不要輕易安排會議

有些人會熱衷于召集會議。但是，多數的會議是浪費大家的寶貴時間的。你召集會議的目的是什麼？是要分享資訊？還是要得到回饋意見？能不能用開會以外的其他方式進行交流？

以下的作法，可以顯示你尊重其他人的時間：

1. 開會只用來討論團隊必須發展的事項。不要用會議來散佈“請供參考的資訊”，或作“理念宣導”。哪些資訊，你可以用郵件發佈。
2. 會議通知單必須有清楚的討論議題。不要開會前幾分鐘才通知，要有充分的時間讓與會人員可以準備好他的意見。
3. 做好并發佈會議記錄。將會議記錄發佈給相關者。有些人必須知道會議結論，但是不一定需要出席討論。會議記錄也可以確保會議結論得到實際推動。

Do not arrange meetings easily

Some people are keen to convene meetings. However, most meetings are a waste of everyone's precious time. What is the purpose of your meeting? Is it necessary to share information? Or do we need to get feedback? Can we communicate in other ways besides meetings?

The following tips can show you respect other people's time:

1. Meetings are only used to discuss matters that must be developed by the team. Do not use meetings to disseminate "information for reference" or "idea propaganda". Which information can you post by email?
2. Conference notices must be clearly discussed. Don't give a few minutes'notice before the meeting, but have plenty of time for the participants to prepare their opinions.
3. Completes and releases meeting minutes. Issue minutes to stakeholders. Some people must know the conclusions of the conference, but they do not necessarily need to attend the discussion. The minutes also ensure that the conclusions of the conference are actually promoted.

不要做浪費時間與金錢的決策

許多經理人以直覺來做重要的決策，這樣很容易導致不良的結果。相反的，如果經理人能夠在做決策時多堅持依據邏輯與證據來做決策，就可以得到比較好的決策選擇，同時公司也會獲得較佳的利益。

以下介紹您三種以證據來做決策的方式：

1. 要求證據。當有任何人提出強烈要求你做出決策，請他提出必須做決策的理由以及支持證據。不要隨意附和他的口頭說法。
2. 檢查邏輯。詳細的檢視證據，並且確認好其中的邏輯是站得住腳的，也就是其中的“因-果”關係必須是無誤的。
3. 做驗證。如果你得不到證據資料，你可以設法建立一些證據資料。你可以邀請幾位經理人來做一個小的試驗，去檢測提出來的策略是否可行，依據驗證的結果資料來作為做決策的指導參考。

Don't make decisions that waste time and money

Many managers make important decisions by intuition, which can easily lead to bad results. On the contrary, if managers insist on making decisions based on logic and evidence, they can get better decision-making choices, and the company will also get better benefits.

Here are three ways to make decisions based on evidence:

1. Demand proof. When someone strongly requests you to make a decision, ask him to give reasons and supporting evidence that you must make a decision. Don't randomly associate with his oral statement.
2. Check logic. Examine the evidence in detail and confirm that the logic is valid, that is, the "cause-effect" relationship must be correct.
3. Verify. If you don't get the evidence, you can try to establish some evidence. You can invite several managers to do a small experiment to test the feasibility of the proposed strategy and use the results of the validation as a guide for decision-making.

對你的決策要有信心，但是不要過分武斷

要讓決策發揮效力的其中一個秘訣，是必須要有信心。即使你只有部份的信服力， 一旦作了決定，就要態度堅定。如果你對自己的決策都持著懷疑的態度，你會侵蝕到別人對你的領導力的信任度。強烈的自信力是別人信任你的重要關鍵。 

但是，你要拒絕讓別人來依偎在你的決策之下。當得到更多的資訊，告訴你必須修改原來的決策時，你也必須要有適度的胸懷來接受，並且做出必要的更正。

Be confident in your decisions, but don't be overly assertive

One of the keys to making decisions effective is to have confidence. Even if you are only partially convinced, once you have made a decision, you need to be firm. If you are skeptical about your decisions, you will erode others'trust in your leadership. Strong self-confidence is an important part of others' trust in you.

But you have to refuse to let others be nestled in your decisions. When you get more information telling you that you have to change the original decision, you also have to have a moderate mind to accept and make the necessary corrections.

依靠別人來改進自己的判斷能力

當你改變了一項決策，但是不成功時，是很令人懊惱的。或許是你公司剛發佈的產品實際銷售不佳，或許是你所企劃的一項廣告專案不叫座。無論是哪一種不好的狀況，接受失敗並修改執行方向，都會讓你看起來很笨拙。

在這些情況下，向別人求助，請他們幫你評估，並給你新方向的建議。你可以多方請教，包含同事、下屬、客戶，甚至是家人，告訴你究竟是哪裡錯了，以及現在該如何做。

這些集體智慧可以幫助你將狀況扭轉成為正面的形勢。

修改決策，不應該是丟臉的，但是可以作為教訓，並且是而後必須更謹慎維護榮譽的標誌。

Rely on others to improve your judgement

It's frustrating when you change a decision, but fail. Maybe your company just released a product that actually sells poorly, or maybe an advertising project you plan is not popular. In either case, accepting failure and changing the direction of execution can make you look awkward.

In these circumstances, ask others for help, ask them to help you assess and give you new directions. You can ask for advice from colleagues, subordinates, clients, and even family members to tell you what went wrong and what to do now.

These collective wisdom can help you turn the situation into a positive situation.

Revamping decisions should not be shameful, but can serve as a lesson and is a sign that honor must then be maintained with greater care.

在給出負面評論后，要保持聯繫

當員工聽到你對他的績效做負面評論后，多半會感到你很嚴峻、刻薄，甚至會開始疏遠你。所以，作為一名主管，當你預備對屬下提出負面評論時，要思慮周密。

你大概要做好以下幾件事：

1.    告訴他，他有哪些好的表現。

2.    對他有問題的行為提出意見。

3.    最重要的，說完后要保持聯繫。

當聽到你的批評后，這名員工通常會感到想要閃避你，不願意主動來聽取你更多的意見。這個時候，你必須重建與他的關係，讓他知道你對她還是很有價值的。

你可以指導他的寫作技巧，或是謝謝他在會議上提出困難的問題。你也可以嘗試和他建立起親密的個人關係，例如問他“你女兒最近如何？”，或是“你太太對你的工作有何想法？”

你可以在給予他的績效回饋結束時這麼做，或是等到第二天再這麼做。要確保和他保持聯繫，讓他安心繼續與你維持友善關係。

Keep in touch after giving negative comments

When employees hear your negative comments on their performance, you will most likely feel that you are harsh and mean, and even start to alienate you. So, as a supervisor, when you are preparing to make negative comments on your subordinates, you need to think carefully.

You have to do the following things.

1.          Tell him what good performance he has.

2.          Put forward his opinion on his problematic behavior.

3.          The most important thing is to keep in touch after the end of the talk.

When you hear your criticism, the employee usually feels that he wants to evade you and is unwilling to take the initiative to listen to you more. At this time, you must rebuild the relationship with him and let him know that you are still valuable to her.

You can guide his writing skills, or thank him for raising difficult questions at meetings. You can also try to establish intimate personal relationships with him, such as asking him, "how is your daughter recently?" Or "What does your wife think of your work?"

You can do this at the end of his performance feedback, or wait until the second day. Make sure that you keep in touch with him and keep him at ease and continue to maintain friendly relations with you.

要求立刻回饋

我們通常是在年度檢討、半年度檢討或是季度檢討會上，得到回饋。而這時候得到的回饋會讓人覺得陳舊而過時了。

若是你在任務進行過程中以密集的形式，或是在你感覺好奇的時候，來要求所得到的回饋，會是最有用的。

Asking for immediate feedback

We usually get feedback in the annual review, semi annual review or quarterly review meeting. And the feedback this time will make people feel old and out of date.

It is most useful if you ask for feedback in an intensive manner during a task, or when you are curious.

讓你的員工一起參與

讓員工參與，讓他們表達意見，乃至於參與到決策過程，是領導者能夠成功的重要因素。如果部屬不關心，不能參與，不能對工作擁有所有權，即使是最優秀的領導者也會團團轉而不得其門而入。

以下是讓你的員工共同參與的幾個好方法：

1. 為人謙虛。分享你的錯誤與成功。部屬會看到你的人性而樂於親近你。
2. 表現傾聽的態度。人們會敏銳觀察到你的肢體語言。所以，你應該控制好你的表情與你的手勢，讓人們知道你是認真在傾聽他們的聲音。
3. 不必然必須都有回應。領導者要有能力將問題的解決方案做好分類。承認你并不知道所有的答案，請求你的團隊成員提出更廣泛的意見。

Let your employees join in

Letting employees participate, making them express their opinions and even participate in the decision-making process is an important factor for leaders to succeed. If subordinates are not concerned about, can not participate in, do not have ownership of the work, even the best leaders will turn around and not enter the door.

Here are a few good ways to get your employees involved.

1. Is modesty. Share your mistakes and success. The subordinates will see your human nature and are happy to be close to you.
2. The attitude of listening. People will be keen to observe your body language. Therefore, you should control your expression and your gestures to let people know that you are listening to their voices carefully.
3. Do not necessarily have to respond. Leaders should be able to categorized solutions to problems. Admit that you don't know all the answers, ask your team members to put forward a broader view.

讓你的團隊正確啟動

無論你所組織的團隊是大的或是小的，是個人關係的組合，或是虛擬團隊，你都必須知道如何讓它正確開始運作。

以後，如果你組織一個新的團隊，請嘗試用以下作法來增加你的成功機會。

1. 建立信任關係。人們如果能夠相互信任，就比較有機會提高團隊工作效率。你要設法建立一個人們都願意說出真話的工作氛圍。
2. 快速認知錯誤。沒有一個團隊可以不修正其錯誤而能夠得到成功的。讓團隊成員之間能夠真誠而即時的對話。
3. 清楚揭示期望。對團隊使命認識愈清楚，愈能夠提高團隊績效。團隊成員的每個人都應該知道被如何期待著，其工作行為要能夠朝向促成團隊成功的方向。

Let your team start right

Whether your organization is big or small, a combination of personal relationships, or a virtual team, you must know how to make it work correctly.

Later, if you organize a new team, try to increase your chances of success by following the following steps:

1. Establish a trust relationship. If people can trust each other, they will have the opportunity to improve team work efficiency. You should try to create a working atmosphere where people are willing to tell the truth.
2. Fast cognitive errors. No team can succeed without correcting its mistakes. Let the team members be able to talk honestly and instantaneously.
3. Clearly reveal the expectation. The more clear the team's mission is, the better the team performance will be. Everyone in the team should know how to look forward to, and their work behavior should be directed towards the direction of team success.

讓你的團隊保持戰鬥力

在當今艱困的經濟形勢下，很不容易讓你的團隊成員維持堅忍的戰鬥力。

以下的領導方式能夠協助你讓團隊成員關注公司發展，並且對公司未來發展感到有責任與參與感：

1. 溝通。沒有什麽比與員工坦誠的溝通，更能夠讓他們去除焦慮與不確定的感覺。你應該告訴他們公司所面臨的形勢，發生了什麽事情，並且告訴他們公司預備如何度過難關。
2. 邀請提供意見。當人們受到邀請來貢獻意見時，他們通常會感到有責任參與解決問題。你可以建立一個論壇，或是召開會議，請員工提出如何協助公司改革的意見。
3. 提升人才能力。如果你現有的員工確實不適任，你可以考慮外聘優秀人才。 做一些策略性的外聘，提升你的組織成員整體能力。

Let your team keep fighting

In today's difficult economic situation, it is not easy for your team members to maintain their fighting capacity.

The following leadership styles can help you focus your team members on the company's development and feel responsible and involved in its future development:

1. Communication. There is nothing more open than communication with employees to remove anxiety and uncertainty. You should tell them what's going on with the company, what's going on, and how the company is going to pull through.
2. Invites comments. When people are invited to contribute their opinions, they usually feel responsible to participate in solving problems. You can set up a forum, or hold a meeting, and ask employees to come up with ideas on how to help the company reform.
3. Enhance the ability of talents. If your employees are really not competent, you can consider hiring outstanding talents. Do some strategic outsourcing to improve the overall capabilities of your organization members.

讓團隊成員被感激

當員工感受到他們有價值，他們會有滿足感，願意更認真工作，并受到激勵而做出最好的績效。作為領導主管，你有責任讓員工感受到被感激。

在對員工說：“謝謝你”之外，你可以用下列作法來增強對他們的感激：

1. 讓他們得到發展。人們需要成長。如果一時無法提供職位升級機會，你可以提供專業的訓練，或是安排有趣的新項目工作，或是讓他們在公司不同部門得到歷練機會。
2. 讓他們參與。提供員工有機會參與公司決策以及解決艱難的問題，這樣他們就可以知道哪些技能對公司的成長是有幫助的。
3. 支持發展團隊精神。鼓勵員工之間發展團隊精神，並且幫助他們消除團隊之間折磨人的官僚作業與行為，並且建立起團隊成員之間在工作之餘的互動關係。

Let team members be appreciated

When employees feel that they are valuable, they will feel satisfied, willing to work more seriously, and be motivated to do the best performance. As a leader, it's your responsibility to make employees feel appreciated.

In addition to saying "Thank you" to employees, you can use the following ways to enhance their gratitude:

1. Let them develop. People need to grow. If you can't offer promotion opportunities at the moment, you can offer professional training, arrange interesting new projects, or give them experience in different departments of the company.
2. Let them participate. Provide employees with the opportunity to participate in company decision-making and solve difficult problems so that they can know which skills are helpful to the growth of the company.
3. Support the development of team spirit. Encourage the development of team spirit among employees, and help them eliminate the torturing bureaucracy and behavior between teams, and establish the interaction between team members after work.