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.

幫助你的員工學習新科技

現代的工作都很需要熟悉最新的工具與技術，以便保持競爭力。但是，訓練員工是很昂貴的成本。要讓員工能夠發揮最大的訓練效用，請關注三項重要事項：

1. 上手練習。主動學習者的工作效能會高過於被動學習者。要抓住大願景是一回事，但是要付諸實踐是另外一回事。
2. 評估與調整。要讓你的訓練投資有實際價值，你必須要求訓練團隊能夠建立起評估學員學習效果的評量辦法。若是與訓練目標有差距，做出必要的調整。
3. 有複習的空間。通常實施訓練完畢后，最常出現的一個障礙是學員回到工作崗位上，還是要面對一堆焦頭爛額的工作，無暇複習他上課所學。因此，在學員上完課后，應該適度調整他的工作負擔，讓他能夠喘口氣來複習他上課所學。這樣，他不僅能夠因此確實在工作上提高生產力，也會增加他對公司的忠誠度。

Help your employees learn new technology

Modern jobs need to be familiar with the latest tools and technologies in order to keep competitiveness. However, training employees is expensive. To maximize effective of training, please pay attention to three important items:

1. Practice. Active learners have higher job performance than passive learners. It's one thing to catch the big vision, but it's another to put it into practice.
2. Assessment and adjustment. To make your training investment practical, you must ask the training team to set up a measure to evaluate the students' learning effects. If there is a gap with the training goal, make the necessary adjustment.
3. There is a room for review. Usually after training is completed, one of the most common obstacles is whether a student returns to work or has to face a pile of battered work. He has no time to review what he has learned in class. Therefore, after the students finish the class, he should adjust his work burden moderately so that he can take a breath to review his lessons. In this way, he can not only improve productivity in his work, but also increase his loyalty to the company.

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.

讓員工從失敗中學習如何成功

好的領導管理方式是在控制與授權中找到平衡點。

當你看到一名員工正在犯錯，你可能想要干預，予以糾正。但是，人們很少在你告訴他如何做當中真正領悟到如何做才會正確。

相反的，你可以試著讓他犯錯，並且幫助他下次應該如何調整，才能夠正確做好事情。

當然，你必須評估錯誤的風險與後續的影響；如果他要將一份錯誤的報告呈送給CEO, 你當然必須干預。但是，如果這個風險很低，你寧可只是從旁觀察，忍受一些錯誤，讓他自己察覺，改正。

Let employees learn from failure how to succeed

A good way of leadership management is to find a balance between control and authorization.

When you see an employee making a mistake, you may want to intervene and correct it. However, people seldom know how to do it correctly when you tell him how to do it.

Instead, you can try to make him make mistakes and help him adjust next time so that he can do a good job correctly.

Of course, you have to assess the risk of a mistake and the subsequent impact; if he wants to submit a mistake report to the CEO, of course you have to intervene. But if the risk is low, you'd rather just look around and put up with some mistakes and let him see for himself and correct them.