過度樂觀會傷害你的團隊

領導主管通常要表現出對於工作任務的樂觀態度。他的自信，“做得到”的態度可以激勵他人。但是，這樣的自信樂觀的態度也有反面作用。

對於一個實際上很艱難的項目，如果持著過於正面的觀點，可能會讓人們以為不需要做很大的煎熬就可以輕易完成。而且，如果你自己輕忽低估了你的團隊將面臨的問題，反而會讓別人來擔心那些風險。你也可能因此送出了一個錯誤的信息，讓別人誤會以為你做過所有的評估，不會有任何問題。

有經驗的領導主管都知道錯誤通常是難以避免的，而失敗是產生創意的必要代價。

所以，下次與其問你的團隊成員，是否有信心，不如問有多大的困難？讓大家務實的面對可能的挑戰。

Overoptimism hurts your team

Leaders usually show optimism about their work tasks. His self-confidence and "can do" attitude can inspire others. However, such a confident and optimistic attitude also has a negative effect.

For a project that is actually very difficult, if you take a positive view, people may think that it can be easily accomplished without much suffering. Moreover, if you neglect to underestimate the problems your team will face, it will cause others to worry about those risks. You may also send out a wrong message, misleading others into thinking that you have done all the evaluations and that there will be no problem.

Experienced executives know that mistakes are often unavoidable, and failure is a necessary price for creativity.

So next time, instead of asking your team members if they are confident, how difficult is it? Let us face the possible challenges pragmatically.

讓你的虛擬團隊建立信心

在一個傳統的辦公室里要建立團隊成員的自信力，已經是不容易了，但是要讓一個分散在各地的虛擬團隊建立信心，就更不容易了。

但是，即使是你的團隊成員分散在全球各地，如果你能夠採用以下的作法，你仍然能夠讓他們彼此之間建立起信心：

1. 讓他們彼此認識。許多主管會認為團隊成員不需要知道彼此是誰，而仍然可以合作完成工作。這是錯誤的認知。你可以召開電話會議，鼓勵虛擬團隊的成員交談，說發生過哪些事，包含工作上的與私人的事情，建立起彼此的認識與私人情誼。
2. 輪流領導。在辦公室之外，集中式的權力行使不會那麼有效力。讓你分散在各地的團隊成員輪流領導團隊。指定對於某個項目所需要的知識最熟悉的人來領導團隊，有的時候是技術領導，而有的時候是業務領導。

Build confidence in your virtual team

It's not easy to build team members' confidence in a traditional office, but it's even harder to build confidence in a virtual team scattered around the world.

But even if your team members are scattered around the globe, you can still build confidence among them if you can do the following:

1. Let them know each other. Many managers think that team members don't need to know who each other is, but can still work together to get the job done. This is wrong perception. You can hold conference calls to encourage virtual team members to talk about what happened, including work and personal matters, and build mutual understanding and personal friendship.
2. Leadership by turns. Outside the office, centralized exercise of power is less effective. Let your scattered team members take turns leading the team. Designate people who are most familiar with the knowledge required for a project to lead a team, sometimes as technical leaders and sometimes as business leaders.

一個人能同時交代幾個任務？

如果手上只有一件事要做，只能全心全力處理。所有精力集中在一件工作上，很容易就可以把事情做好。

如果分配時間處理多件事情，處理事情得在不同項工作間不斷轉移，每次轉換工作都會失去一些動力，這樣影響到工作效率。工作加愈多下去，會遇到一個臨界點，你必須花相同的力氣處理工作本身和轉換工作的程序，這時的生產力也會暴跌。研究顯示，女性同時處理七件工作時會達到臨界點，男人則是五件。

如果讓員工專注與少量的工作或目標，他們就能很有效率。不過，數量如果太少，有些人會覺得工作內容重複，而且很枯燥，熱情就會漸漸消失，生產力也會隨之下降；如果太多，就會開始出錯。

替團隊成員設定目標和任務時，要避免列出一堆包羅萬象的責任，相反的，你要替團隊成員寫下明確的目標，最多不能超過七個，實際的數量是五個，三個以內又更好，這樣你更可能看到符合期望的結果。

不過從員工的角度來看老闆如何看待自己的能力與績效，若你願意承擔的工作項目太多，則你有很大的風險因不能達成任務，而讓老闆對你失望；但是，同樣的當老闆交付給您的工作項目過少，你也要注意了，老闆也許已經對你“留校察看”了。

How many tasks can a person give at the same time?

If you have only one thing to do, you can only do it wholeheartedly. It's easy to get things done by focusing all your energy on one job.

If you allocate time to deal with many things, you have to transfer between different jobs. Every time you change jobs, you lose some motivation, which affects your work efficiency. The more work you do, the more critical a point you will encounter. You have to do the same with the job itself and the process of changing jobs. Then productivity will plummet. Research shows that women reach a critical point when they handle seven jobs at the same time, while men do five.

Employees can be efficient if they focus on a small amount of work or goals. However, if the number is too small, some people will feel that the work is repetitive and boring, enthusiasm will gradually disappear, productivity will also decline; if too much, it will start to make mistakes.

When setting goals and tasks for team members, avoid listing all-encompassing responsibilities. Instead, you should write down clear goals for team members, not more than seven. The actual number is five, and less than three is better, so you are more likely to see results that meet expectations.

However, from the employee's point of view, how does the employer view his ability and performance? If you are willing to undertake too many work items, you have a great risk of disappointing the employer because you can't achieve the task. However, when the employer delivers too few work items to you, you should also pay attention to that the employer may have "stayed in school to see" you.

不要安排太多優先項目了

過多的壓力、超限的工作，是現在職場上的常有的狀況。大多數的領導者都會感受到他有太多相互衝突的優先項目了。

但是，殊不知通常的情況下，主管承受愈多的工作項目，公司卻賺的愈少。

事實顯示，多數高效經營的公司，只讓主管們專注在具有高報酬的項目上，而不是承擔太陽底下的所有事情。

從現在開始，你不要再到處找更多的機會，而要問自己：“我能夠專注在哪些能夠幫助我公司勝出的好項目？”

你必須明白自己有哪些自己能夠發揮的最優，而別人不具備的能力，然後，你就可以專注在這些你能夠成功的優先次序上。

你應該學習拒絕哪些看來你雖然有能力做，但是並不營養的項目。

Don't make too many priorities

Too much pressure and overwork is a common situation in the workplace. Most leaders will feel that he has too many conflicting priorities.

However, little is known about the fact that under normal circumstances, the more work items a supervisor takes, the less money the company earns.

Facts show that most highly efficient companies only focus on high paid projects rather than assuming everything under the sun.

From now on, you should stop looking for more opportunities, and ask yourself, "what can I concentrate on good projects that can help my company win?"

You have to understand what you have the best you can do, and the abilities that others don't have, and then you can focus on the priorities you can succeed.

You should learn to reject those projects that you seem capable of doing, but are not nutritious.

你被叼擾夠了嗎？

領導不是單兵作戰。領導者隨時都會被一群人圍繞著，批評他的想法、批評他的缺點，以及要求他如何做才對。

要成為一名有效的領導者，你必須有詳實的資訊，以及人們給你誠懇的意見。

因此，光是採取開放態度來接收資訊與意見，已經不夠了。你還要去叼擾別人，請別人盡可能的來叼擾你。

你必須建立這樣開放而信任的文化，讓你的團隊成員知道愈願意叼擾你的人，愈受到你的歡迎。

Are you bothered enough?

Leadership is not a soldier operation. A leader is always surrounded by a group of people who criticize his ideas, his shortcomings and what he is asked to do.

To be an effective leader, you must have detailed information and sincere opinions from people.

Therefore, it is not enough to adopt an open attitude to receive information and opinions. You also have to bother others and invite others to bother you as much as possible.

You have to build such an open and trusting culture so that your team members know that the more willing you are to harass your people, the more popular you are.

如何更有力的支持你的團隊？

員工要完成一項任務，要克服許多的不順利，外在威脅，阻礙。好的老闆會協助他的員工避免遇到這些困難。

如何做？

1. 適時出現。員工通常最困擾的，包含不能及時處置，浪費時間。這包含了員工在等你出席會議，給予指示。不要因為你是重要人物，就有權讓你的員工必須等待你的出現。
2. 不要隨意打斷。找到適當的時間來和員工對話，而不要任意的叫喚集合、或要求員工必須中斷他手上在進行的工作，而以電話或郵件立即回復你突然的要求。
3. 讓他們可以好好辯論一番。不要避免衝突。讓你的員工可以感到放心的相互辯論，甚至向你結辯。如此，他們即使有不同的意見，也會在討論過程中產生新的創意，提高團隊生產力。

How to support your team more effectively?

To accomplish a task, employees should overcome many difficulties, external threats and obstacles. A good boss will help his employees avoid these difficulties.

How to do it?

1. Appear in time. Employees are often the most troubled, including not being able to handle in time and wasting time. This includes staff waiting for you to attend the meeting and giving instructions. Don't let your employees wait for you because you're an important person.
2. Don't interrupt at will. Find the right time to talk to an employee, instead of calling a group at will or asking the employee to interrupt the work he is doing, and immediately respond to your sudden request by phone or email.
3. Let them have a good debate. Don't avoid conflict. Let your employees feel at ease arguing with each other, even with you. In this way, even if they have different opinions, they will generate new ideas and improve team productivity in the process of discussion.

不要當壞老闆

壞老闆會有多種形式顯示，最嚴重的如會在公眾場合駭人的痛斥員工，或是會將他人的工作成果佔為己有。但是，你也要注意以下不那麼顯著的不良行為：

1. 缺乏激勵作為。壞老闆的其中一種行為是看來被動或是一副精神萎靡。要激勵你的員工，你自己必須在工作上充滿能量與熱情。
2. 不作為或是績效低落。當你接受平庸的工作表現，就會讓團隊失去生產力。為自己設定有挑戰力的目標，才不會讓團隊成員無所事事。
3. 沒有方向。軟弱的領導者對未來的發展沒有方向感，不知道要往什麼方向發展，並且沒有計劃。你必須讓你的部屬有清楚的發展路線。

Don't be a bad boss

Bad bosses can be displayed in many ways, most seriously if they scare employees in public, or they will take other people's work as their own. However, you should also pay attention to the following unremarkable bad behaviors:

1.  Lack of motivation. One of the bad behavior of a boss is passive or depressed. To motivate your employees, you must be full of energy and enthusiasm in your work.
2. Inaction or low performance. When you accept mediocre performance, you lose the productivity of the team. Set challenging goals for yourself, so that team members will not be idle.
3. There is no direction. A weak leader has no sense of direction for future development, he doesn't know what direction he wants to go in, and he has no plan. You must have a clear line of development for your subordinates.

幫助團隊成員注意到他們的禮節

身為領導主管，我們都會希望同事與部屬對我們有禮貌。然而，不禮貌的行為仍然經常存在。

以下作法，能夠協助你的團隊成員保有禮貌行為：

1. 召開會議來討論應有的期待。召集你的團隊在一起，公開討論這樣的不禮貌行為，說明你的期待。討論這樣的不禮貌行為如何影響了團隊的觀感，為何會發生這樣的行為？不應該有人會故意這樣做。
2. 要求團隊成員停止不禮貌。有些人可能沒有意識到他的言行會造成他人的負面觀感。要求你的團隊成員看到出現如此的不好行為時，說出來，并解釋這樣的壞行為如何影響了他人。

Help the team members to notice their etiquette

As a leader in leadership, we all hope colleagues and subordinates will be polite to us. However, impolite behavior still exists.

The following ways can help your team members to be polite.

1. Hold a meeting to discuss the expectations. Call your team together and discuss openly such impolite behavior to illustrate your expectations. How does such impolite behavior affect the perception of the team? Why does this happen? No one should do it on purpose.
2. Ask team members were to stop being impolite. Some people may not realize that his words and actions can cause others to feel negative. Ask your team members to speak up when they see such a bad behavior and explain how such bad behavior affects others.

讓員工保持愉快參與的兩個法則

每位領導主管都會希望有專注投入的員工。但是，許多老闆卻沒有盡責促成這樣的狀態發生。

以下的作法能夠贏得你的員工的承諾盡職：

1. 先考慮員工的需求。公平對待員工，讓他們做出符合他們以及公司需求的工作，而非只是符合你個人的需求。支持他們有機會做出傑出表現，並且承擔那些認真負責的員工所發生的失敗的責任。這樣會讓他們在數年之內對你保持忠誠。
2. 進行授權。讓員工有自主權，可以激發他們的動力，做出數倍的工作效能。確保他們的激情可以符合公司發展方向，並且給他們高授權空間，資源，以及指導支持。拿掉可能會阻礙他們發展的障礙，協助他們去克服挑戰。最重要的，永遠讚揚與肯定他們做出的成功表現。

Two rules for keeping employees engaged

Every leader wants dedicated staff. But many bosses are not doing their part to make this happen. 

Here's what you can do to win your employees' commitment to due diligence: 

1. Consider the needs of employees first. Treat your employees fairly and let them do jobs that suit their needs and those of the company, not just your personal needs. Support them to have the opportunity to excel and to take responsibility for the failures of those responsible employees. This will keep them loyal to you for years. 
2. Delegation of authority. Giving employees autonomy can motivate them to work several times more efficiently. Make sure their passion is in line with the direction of the company, and give them a high degree of empowerment, resources, and mentoring support. Remove obstacles that may hinder their development and help them overcome challenges. Above all, always praise and acknowledge their successful performance.

鼓勵不滿的員工

沒有人喜歡領導管理不快樂的員工。他們不太接受激勵，也拒絕作出改變。但是，因此而放棄他們也不是解決之道。以下幾個比較人性的作法可以讓你最憂鬱的員工也走回正軌：

1. 更努力的去激勵他。不要輕易放棄更，更加倍的去努力。和他爸保持正面的對話。給他更高的期待，讓他願意投入努力去改善。
2. 開發他的能力。不要只關注具有高潛力的員工，而冷落了那些低度發展的員工，一樣要給他們有挑戰性的工作。
3. 帶他去用午餐。領導主管通常喜歡與他喜歡的員工在一起，而讓那些不愉快的員工感到被冷落、被排斥了。你一樣要對這些受到冷落的員工，給予足夠的關心。

Disgruntled employees

No one likes to lead unhappy employees. They do not accept incentives and refuse to make changes. However, giving up them is not the solution. Here are some of the more humane ways to make your most melancholy employee return to the right track.

1. Work harder to motivate him. Do not give up more easily, more times to work. Keep a positive conversation with his dad. Give him higher expectations, let him willing to put in efforts to improve.
2. Develop his ability. Do not focus solely on employees with high potential, but neglect those employees who are low in development, and give them challenging jobs as well.
3. Take him to lunch. The leader usually likes to be with his favorite employees, and make the unpleasant employees feel left out and rejected. You should also give enough care to those who are left behind.