在正式成為領導者前成為領導者

一個銳意奮發的組織會在正式發佈任職令前，鼓勵員工建立領導地位。

有些人會認為他們無法在換成主管辦公桌前，在他們現有的職務上，就能夠有實際權威去領導他人。

人事任命，確實對發揮領導力有幫助，但那不是絕對條件。

你的領導權威可以來自于你的人脈關係，你的影響力，你的卓越工作能力，以及你的熱情。你可以運用這些力量來改變你的組織與你在人群中的地位。

有耐心確實是領導的美德，但是有的時候，你不應該等到得到准許才開始展現領導力。

Become a leader before you formally become a leader

A dedicated organization encourages its employees to establish leadership before issuing a formal job order.

Some people will think that they can't have real authority to lead others in their existing positions before they change to a supervisor's desk.

Personnel appointments do help to develop leadership, but that is not an absolute condition.

Your leadership authority can come from your relationships, your influence, your excellent work ability, and your enthusiasm. You can use these forces to change your organization and your position in the crowd.

Patience is a virtue of leadership, but sometimes you shouldn't wait for permission to show leadership.

領導者，現在就開始停止這些行為

如果你希望授權他人、讓人參與，或激勵他人，不要只專注在提升你自己的正面行為。你也必須同時停止一些行為。

以下有三樣行為是領導者應該避免的：

1. 做出有判斷意涵的肢體語言。沒有人喜歡被貶抑看輕的。不要做出一副陰沉樣，緊鎖眉頭，故作諷刺狀（有如暗示別人是傻蛋）。雖然你不是有意的，但是這些微妙信號很容易對你的人際關係產生你想象不到的巨大傷害。
2. 打斷別人說話。如果老闆總是搶著說話，或是總是打斷部屬的談話，幾乎沒有人會感到有安全感的。多聽少說，並且讓人表達完他的想法。
3. 看來個性不一致。如果你時而笑容可掬、陽光燦爛，時而看來生性多疑、冷酷挑剔，你的員工會經常無所適從。你要盡可能讓你說話的語調以及個性保持一致，讓你的員工知道可以如何行事。

Leaders, stop these actions now

If you want to empower, engage, or motivate others, don't just focus on improving your own positive behavior. You also have to stop doing something at the same time.

There are three behaviors that leaders should avoid:

1. Make judgmental body language. No one likes to be belittled. Don't make a gloomy look, close your eyebrows and pretend to be sarcastic (as if suggesting that others are fools). Although you don't mean it, these subtle signals can easily cause unthinkable damage to your relationships.
2. Interrupt others. Few people feel safe if their boss is always rushing to talk or interrupting their subordinates. Listen more, speak less and let people express their thoughts.
3. It seems that personality is inconsistent. If you are sometimes smiling, sunny, and sometimes doubtful and cold-blooded, your employees will often be at a loss. You should try to keep your tone of voice and personality as consistent as possible so that your employees know how to act.

要員工快速回應，好好和他談

當你的項目需要員工快速行動時，如果他回應緩慢，確實會令人感到挫折。

但是，請你先不要認為他們的緩慢回應是不作為或是拒絕作出改變。他們的緩慢回應也許有很好的理由。

下一次，如果他們的回應不如你的預期時，你可以過去和他談談。向他說明為什麼你的項目有時間壓力，並且告訴他你想知道他為什麼回應緩慢。請他是否可以在1~2天內給予回應。他也許會有很多經過他思慮完整的理由來解釋為什麼不能立刻回應給你，因而拖延了採取立即行動，如此，你也可以明白該如何解決他所面臨的問題。或是，當他明白你的壓力時，也會因此加緊行動。

Ask employee to respond quickly and talk to him

When your project requires employees to act quickly, if he responds slowly, it will be frustrating.

However, please do not think that their slow response is inaction or refusal to change. There may be good reasons for their slow response.

Next time, if their response is not as good as your expectations, you can talk to him in the past. Tell him why your project has time pressure and tell him you want to know why he responded slowly. Ask him if he can respond within 1~2 days. He may have many reasons for his thoughtful explanation to explain why he can't respond immediately to you, and thus procrastinating immediate action, so you can also understand how to solve the problems he faces. Or when he understands your stress, he will step up his action.