贏得你的新團隊的信任

當你接掌一個新部門，你的員工幾乎不可避免的會評估你這位新老闆究竟是否適任？你有必要在很短的時間內做出領導者的表現，贏得他們的信任，並且建立起你的權威。

你可以用你的專業能力盡快做出成果來建立他們對你的信任。

去找出3 ~ 4項關於你的老闆與你的團隊，了解清楚的問題，以遵循你公司文化的作法來解決它們。

這些問題可以是阻擋了你的團隊前進發展的問題。你要知道障礙是哪些，而你知道如何去克服。你能夠舉出參考的案例嗎？你能夠說服其他部門來協助解決嗎？

面對這些問題，領導你的團隊去克服困難，解決問題。如此，你的團隊會信服你的領導權威。

Win the trust of your new team

When you take a new department, your staff will evaluate this new boss’s competency is almost inevitable. It's necessary for you to act as leaders in a very short time, to win their trust, and to build your authority.

You can use your professional skills to produce results as soon as possible to build their trust in you.

Find out 3 to 4 questions about your boss and your team, understand the problems, and follow your corporate culture to solve them.

These problems can be a barrier to the development of your team. You need to know what obstacles are, and you know how to overcome them. Can you give a reference case? Can you convince other departments to help to solve the problem?

In the face of these problems, lead your team to overcome difficulties and solve problems. So, your team will be convinced of your leadership and authority.

以授權來平衡領導權威

好的領導者都會謹慎的在如何告訴別人如何做以及授權他人自己決定如何做之間，取得平衡。對於新任主管，尤其要學習如何做好這兩方面的平衡。

以下，給你一些領導藝術的提示：

1. 設立清楚的目標。你的工作時讓你的團隊成員清楚了解他們的工作目標，也讓他們自己決定如何達成目標。
2. 分享領導權。你可以在團隊成員中選擇一位作為非正式領，讓他分享領導管理工作，例如安排臨時性的工作，或是進行非正式會議。
3. 要求解決方案，而非帶來問題。當你的團隊成員遇到工作障礙，要求他們來見你報告時，不是只做解釋，也要提出解決問題的建議方案。鼓勵他們先想如何解決問題，而非只是想獲得你的觀點意見。

Balancing authority with authority

Good leaders will be prudent in balancing how to tell others how to do and authorize others to decide for themselves. For new executives, we should learn how to balance these two aspects.

Here are some tips for the art of Leadership:

1. Set clear goals. When you work, let your team members clearly understand their work goals, and let them decide how to achieve their goals.
2. Share the leadership. You can choose one of the team members as an informal leader to share leadership management, such as arranging temporary jobs, or meeting informal meetings.
3. A solution is required, not a problem. When your team members encounter obstacles to work, ask them to come to see your report, not only to explain, but also to put forward a proposal to solve the problem. They are encouraged to think first of how to solve problems, not just to get your opinions.

即使你是菜鳥主管，也要有老闆樣

通常我們都認為好的主管是擅長協作的，就是說他們會配合員工、支持員工的。如果這為真，到頭來沒有人會喜歡有老闆來管理自己的。

但是，這對菜鳥主管並非正確的。年輕主管通常被認為地位低，他們的年紀、教育程度，或是工作經驗，都會讓人懷疑他們是否有足夠的能力告訴他們的屬下員工該如何完成工作。

如果你是這樣的菜鳥主管，你最好做出老闆樣，將工作項目安排好，設定清楚的工作方向，分配好屬下員工的工作。

只有你正確建立起領導權威，你才能將自己投入在與員工的協作關係上。

Even if you are a rookie supervisor, you must perform as a boss

Usually we think that good managers are good at teamwork. That is, they work with employees and support employees. If that's true, nobody will like to have bosses to manage them at all.

However, this is not the right to charge rookie. Young executives usually considered low status, their age, education, or work experience, will make people doubt whether they have enough ability to tell them how to do the work of the staff.

If you are such a rookie supervisor, you'd better make the boss, arrange the work items, set a clear work direction, and assign the work of the subordinates.

Only when you build the right leadership authority can you put yourself into a collaborative relationship with your employees.