you still have a chance to win the affection of your friends or colleagues.

You just have to be firm about your ideas, your reasons for supporting a project or idea. By doing so, you can show your unique personality, give the audience a sense of trust in you, and thus increase their willingness to follow you.

You can set high standards and show confidence, and convince your team that they can achieve such goals. A successful leader can inspire his followers to believe that they can achieve their goals and mission.

發展四項人格特質, 讓你成為有激勵性的領導者

領導者必須具備有願景、熱情、權威以及一個善於擬定策略的能力。但是，這些還不足以讓你激勵你的員工發揮他們的最佳能力並由衷承認你是他們的領袖。

你必須發展以下四項人格特質，去抓住你的員工的內心：

1. 人性化。沒有人願意與一位完美的領導者貼身一起工作。你可以適度揭露你的缺陷，讓你的團隊成員知道如何與你互補，建立起立團隊合作。
2. 直覺能力。要做有效的領導，你必須能夠在別人沒有說出口之前，就察覺到正在發生什麼事。你可以從不同的人的身體語言、面部表情、說話語氣等去察覺正在醞釀發生的資訊。
3. 深入的關切。要深入的關切你的員工，並相信他會發揮他的最佳能力。
4. 展現你的獨特性。向環繞在你身邊的人，展現出你與眾不同的領導特質。

領導錯了，如何恢復正常？

幾乎所有的領導者都會犯下錯誤。如何讓自己能夠恢復正常領導管理？

1. 承認錯誤。能夠儘早認錯，才能儘早讓團隊復原。如果你企圖撇清責任，或是避而不談，只會讓情況惡化。
2. 嘲笑自己。如果適當，嘗試嘲笑自己。換成他人，也可能會犯下類似的錯誤。因此，你對自己的嘲弄，會讓他人比較願意原諒你，繼續接受你。事實上，沒有一位部屬願意看到他的老闆對自己過於嚴肅。
3. 重新出發。人們可能會不斷的議論這個錯誤。接受這個事實。但是，你應該將大家的議論帶到最重要的方向：往前進！

The leader is wrong. How can we get back to normal?

Almost all leaders make mistakes. How can I restore normal leadership?

1. Acknowledging mistakes. Only by admitting mistakes as soon as possible can the team recover as soon as possible. If you try to discard responsibility or avoid talking about it, it will only worsen the situation.
2. Laugh at yourself. If appropriate, try to laugh at yourself. Others may make similar mistakes. Therefore, your mockery of yourself will make others more willing to forgive you and continue to accept you. In fact, no subordinate would like to see his boss take himself too seriously.
3. Re-start. People may keep talking about this mistake. Accept this fact. However, you should take everyone's comments to the most important direction: move forward!