最好的領袖都是保持開放態度的

我們通常認為偉大的領袖都具備自己獨特的信念，而他們的信念並非泛泛之輩的。但是，最成功的領袖通常是願意接受被人說服的。你如何能夠做到如此？尤其是面對不是你的既定想法？

1. 讓自己可以有判斷的準則。當你聽取別人的意見時，問自己他提供給你的意見是否足夠讓你做出判斷？或是，你需要更多的細節？
2. 回想過去作決策的經驗。想想看，過去曾經做錯決策的原因是什麼？是否所需要的資訊不夠充足？或是自己太過自信？提醒自己做一個回顧，然後咨詢你的團隊夥伴。
3. 摒棄自己的成見。要改變你長期既有的觀念，是很困難的。但是，愈早認知實際的可行性，做出改變的決定，你愈有機會往前移動。

The best leaders are open-minded

We usually think that great leaders have their own unique beliefs, and their beliefs are not casual. But the most successful leaders are usually willing to accept persuasion. How can you do that? Especially when it's not your idea? 

1. Let yourself have a rule of judgment. When you listen to other people's opinions, ask yourself if the advice he offers you is enough for you to make a judgment? Or, do you need more details?
2. Recall past experience in decision-making. Think about what was the reason for making a wrong decision in the past? Do you need enough information? Or are you too confident? Remind yourself to make a review and consult your team.
3. Abandon your own prejudices. It is difficult to change your long-standing ideas. But the sooner you recognize the actual feasibility and make the decision to change, the more you have the chance to move forward.

要成為成功領導者，幫員工解決問題

領導管理，就如業務發工資與銷售，成為另外一個促進員工發展技能、發揮創意的重要企業職能。我們需要領導者，并不是因為員工需要一位老闆，而是員工需要有人能夠協助他們做正確的事，能夠解決面臨的問題。

要發揮成功的領導，領導者需要做好下列工作：

1. 聘用正確的人，組織好團隊。
2. 服務他的團隊成員，并引導他們發展技能與工作。
3. 淘汰不適用人員。
4. 然而，最重要的是，幫助員工解決問題。

To be a successful leader and help employees to solve the problem

Leadership management, such as business payroll and sales, become another important enterprise function to promote the skills and creativity of the staff. We need leaders, not because employees need a boss, but employees need someone who can help them do the right thing and solve the problems they face.

To play a successful leadership, a leader needs to do the following:

1. Hire the right person and organize a good team.
2. Serve his team members and guide them to develop skills and work.
3. Elimination of non-applicable personnel.
4. However, the most important thing is to help employees to solve the problem.

鼓勵員工學習

要讓企業團隊能夠發展商業的最佳作法是確保員工繼續學習。有什麼方法可以鼓勵員工學習呢？

當你聘用員工時，就要先察覺應聘人員是否過去就有學習的熱忱？然後，關注有哪些機構可以提供各種多元化的、最新的、相關的內容服務？

你不需要擔憂員工有興趣學習的內容和你的商業無關。只要他們願意學習任何新的，無論是什麼，他們都在練習學習的技巧。這樣的學習能力，將來都會對未來有幫助。

而且，你永遠不知道將來你的事業會如何發展有。但是，你應該陪伴你的員工一起發現有哪些知識可以幫助達成公司的目的。並且，你應該激勵哪些能夠展現高效學習的員工。

Encourage employee to learn

The best way to enable an enterprise team to develop business is to ensure that employees continue to learn. Is there a way to encourage employees to learn?

When you hire employees, you need to find out if the applicant has the enthusiasm to learn in the past. Then, what are the institutions that can provide a wide range of diverse, up-to-date, and related content services?

You don't have to worry about what the employee is interested in learning is not related to your business. As long as they are willing to learn anything new, whatever it is, they are practicing the skills of learning. This kind of learning ability will be helpful to the future.

Moreover, you never know how your career will develop in future. However, you should accompany your employees together to discover what knowledge can help achieve corporate goals. Moreover, you should motivate employees who can demonstrate efficient learning.

開會時，沉默就表示同意

許多領導主管會認為，當他們詢問員工的回饋意見時，員工就會誠懇而直接的說出他們想法。但是，經常並非如此，尤其是他們在面對公開場合，並且他們的發言涉及重要議題時，他們經常就是噤口不言。

無論他們有多麼不情願，或是處於被動態度，你必須逼迫他們敞開態度來參與發言。

你必須設定一個“沉默表示同意”的規則。告訴他們，保持沉默，不代表“我沒有參與投票”，或是，“我保留稍後再陳述的權利”。讓他們知道：“我參與了會議，聽到了所有人討論的內容”。

然後，你必須堅持這樣的規矩。即使面對有相當影響力的人不守規矩，而在會議后說他對會議結論有保留意見，你必須對他說；“你必須在會議中，就說出你的意見。現在，大家都作出決議了。我們必須依照決議往前進行。下次開會，請說出你的意見。”

Silence means consent at the meeting

Many leaders think that when they ask employees for feedback, they speak out honestly and directly. But that is often not the case, especially when they are faced with public occasions and when their speeches touch on important issues, they are often silent. 

No matter how reluctant or passive they are, you have to force them to open up to speak. 

You have to set a rule of "silence means consent". Telling them to remain silent does not mean that "I am not voting" or "I reserve the right to speak later". Let them know: "I participated in the meeting, heard what everyone discussed." 

Then, you have to stick to this rule. Even if someone with considerable influence is out of order and says after the meeting that he has reservations about its conclusions, you have to say to him, "You have to be in the meeting and say your opinion." Now, everyone has made a decision. We must proceed in accordance with the resolution. Please give your opinion at the next meeting. "

用碼錶管理會議

多數人都受不了冗長的會議。那麼，何不用個碼錶來管理你的會議？就如在籃球上用碼錶計時一般。

怎麼做？你可以在會議開始時，先說明你預備如何安排時間給每個討論議題。例如，這是一個年度預算檢討會議，而有10項投資計劃必須檢討。你可以說，“我們將分配10分鐘給每一項投資計劃的討論。簡報者可以用3分鐘做簡報，然後留下7分鐘給大家討論。”如果有任何項目需要更多時間來討論，事先就協調好。

然後，就用個手機碼錶來計時。時間到了，就發出鬧鈴聲，提醒發言者該停止了。雖然如此做有些令人厭煩，但是是很公平而有效的。每個發言者都會注意控制他的發言時間，其他人也會提高關注度。

Managing meetings with a timer
Most people can't stand long meetings. So, why not use a timer to manage your meetings? It's like using a watch on a basketball. 

How? At the beginning of the meeting, you can explain how you plan to schedule each topic for discussion. For example, this is an annual budget review meeting and 10 investment schemes have to be reviewed. You can say, "We will allocate 10 minutes for each investment plan to be discussed." Briefers can take three minutes to brief and then leave seven minutes for discussion. "If there are any items that require more time to discuss, coordinate them in advance. 

Then, use a mobile phone code timer to time. When the time was up, the alarm rang to remind the speaker that it was time to stop. While it may be annoying to do so, it is fair and effective. Each speaker will be careful to control his speaking time, and others will increase their attention.

開會時，如何克服與會者的文化差距？

當你召開一個包含來自不同文化區域的與會者時，如何做腦力激蕩、決策，以及如何應付彼此間可能發生的誤會衝突？

首先，你可以先在會議通知單上註明與會人員名單，簡略註明他們的背景，如此，可以讓參與開會人員對彼此先有約略的了解，做好心理準備。

但是，不要有刻板印象去假設別人的行為模式。

在專業的會議上，最大的文化歧義就是如何維持開放性的討論，以及如何看待他人的不同意其實是有建設性的。

你可以事前說明會議進行規則，鼓勵大家遵守這樣的規則。

最後，你可以安排他們在會議外可以有交誼活動，增進彼此的了解與建立情誼。

How to overcome cultural gap of participants during meeting?

When you convene a participant from different cultural areas, how do you do brainstorming, decision making, and how to deal with the possible misunderstanding and conflict between them?

First of all, you can first in the meeting notice indicated on the list of participants, briefly indicate their background, so, can let the staff to participate in the meeting to have roughly understanding of each other, psychological preparation. 

However, don't have a stereotype to assume other people's behavior patterns.

At a professional meeting, the greatest cultural ambiguity is how to maintain openness, and how to look at the disagreement of others is actually constructive.

You can explain the rules of the meeting in advance and encourage people to follow such rules.

Finally, you can arrange them in the meeting can have social activities, enhance mutual understanding and establish friendship.

要成為好的領導者，養成寫日記的習慣

最好的領導者都能夠保留時間來回應問題。最簡單的作法，就是寫日記。   

在每天都給自己安排個時間，最好是固定的時段，找個安靜、不會受到打擾的地方，就如自己和自己約會一般，然後寫下任何你想到的事情，誠實的和自己對話，隨著自己的意識寫下，不要先做任何判斷。

你不用分享你的日記給他人，這是你和自己的對話記錄。這是世界上任何專家、顧問、教練都不能提供給你的，這是你個人獨特的觀點。

To be a good leader，develop the habit of writing a diary

The best leaders can save time to respond to questions. The simplest way is to keep a diary. 

Set a time for yourself every day, preferably at a fixed time, find a quiet, undisturbed place, just like you are dating yourself, and write down anything you think of. Talk to yourself honestly. Write down with your own mind. Don't make any judgments first.
You don't have to share your diary with others. This is your conversation with yourself. This is something that no expert, consultant, or coach in the world can offer you. It is your own unique view.

三招激勵你的員工

多數的企業習慣以提供各種物質，包含紅利獎金、健身房、免費咖啡和餐點，來激勵員工。但是這些物質性的激勵效果難以持久。相對的，領導主管可以考慮一併提供下列更有意義的激勵作法：

1. 讚揚鼓勵。稱讚員工的貢獻帶領著大家在進步。將客戶對他的讚揚分享給大家。你也可以將公司的獲利，分配部分作為團隊獎金，感謝團隊成員的合作貢獻。
2. 親密友善。表現出你對待員工如一般人，而非僅是部屬。你可以簡單關懷他個人，並傾聽他分享的喜悅或低潮情緒。
3. 關切個人健康生活。建立起可以照顧到員工健康生活的文化與管理機制。讓員工可以在工作中做個短暫休息，下班後可以盡情照顧家庭與作個人休憩，而不用總是操心辦公室內的工作。

Three strategies to motivate your employees

Most companies are used to motivating employees by offering a variety of materials, including bonus bonuses, gyms, free coffee and meals. But these physical incentives are not sustainable. In contrast, leadership managers could consider offering the following more meaningful incentives: 

1. Praise encouragement. Praise the staff for their contributions that have led us to progress. Share the customer's praise of him. You can also make a profit from the company and allocate part of the bonus as a team bonus, thanks to the team members for their cooperative contributions. 
2. Be intimate and friendly. Show that you treat employees like people, not just subordinates. You can simply take care of him personally and listen to the joy or depression he shares. 
3. Concern for the health of the individual. Establish a culture and management mechanism that takes care of the healthy lives of employees. Allow employees to take a short break at work, take care of their families and take a personal rest after work, rather than worrying about the work in the office.