艱困時期，有效支持你的團隊

當組織處在艱困時期，員工的士氣可能也進入低潮。這個時候領導者必須擔負起責任來鼓勵員工，並且領導他們向未來邁進。

在艱困的時候，你可以用以下方法來激勵員工：

1. 走向他們。身為領導者，當然你的時間非常寶貴，但是不要因為爲了讓你自己方便，而呼喚員工到總部或你的辦公室來面見你。相反的，你應該到他們工作的場所來拜訪他們。這能夠釋放出公司與領導階層看重他們的信號。
2. 讚揚他們的付出。所有的人都會樂意聽到他們的努力受到真誠的關注。你可以說明他們的付出對於公司長期的發展如何產生重要的作用。
3. 作他們的靠背。當事情趨向惡化時，通常首先受到衝擊的是基層員工，你應該表現出公司如何支持他們，公司將如何與他們一同度過難關。

In hard times, support your team effectively

When the organization is in a difficult period, the morale of the staff may also be at a low ebb. At this time, leaders must take the responsibility to encourage employees and lead them to move forward in the future.

In times of hardship, you can motivate your employees in the following ways:

1. Go to them. Being a leader, of course, your time is precious, but don't call your staff to meet you at headquarters or in your office for the sake of your own convenience. On the contrary, you should visit them at their work place. This can release signals from companies and leaders that value them.
2. Praise them for their efforts. All people will be happy to hear their efforts receive sincere attention. You can explain how their efforts play an important role in the long-term development of the company.
3. Be their backup. When things tend to deteriorate, they are usually first hit by grass-roots employees, and you should show how the company supports them and how the company will spend the time together with them.

將挫折轉化為進步

很少有團隊在完成項目的過程中沒有出現過挫折。因此，主管必須用心維持團隊的合作、具有生產力，以及關注究竟哪些事情做錯了。

當團隊發生挫折情緒了，請參考以下的作法：

1. 扭轉情境。不要將挫折當成失敗，也不要予以斥責。反而應該將它當成是學習的機會，讓團隊去找出解決方案。不要僅是吞下苦果。
2. 不要局限解決方案的選擇。當面對問題，你很少會立即知道該如何解決。你應該採取開放態度，讓大家提出各種解決問題的構想。
3. 爭取一些小勝利。讓團隊成員看到他們在各領域內的一些進步成果。如果大家經常可以感受到成功，即使是一些微小的進步，挫折感就會降低。

Turn setbacks into progress

Few teams have failed in the process of completing the project. Therefore, supervisors must maintain teamwork and productivity, and focus on what is wrong.

When team frustration occurs, please refer to the following:

1. Twist the situation. Do not treat setbacks as failures or blame them. Instead, we should regard it as a learning opportunity and let the team find solutions. Do not swallow the bitter fruit only.
2. Do not limit the choice of solutions. When faced with problems, you rarely know how to solve them immediately. You should take an open mind and let everyone put forward various ideas for solving problems.
3. Try to win some small victories. Let team members see their progress in various fields. If you can often feel successful, even with slight progress, frustration will be reduced.

接受有智慧的失敗

如果你要鼓勵人們承擔有益的風險，你必須確認他們不怕失敗。

第一步是定義出什麼是有智慧的失敗，例如，面對一個原來經過詳細規劃，但是不知如何卻行不通的項目。

有幸的是，你團隊中的每個人都知道怎樣才是成功。但是，很少人知道怎樣才是有智慧的失敗。

你必須對有智慧的失敗定義出其概述、出現的狀態、以及可能造成的影響。

如果可能，提出一些案例，讓大家明白有智慧的失敗與傻乎乎的失敗有何不同。

如果你不清楚定義出什麼是有智慧的失敗，所有的失敗都會有很高的風險。這樣會扼殺創新的作為。

Accept the failure with wisdom

If you want to encourage people to take useful risks, you must make sure they are not afraid of failure.

The first step is to define what is a smart failure, for example, facing a project that has been planned in detail but somehow doesn't work.

Fortunately, everyone in your team knows how to succeed. But few people know how to be a wise failure.

You must define the wisdom of failure, the state of its occurrence, and the possible consequences.

If possible, put forward some cases to make you understand the difference between intelligent failure and stupid failure.

If you don't know clearly what is wisdom failure, all failures will be at high risk. This will stifle innovation.

艱困時局，給你的員工堅定的支持

在艱困時局，人們特別容易感覺受到傷害，並且他們的自信與安全感很容易泡沫化。作為老闆，你應該密切關注你的員工的這樣的感受。一個老闆如果能夠支持他的員工，會讓人在情感上有解脫感，這和給予物質報酬是同等重要的。 

你應該明確地告訴你的員工你將會支持他們。同時，由於行動永遠勝過於只是言語文字，你應該抓住每個可以展示你堅定不移支持他們的機會，並且要避免讓他們感覺到你要他們給你自己有報酬的回饋。

Hard times, strong support for your employees

In times of hardship, people are vulnerable to feeling hurt, and their self-confidence and sense of security are easy to froth. As a boss, you should pay close attention to your employees' feelings. A boss's ability to support his employees can lead to emotional relief, which is as important as material reward.

You should tell your employees clearly that you will support them. At the same time, since action is always better than words, you should seize every opportunity to show your unwavering support and avoid making them feel that you want them to give you something in return.

在蕭條時期，如何成為好的領導者？

在蕭條時期，需要付出更多的關注來獲得可以接受的成績。但是，員工不僅要業績，也期待你是好的領導者。如何做？

1. 開放並且誠實。在可能的範圍內，盡可能的將資訊公開分享給員工。即使沒有公司已經做成結論，你也要和員工保持對話。你要讓員工有空間可以討論公司發生了什麼事情，並且讓他們提問。
2. 鼓勵與激勵。你不要以為員工會感激在蕭條時期仍然保有工作。你應該表現出你對他們在蕭條時期付出的努力的感激。你應該給他們正面的回饋，並且在可能的範圍內，給他們支持。
3. 提供訓練與發展安排。這些對於你的公司的長期發展是很好的投資，並且讓員工知道你對於他們的長期安排是很關心的。

How to be a good leader in a depression?

In a recession, more attention is needed to achieve acceptable results. However, employees not only need performance, but also expect you to be a good leader. How to do it?

1. Open and honest. To the extent possible, share information publicly to employees as much as possible. Even if no company has come to a conclusion, you need to keep a conversation with your employees. You need to give employees space to discuss what's going on in the company and ask them questions.
2. Encouragement and Inspiration. Don't assume that employees are grateful that they still have jobs during the recession. You should show your appreciation for their efforts during the depression. You should give them positive feedback and, to the extent possible, support them.
3. Provide training and development arrangements. These are good investments in your company's long-term development, and let employees know that you are very concerned about their long-term arrangements.

在經營艱環境艱困的時候，做好領導者

企業經營總是有up and down, 有的是環境因素，不是個人或個別公司容易改變的。 

在經營低潮時，如何領導你的團隊？ 

1. 以開放與誠信的態度面對。盡可能分享你所知道的資訊。即使你沒有得到確認的資訊，也盡可能讓你的員工提問，並參與討論。
2. 感激與回應。不要認為你的員工只想消極的保住工作，他們也期待能夠共同參與解決公司的問題。對員工在此艱難時刻而加倍的努力，表現出你的感謝。要及時回應，並給予他們需要的支援。
3. 培訓與發展。提供員工培訓，不僅可以強化員工在艱困時期有更好的應變能力，並且是個具有良好回報的長期投資，也有助於員工長期的職業成長發展。

Do a good job as a leader when the management is difficult and the environment is difficult.

Business operations are always up and down, some are environmental factors, not easy to change by individuals or individual companies.  

How do you lead your team in a downturn?  

1. Face it openly and honestly. Share as much information as you can. Even if you don't have confirmed information, try to get your employees to ask questions and participate in discussions.
2. Appreciation and response. Don't assume that your employees just want to keep working negatively. They also expect to be able to work together to solve the company's problems. Thank your employees for redoubling their efforts in this difficult time. They should respond in a timely manner and give them the support they need.
3. Training and development. Providing employee training can not only strengthen the employee's ability to respond better in difficult times, but also be a long-term investment with good returns, and help the employee's long-term career growth and development.

面對失敗的反應

每個人在遭遇失敗後，都會有不同的反應行為。有些人會怪罪他人，而有些人則是先自責。

以後，當你與你的團隊碰到失敗後，請先不要責備誰，而應該先做以下的動作：

1. 思考後再行動。先不要急著做出回應，或是情緒激動。這樣做只會讓事情更糟糕。花一些時間想想，究竟有哪些導致失敗的潛在因素？你將如何行動？
2. 傾聽與溝通。千萬不要以為你知道其他人在想什麼。把相關的人找來，聽聽他們的說法，然後解釋你自己的企圖與預備展開的行動。
3. 汲取教訓。錯誤發生了，可能是你自己的責任，或是其他人的責任，或者根本沒有人必須負責。關鍵是，要弄清楚究竟這是怎麼發生的，以後應該如何避免類似的狀況？

Responses to failure

Everyone reacts differently when they fail. Some people blame others, while others blame themselves first.

Later, when you encounter failure with your team, don't blame anyone, but do the following actions first:

1. Think before you act. Don't rush to respond or get emotional. Doing so will only make things worse. Take some time to think about what are the potential causes of failure? How will you act?
2. Listening and communicating. Never assume that you know what other people are thinking. Get the people concerned, listen to them, and explain your own intentions and actions that you plan to take.
3. Learn lessons. Errors occur, either as your own responsibility, or as someone else's responsibility, or as no one has to be responsible at all. The key is to find out exactly how this happened and how to avoid similar situations in the future.