正確質疑會議應該如何開的做法

當會議開得偏離軌道，每個參與開會者都會浪費時間。但是，若是你並非會議主持者，而你知道會議主席正是導致會議無效率的源頭，怎麼辦？若是你直接提出質疑，挑戰對他的權威提出挑戰，是很冒犯的。該如何做？

首先，想想會議的正常程序是如何的？寫下你的建議，將它發給會議主持人。這樣對會議程序的建議，不會看起來像有對他攻擊的意圖。

如果你確實想質疑他開會的風格，要很謹慎。你當然不能說：“你主持會議的方式實在很爛，應該這樣做才會比較好。”但是，你可以給他一些如何評估會議的做法，例如給他一份檢查表，則可以讓他對會議結果做出結論。

無論是我們自己主持會議，或是只是參與者，我們都有責任讓會議進行得有效率。

Correctly question how the meeting should be held

When the meeting deviates from the track, every participant in the meeting is a waste of time. But if you are not the chair of the meeting, and you know that the president of the conference is the source of the inefficiency of the meeting, what do you do? It would be offensive to challenge his authority if you questioned directly. How should you do it?

First of all, what is the normal procedure of the meeting? Write down your advice and send it to the host of the conference. Such a proposal for a conference procedure does not seem like an intention to attack him.

If you really want to question the style of his meeting, be careful. Of course you can't say, "The way you preside the meeting is really bad, it's better to do it." However, you can give him some ways to assess the meeting, such as giving him a checklist, to give him a conclusion on the outcome of the meeting.

Whether it is our own meeting, or just the participants, we have the responsibility to make the meeting efficient.

領導你的團隊從錯誤中學習

追求成長與創新，代表將要承擔風險，也就是必須接受會犯錯的現實。但是，會犯錯不表示領導主管就不要去做嘗試實踐。

相反的，領導主管應該花時間去了解錯誤是如何發生的，以便在未來能夠有效降低犯錯的機會。

你可以在團隊中，指定各人扮演不同的角色，進行辯論，模擬實際的商戰，找出有效的策略。試著想想競爭對手可能的觀點與行動。

錯誤是難以避免的，也很昂貴的，所以不要浪費你可能犯下的錯誤，並且好好從中學習。

Lead your team to learn from mistakes

Pursuing growth and innovation, represents will take the risk, that is, to accept the reality of making mistakes. However, mistakes do not mean that leaders do not try to practice.

Instead, leaders should take time to understand how mistakes happen, so that they can effectively reduce the chances of making mistakes in the future.

In a team, you can assign people to play different roles, debate, simulate real business and find effective strategies. Try to think of your competitors' possible views and actions.

Mistakes are unavoidable and expensive, so don't waste the mistakes you may make and learn from them.

設定開會目的

我們經常會在參加一個理論上應該是很重要的會議，但是會懷疑：“這個會議究竟完成了什麼結果？”

問題通常不是在會議中出現了哪些討論。之所以不能得到結果，多半是因為沒有一個清晰的開會目的。例如，一般性定期的週會、月會，就是如此，會議前，沒有說好這次會議重點要達到什麼目的，只是讓各部門做重複性的報告。

在決定要召開會議時，先問以下兩個問題來決定你的會議目的：

1. 你希望討論、決定或是挖掘什麼？
2. 你希望出席者的部門成員知道這個會議做出了什麼決定？

回答了這兩個問題，你就能夠知道如何設定有高度的開會目的。

Setting the purpose of a meeting

We often have a very important meeting have to participate, but we doubt, "What is the result of this meeting?"

The problem is usually not a discussion in the meeting. The reason why we can't get the result is mostly because there is no clear purpose for the meeting. For example, regular weekly meetings and monthly meetings are the same. Before the conference, we did not say what the purpose of the conference is to achieve, but let all departments do repetitive reports.

When deciding to hold a meeting, ask the following two questions to determine the purpose of your meeting:

1. What do you want to discuss, decide or dig out?
2. What do you want the members of the attendees to know about the decision made by the meeting?

By answering these two questions, you will be able to know how to set a high level of meeting.

讓團隊有些壓力，有助於提高績效

團隊會因為工作壓力而奔潰，對嗎？不一定吧。有經驗的領導者明白，如果你要發展新產品，要及時取得客戶訂單，或是要達到季度業績目標，必須給團隊一些工作壓力。關鍵是給予適當的壓力。

主管要激勵員工拿出最好的工作表現，但是不至於讓他們必須犧牲睡眠。如果你認為你的團隊成員缺乏如此的壓力，那麼你可以增加指導他們的頻率，指出他們尚未做好的內容，並且教導如何才能做好。

當員工察覺到你正在關注她的行為，她的工作壓力就會自動升高。

Put some pressure on the team may help to improve performance

The team will collapse under pressure, right? Not necessarily. Experienced leaders understand that if you want to develop new products, get customer orders on time, or meet quarterly performance goals, you must put some pressure on your team. The key is to give proper pressure.

Executives want to motivate their employees to show their best job performance, but not enough to allow them to sacrifice their sleep. If you think your team members are under such pressure, you can increase their frequency, point out what they haven't done yet, and teach them how to do well.

When the employee perceives that you are paying attention to her behavior, the pressure on her work will increase automatically.

某個程度的偏心，可以提高團隊生產力

幾乎所有的領導主管都會在潛意識中對某幾位團隊中的成員，有一些偏心。這是因為主管認為如此能夠讓這些員工更受到激勵，而發揮更高的生產力。

只要做到公平，以及認知團隊必須有高度的相互依存，員工多半會接受在團隊中有這樣的差異化對待。

當主管用比較多的時間在高生產力員工身上，而較少在乎其他平庸的員工，通常團隊整體的表現會比較佳。適中程度的偏心確實可以建立起注重生產力的氛圍。

但是，主管要注意不要做得太過極端，那樣反而會產生內部衝突，因而降低了團隊生產力。主管要平衡地拿捏好。

A certain degree of eccentricity can improve team productivity

Almost all leaders are subconsciously biased towards some of the members of a team.

As long as it is fair, and the cognitive team must have a high degree of interdependence, employees are mostly accepted to be treated differently in the team.

When executives spend more time on high productivity employees and less about other mediocre employees, the overall performance of the team will be better. A moderate degree of eccentricity can indeed establish an atmosphere of productivity.

However, the supervisor should be careful not to be too extreme, which will create internal conflicts and reduce team productivity. The supervisor will hold good balance.