「不用苦苦相逼」就能成交！善用這４種說服技巧

原文：http://www.knowledger.info/2016/07/05/4-sales-technics-you-should-know/

一、順著對方推理
二、讚美對方思維
三、適時提出反駁
四、論點明確直接

要當領袖，其實就這七招，你做得到嗎？

原文：http://m.life.tw/?app=view&no=174667

一、沉穩
二、細心
三、膽識
四、大度
五、誠信
六、擔當
七、內涵

讓組織工作簡單化：協作、協調、溝通

工作複雜，是多數企業組織面臨的大問題，而許多企業領導都極力尋找讓組織工作簡單化(simplicity)的方法。但是，你千萬不要錯以為將工作弄得簡單（simple）與容易(easy)，就是讓簡單化的良方。

將你的企業、部門，以及工作流程中的非必要複雜性去除，或是優化，必須有高度的關注。注意採用協作（Collaboration）、協調(Coordination)與溝通（Communication）等方式，讓你的組織工作得以簡單化：

1. 協作。閉門造車，是組織工作簡單化的最大敵人。建立起跨部門間的正確工作流程，讓各部門或是個人明白工作上的上下游或是協作關係，相互間應該交付的形式、格式、結果，是他們知道應該如何協作才能共同完成工作。
2. 協調。工作總避免不了會遇到問題或是困難的。建立起理性與良性的協調機制，使得相互得以瞭解對方的期待與困難，共同協調，解決問題。
3. 溝通。公開與定期性的溝通，有助於提早發現問題。

當你將工作簡單化後，你會更有能力駕馭你的組織。

Simplify organization work: collaboration, coordination and communication

Complex work is a major problem faced by most business organizations, and many business leaders are trying to find ways to simplify organization work (simplicity). However, you must not be wrong to think that simple and easy are the best ways to simplify.

You must have a high degree of concern about removing or optimizing the unnecessary complexity of your business, department and workflow. Pay attention to Collaboration, Coordination and Communication to simplify your organization.

1. Collaboration. Behind closed doors, is the biggest enemy of simple organization. Establish the correct workflow between the cross departments, and let the departments or individuals understand the upstream or downstream of the work or the collaboration, the form, format, and result that should be delivered to each other. It is they know how to cooperate to complete the work together.
2. Coordination. Work is unavoidable. Problems or difficulties are encountered. Establish a rational and benign coordination mechanism, so that we can understand each other's expectations and difficulties, and solve problems together.
3. Communication. Open and regular communication helps to identify problems earlier.

When you simplify your work, you will be more able to control your organization.

認識奮發上進的員工

你最有價值的員工很多是可以在工作表現與貢獻上做出超越他們所領薪資水平的初級員工。你要發覺出這樣的員工，肯定他們的表現，調教他們的工作技能，並且讓他們成為其他人的表率。

你應該認識他們以下的特質：

1. 他們關注結果。這些上進者通常比較關切工作結果，而非工作的過程。因此，如果他們沒有遵循既定的工作程序，也不應該視為違規者。
2. 他們有很強的人際關係。不要小看他們的初級職位抬頭，這些未來明星相互之間有很好的人脈關係，作很強的相互影響，作出很好的彼此扶助提拔。
3. 他們有很強的一致性。他們之間行動高度一致，運用極為類似的語言。當團隊發生衝突時，其他人視這群上進者為非正式領袖。

Recognize the motivated employees

Many of your most valuable employees are junior employees who can exceed their salary levels in terms of performance and contribution. You need to recognize employees like this, recognize their performance, teach them job skills, and make them a role model for others.

You should recognize the following characteristics of them:

1. They are concerned about the results. These aspirants are usually more concerned with the outcome of their work than with the process of their work. Therefore, if they do not follow the established working procedures, they should not be regarded as violators.
2. They have strong interpersonal relationships. Don't underestimate the rise of their junior positions. These future stars have a good relationship with each other, make a strong interaction, and make a good mutual support and promotion.
3. They have strong consistency. They are highly consistent in their actions and use very similar language. When there is conflict in the team, other people regard the group of progressives as informal leaders.

激勵你有問題的員工

在許多團隊中都存在這樣的狀況，就是有人無法跟上團隊進度，甚至無法維持自己基本的工作品質。

以下是激勵這樣有問題員工的作法：

1. 了解問題所在。先從這名員工的角度來了解究竟出了什麼問題。是他感到工作無趣嗎？還是他不喜歡他的同事？還是問題的源頭就是你自己？
2. 與他一起討論問題。和他坐下來一起討論所出現的問題，告訴他這樣的狀況不能再持續下去了。告訴他你的底線。問他幾個問題，弄清楚你的假設是否正確。
3. 找到替代選擇方案。然後，設法與他一起找出機種替代選擇方案，讓你們彼此都能夠接受。不要假設只有一個正確的答案。

Motivate your problematic employees

In many teams, there is a situation that some people can not keep up with the team progress, or even maintain their basic quality of work.

The following is how to motivate such troubled employees:

1. Understand the problem. First of all, from the perspective of this employee to understand what the problem is. Was he bored with his work? Or does he dislike his colleagues? Or is the source of the problem your own?
2. Discuss with him. Sit down with him to discuss the problems that have arisen and tell him that the situation can no longer last. Tell him your bottom line. Ask him a few questions to find out if your hypothesis is correct.
3. Find alternatives. Then try to find alternative options with him so that you can accept each other. Don't assume that there is only one correct answer.

如何讓員工支持公司？

忠誠而有熱情的員工對公司的重要程度有如客戶一般。他們在公司服務年限長，更有工作創意，也更願意多做一些工作。

因此，你如何讓員工都能夠如此支持公司呢？

1. 隨時聽員工的意見。不要到做年度績效考核面談時才問員工的意見。平常就應該隨時向他們咨詢：“你會如何推薦公司給你的朋友來工作？你會如何向朋友介紹公司的產品或服務？”
2. 讓他們聽到客戶的回饋。讓員工都能夠聽到第一線客戶的回饋意見。如果客戶的回饋是正面的，會激勵員工更努力。如果客戶有批評，他們會改善他們的工作品質。

How can employees support the company?

Loyal and enthusiastic employees are as important to the company as customers. They have a long service life in the company, are more creative, and are more willing to do more work.

So how can you make employees so supportive of the company?

1. Listen to employees' opinions at any time. Don't ask employees for advice until you have an annual performance appraisal interview. Ordinarily, you should always ask them, "How would you recommend your company to your friends to work? How would you introduce your company's products or services to your friends?
2. Let them hear from customers. Let employees hear feedback from front-line customers. If customer feedback is positive, employees will be motivated to work harder. If customers criticize, they will improve their work quality.

如何讓團隊運作起來？

多數的領導者知道必須協助團隊訂出工作目標，但是領導者的工作不應只有如此，你必須同時建立起團隊運作的機制。

以下是你必須採取的行動：

1. 角色與責任。每位成員都必須知道他們負責的工作，以及知道如何才能做出貢獻來達到團隊的整體目標。
2. 工作程序。你不需要整理出全部的作業程序文件，但是必須定義出一些基本規則，例如決策、授權與溝通方式。
3. 互動規則。建立起團隊文化。讓大家討論分享價值觀，以及塑造團隊間權力與義務的互動模式。
4. 績效評估機制。你會如何看待團隊成員的績效？定義出評估達成目標的績效辦法，以及未達成目標的後果。

How to make the team work?

Most leaders know that they have to help the team set goals, but the leader's job should not be the only one, you have to set up a team operating mechanism at the same time.

Here are the actions you must take:

1. Roles and responsibilities. Every member must know what they are responsible for and how they can contribute to the overall goals of the team.
2. Work procedure. You don't have to organize all the operating procedures, but you have to define some basic rules, such as decision-making, authorization, and communication.
3. Interaction rules. Build team culture. Let's talk about sharing values and shaping the interactive mode of power and obligation between teams.
4. Performance evaluation mechanism. What do you think of team members' performance? Define performance measures for assessing goals and the consequences of failure to achieve them.

領導你的員工做自主管理

如果每位員工都能夠做好自主管理，那麼他的行為與能力就猶如老闆一般，會讓真正的老闆輕鬆許多。

以下是讓你的員工能夠做好自主管理的作法：

1. 可信任的。信任是一切團隊合作的基礎。團隊成員必須能夠說到做到。
2. 有影響力的。每個人都必須仰賴他人的支持來將任務完成。所以，團隊里的每人都應該建立起與他人的良好關係，經由合作來提高團隊生產力。
3. 以團隊優先。一個合作的團隊，會好過一群個人英雄。讓你的團隊整合起來，讓他們有願意追求的願景，有清楚的目標，有清晰的工作計劃。並且，讓他們都說“我們”，而非“我”。

Lead your employees to do self management

If every employee can manage himself well, his behavior and ability will be just like the boss, which will make the real boss much easier.

The following are ways to make your employees self managed.

1. Trustworthy. Trust is the foundation of all teamwork. Team members must be able to do what they say.
2. Influential. Everyone must rely on the support of others to complete the task. Therefore, everyone in the team should establish a good relationship with others, through cooperation to improve team productivity.
3. Team first. A cooperative team will be better than a group of personal heroes. Get your team together and give them a vision, a clear goal, and a clear work plan that they are willing to pursue. And let them all say "we", not "me".

讓你的團隊知道發展方向

經常可以發現，員工認真工作，但是其實并不完全明白他們的努力對公司整體發展目標，究竟有什麼貢獻。

請用下列作法讓你的團隊員工知道公司的發展方向：

1. 不要假設每個人都知道公司策略。若是只讓公司高層能夠分享策略，不代表你的基層員工會知道。
2. 做出分享策略的辦法并予以確認。你可以做出一張策略發展說明圖，讓老闆以及公司高層都確認過。然後召集員工，予以說明，答復他們提出的問題。
3. 讓項目符合策略方向。你可以召集主管與員工，做出兩個清單。一個是組織的目標，另一個是預備進行或正在進行的項目。將兩者做比較，如果發現有項目不符合策略方向，請考慮予以剔除，或是進行修正。

Let your team know the direction of development

Often it can be found that employees work hard, but in fact they do not fully understand how their efforts contribute to the overall development goals of the company.

Please let your team members know the direction of the company by the following ways:

1. Don't assume that everyone knows the company's strategy. It doesn't mean that your grass-roots employees will know if you only let the top management share the strategy.
2. Make and confirm the sharing strategy. You can draw up a strategy development chart and let the boss and the company's top management confirm it. Then we call on the staff to explain and answer their questions.
3. Keep the project in line with the strategic direction. You can call in supervisors and employees to make two lists. One is the goal of the organization, and the other is the project to be carried out or under way. Compare the two. If you find that a project does not conform to the strategic direction, consider eliminating or amending it.

讓團隊擺脫負面因子

每一個組織、單位或是團隊都有好與壞。作為老闆，你的工作是要發揚正面，或是消除反面？兩者你都必須做。

但是，研究顯示，負面的資訊、經驗、與行為，會比正面消息帶給人更深刻的衝擊。你最好用更多的時間與精力來盡力消除組織中種種的負面因子。

這表示你必須用力拿掉令人挫折的障礙，或是保護你的員工不受具有破壞力行為的影響。例如，壞脾氣、懶惰、污穢等行為會具有負面感染力。去除掉這些不好的行為，可以讓你的員工重新回到光明面。

Let the team get rid of the negative factors

Every organization, unit or team has its own advantages and disadvantages. As a boss, your job is to promote the positive or eliminate the negative? You have to do both.

However, research shows that negative information, experience, and behavior can have a deeper impact than positive news. You'd better spend more time and energy trying to eliminate all kinds of negative factors in the organization.

This means that you have to work hard to remove frustrating obstacles or protect your employees from destructive behavior. For example, bad temper, laziness, dirty behavior can have negative appeal. Getting rid of these bad behaviors can bring your employees back to the bright side.