層峰領導應避免陷入孤立

在許多大企業中，層峰領導經常圍繞著許多助理、高級幕僚，以及顧問群。這樣做的目的是可以節省層峰領導的時間。但是，無論是有意的或是無意的，許多的層峰領導收到的資訊是被篩選過濾，或是被改編過，或是經過查核的。這些幕僚群會決定哪些資訊是適合層峰領導應該知道的。

作為層峰，要打破這樣的組織作風是很困難的。你可以嘗試下列的作法，並且請你的幕僚配合，或許會有幫助。

1. 建立留言板或舉行公聽會。讓公司內包含高級主管在內，都可以聽到公司上下員工的意見、觀點，并因此可以與員工做互動交流。
2. 舉行跳級的會議。邀請二、三級甚至更低層主管一起參加會議，讓低階主管能夠下情上達，也可以更直接的了解公司重要的決策制定思考。
3. 選拔并培養未來之星。請各部門高級主管與人事單位評選出公司值得栽培的未來之星，邀請他們參與公司的重要對話。

Peak leaders should avoid falling into isolation

In many large enterprises, top leaders often surround many assistants, senior staff, and consultants. The aim is to save time for top leaders. However, whether intentional or unintentional, many top leaders receive information that has been filtered, adapted or checked. These staff members will decide which information is appropriate for the leaders at the top.

As a peak, it is very difficult to break this organizational style. You can try the following and ask your staff to cooperate, which may be helpful.

1. Establish message boards or hold public hearings. Let the company include senior managers, you can hear the opinions and opinions of employees, and therefore can interact with employees.
2. Hold a class-hopping meeting. Invite two, three or even lower level managers to attend the meeting, so that lower level managers can be informed, but also more directly understand the company's important decision-making thinking.
3. Select and cultivate future stars. Senior managers of all departments and personnel units are invited to select the future stars worth cultivating and to participate in the important dialogue of the company.