如何讓團隊在會議中確實結合起來？

團隊會議應該是個能夠達成協作目的的活動。但是，如果在會議上多半是你老是在講而你的團隊成員只是在聽，就不太對勁了。以下兩個方法可以讓你的團隊成員改變，並在會議桌上得到他們最好的想法：

1. 有節制的分享你的想法。若是將你偉大的想法一股腦的倒出來，會是很誘惑的。但是，先不要這樣做。相反的，一次只提出一個或兩個你的建議。你若是能夠節制你自己的評論，你可以讓其他人有機會貢獻他們的想法。
2. 盡可能問問題。不要擔心會有太多的回答。你要問一些深入的問題，以便激發出討論。當有人開始發言時，向他問得更深入些，這樣，其他與會人員也會清楚的明白。

In the meeting, how do you really get the team together?

Team meetings should be an activity that can achieve the purpose of collaboration. But if you are always talking at meetings, your team members are just listening. Here are two ways to change your team members and get their best ideas at the conference table.

1. Share your ideas with moderation. It would be tempting to pour out your great ideas. But don't do that first. On the contrary, only one or two suggestions should be made at a time. If you can control your own comments, you can give others the opportunity to contribute their ideas.
2. Ask questions as much as possible. Don't worry that there will be too many answers. You have to ask some deep questions in order to stimulate discussion. When someone starts to speak, ask him deeper, so that other participants will clearly understand.

經理們，你如何在不過分強調的情况下向你的團隊敞開心扉？

當員工感覺自己與老闆有個人聯系時，這通常是件好事。但是，當領導人分享了太多的想法和感受時，他們可能會破壞他們的權威。（想像一個經理說，“我很害怕，不知道該怎麼做。”）

一個好的經驗法則是，當你認為這對別人有幫助時，就敞開心扉。通過考慮老闆對你說的話你會有什麼感覺來評估你的個人評論。如果你很感激聽到這個消息，你的團隊也會有同樣的感受。如果沒有，請謹慎行事。

例如，告訴員工你心情不好是因為你今天過得不好；告訴他們你心情不好是因為你不同意高級管理層的决定可能不是這樣。

當開放有助於你的團隊不那麼孤立時，開放也很有用：如果你感覺到人們對某個項目感到焦慮，就承認你感到同樣的壓力，感謝他們的努力。

Managers, how can you open your heart to your team without too much emphasis?

This is usually a good thing when employees feel they have personal contact with their bosses. But when leaders share too many ideas and feelings, they may undermine their authority. Imagine a manager saying, "I'm scared. I don't know what to do."

A good rule of thumb is to open your heart when you think it's helpful to others. Evaluate your personal comments by considering how your boss feels about what he says to you. If you are grateful to hear that, your team will feel the same. If not, please act with caution.

For example, tell employees that you are in a bad mood because you are having a bad day; tell them that you are in a bad mood because you disagree with the decision of senior management that may not be the case.

Openness is also useful when it helps your team to be less isolated: if you feel people are anxious about a project, admit that you feel the same pressure and thank them for their efforts.