如果你沒有被邀請參加一個重要會議，怎麼辦？

如果你發現你沒有被邀請一個會議結果會影響你與你的團第的重要會議，怎麼辦？

與其氣急敗壞的憤怒，不如採取行動，避免再次發生這樣的事情。

你可以先詢問一名有參加這個會議的同事，了解在會議中討論了什麼，會議結論是什麼？然後去和會議主持人談談。不需要表現你受到傷害的情緒，與其說：“為何我沒有被邀請參加這場會議？我應該在那裡。”，不如說：“我沒有參加這場會議，在和小王做了了解后，我想以後如果要做類似的討論的話，我應該可以做出一些貢獻。”解釋你的角色會如何幫助會議討論。

What if you weren't invited to an important meeting?

What if you find that you have not been invited to a meeting that will affect your important meeting with your group?

With the desperate anger, it’s better to take action to avoid such things happen again.

You can ask a colleague to attend this meeting, to understand what were discussed and concluded at the meeting? And then go to talk with person who hosted the meeting. Don’t talk you hurt feelings, and say: "Why I was not invited to attend the meeting? I should be there, but say well." Rather said: "I did not attend the meeting, made in understanding with Wang, I think if you want to do a similar discussion of words, I should be able to make some contribution." Explain how your character will help the meeting.

幫助你的經理們做好他們的工作

當你領導你的經理時，你的工作是領導好他們以及任何其他員工，做好他們的工作。讓你的經理們能夠支持他們的下屬有效的完成工作。

人們會向他們的老闆學習到領導的方法。所以，你應該建立領導管理的典範。你可以告訴他們你希望他們管理好他們的團隊。在你和他們做一對一的對話時，讓他們告訴你他們是如何指導他們的團隊，以及獲得他們屬下的回饋意見。這樣做， 會讓他們知道這些是重要的。但是，不要告訴他們應該如何做好領導工作。必須讓他們用他們自己的作法來領導。

如果你能夠在他們屬下說明賦予經理們的任務，以及說明他們有何能力可以達成任務，會對他們很有幫助。你也應該公開讚揚他們的成就。或是，在公開場合請教他們的意見，請他們做演說簡報。如此可以讓他們有表現的機會。

他們的屬下會想要知道你如何看待你的經理們。如果你尊重他們的工作與職權，他們的屬下也會如此尊敬他們。

Help your managers do their job well

When you lead your managers, your job is to lead them and other staffs, do their job well, and let your managers support their subordinates to do their job effectively.

People will learn to their boss to lead the way. So, you should set up the model of leadership and management. You can tell them that you want them to manage their team. When you do a dialogue with them, let them tell you how they guide their team, and get them under feedback. To do so, let them know that these are important. But don't tell them how to do the work of leadership. They must use their own approach on leadership.

If you can give managers that their tasks, and that they have any ability to the task, will be very helpful to them. You should also publicly praise their accomplishments. Or, ask their opinions in public, ask them to make speech presentation. They have the opportunity to show.

Their subordinates will want to know how you look at your managers. If you respect their work and authority, their subordinates will respect them.

召集線上虛擬會議，指派會議角色

召集線上虛擬會議，絕不容易。你必須小心計劃以避免面臨會議中的尷尬，例如會議中出現沉默時間，技術障礙，以及有人一面開會一面做別的事。

你應該在會議前設定清楚的會議目的與期待的成果。在會議前，發出會議通知，讓每個人都知道應該做出哪些貢獻。

在開會前，就指派會議中每個人的角色。你可以事先了解與會者平日的行為。例如，有人很容易分心，就指派他督促其他人發言、讓會議能夠準時結束，或請他做會議記錄。

如果與會者相互不認識，指定一個人簡略介紹與會者，並且可以指派一人提出問題來讓會議進行討論，避免尷尬的沉默。

在虛擬線上會議中，指派角色，可以讓會議討論進行順利。

Call online virtual meeting, assign conference role

It's never easy to call online virtual meetings. You have to plan carefully to avoid embarrassment in meetings, such as silence, technical barriers, meetings and doing something else.

You should set clear meeting objectives and expected outcomes before the meeting. Before the meeting, send a meeting notice to make sure everyone knows what contributions to make.

Before the meeting, appoint everyone’s role in the meeting. You can understand the behavior of participants on weekdays. For example, some people are easily distracted, they assigned him to urge other people to speak, let the meeting will end on time, or ask him to do the record of the meeting.

If the participants do not know each other, appoint a person to introduce the participants briefly, and assign one person to ask questions to make the meeting a discussion to avoid awkward silence.

Assign roles in virtual online meetings, and can make the meeting smoothly.

停止指派給團隊不需要的工作

沒有人喜歡忙碌工作。不僅是因為我們必須工作，而且是老闆總是在指派工作。

如果你的團隊總是在成堆的工作壓力中，你應該評估是否指派了他們一些不需要的工作，然後設法降低他們的工作壓力。

首先，你應該監督你的團隊的工作。問你的團隊成員，他們估計在每一項工作上需要多少時間完成，他們認為哪些工作是他們的角色中比較重要的？而哪些工作是比較有價值的？

那些他們覺得不需要，不能呈現出他們價值的工作項目，就必須考慮他們的工作負擔，并聽取他們建議的解決方案。

通常，改進你和團隊間的溝通，給予他們更多的自主權，就能夠避免掉很多不需要的工作。

記住，並非只要你在指派不需要的工作。他們經常會從你的上級收到一些不明確的資訊。你必須讓他們願意來向你要求澄清。

同時，你必須確保他們獲得能夠做出績效所需要的資源。

Stop assigning tasks that the team doesn't need

No one likes busy work. Not only because we have to work, but the boss is always assign to work.

If your team is always in a pile of work pressure, you should assess whether to assign them some unnecessary works, and then try to reduce their work pressure.

First of all, you should monitor your team work. Ask your team members how much time they need to finish each job. What do they think is more important in their role? Which jobs are more valuable?

Work projects that they don't think they need and can present their value, must consider their workload, and listen to their suggested solutions.

In general, improving your communication with your team, and giving them more autonomy can avoid a lot of unnecessary work.

Remember, not as long as you don't need to work in the assignment. They often receive some vague information from your supervisor. You must make them willing to come to you to ask for clarification.

At the same time, you must ensure that they have resources needed to make the performance.

將同事的負面回饋當成是改進關係的機會

沒有人喜歡收到同事的負面回饋。但是不喜歡并不能讓你改善什麼。然而，他們會花時間給你回饋是因為他們關心你以及希望你能夠成功。所以你應該感謝他們的幫助。

所以安排時間來解決他們告訴你的。這不需要立即做決定，有些事你需要一些時間來思考清楚。一旦你做好準備了，就應該採取行動。

你們可以一起坐下來，告訴他們你預備如何改進，以及說明你將要如何評估成果。詢問他們對於你預備採取的計劃的建議。如此，他們不但會支持你，並且會願意用他們的時間來進行改善，而且改善了和你之間的關係。

Think of colleagues' negative feedback as an opportunity to improve relationships

No one likes to get negative feedback from colleagues. But dislike doesn't make you much better. However, they take the time to give back to you because they care about you and hope you can succeed. So you should thank them for their help.

So schedule time to solve what they tell you. There's no need to make an immediate decision, and there are things you need some time to think about. Once you're ready, you should take action.

You can sit down together and tell them how you're going to improve and how you're going to evaluate the results. Ask them for advice on the plan you're planning to take. In this way, they will not only support you, but will be willing to spend time to improve, and improve the relationship with you.

在與你的屬下做一對一會談事獲得更多

優秀的領導者會知道定期查驗你的屬下工作表現是很重要的。但是，太頻繁的一對一對話常常流於急促而沒有組織好。

要讓你的這類會談做得更符合你的目的，首先，你必須安排好對話時間。這無關於你多久才安排一次，可能是每週，隔週，或是每月一次，但是，這必須在你的行事曆上安排好，並且你要尊重你和屬下約好的時間。

不要習慣性的取消對話約會，那樣會讓你的屬下覺得你不尊重她的時間。

你可以事先問你的屬下，她想要談一些什麼？你也應該做好準備。

當你們進入房間后，關掉你的電話，關上門。一開始，你可以感謝她過去一段時間表現好的項目內容。然後，以好奇的態度聆聽她的顧慮，并提供回饋來解決她所面臨的問題。

結束會談前，複述你們所達成的共識，並且再次感謝她。確認的語句，會涵蓋許多的意義。

Get more in one-on-one talks with your subordinates 

A good leader will know that it is important to regularly check the performance of your subordinates. But too often one-on-one conversations tend to be rushed rather than organized.

To make this kind of meeting more in line with your goals, you must first schedule the conversation. It doesn't matter how often you schedule it, maybe once a week, every other week, or once a month, but it has to be arranged on your calendar, and you have to respect the time you make with your subordinates.
Don't habitually cancel a conversation date, which will make your subordinates feel you don't respect her time.
You can ask your subordinates beforehand, what does she want to talk about? You should be ready.
When you enter the room, turn off your phone and close the door. To begin with, you can thank her for the content of the project that has performed well over the past period of time. Then listen to her concerns with curiosity and provide feedback to address her problems.
Before concluding the meeting, repeat the consensus you have reached and thank her again. A confirmed statement will cover many meanings.

在做重大授權前，先建立信任

要授權給員工並且信任他們可以做出決策，通常不是想象中那麼容易。

要能夠做出授權，你必須做兩件事：建立信任，以及預備接受會失敗的可能性。

你可以與你的員工作一對一的交流，觀察他們如何處理日常的工作，并提供你的回饋意見，這樣做，可以讓你認識這名員工的優點和缺點，因而知道誰可以承擔責任，而誰需要更多的經驗。

你同時要認知會失敗是在授權時很自然的。如果缺乏會失敗的磨練，你的團隊很難知道風險，也不容易發展出創新的能力。如果你能夠有承擔接受失敗的可能性，你就比較能夠安心做出授權的決定。

Build trust before you make a major mandate

Empowering employees and trusting them to make decisions are often not as easy as thought.

To be able to make delegate, you have to do two things: to build trust, and prepare to accept the possibility failure.

You can work one-on-one with your staff, observe how they handle their daily work, and provide feedback that will allow you to recognize the strengths and weaknesses of the employee, and know who can take responsibility and who needs more experience.

It is natural for you to also recognize that failure will occur when authorized. Without training of failure, it is difficult for your tea to know that risks and develop the ability to innovate. If you are more likely to accept failure, you will be more comfortable with the decision to delegate.

壓制會議中的大喇叭

有的時候，我們就是會在會議中有人聲稱他們的意見就是唯一的意見，無視于有人對他們抗議。他們這樣做，會令人惱火，而且產生破壞力。但是，你不需要屈服于他們。

當這樣的人佔據了會議的麥克風，先讓他們陳述他們的意見，然後你應該站在考慮讓會議出席人集體來做出決策。你不要為了他們的行為而動情緒。相反的，專注在會議能夠進行下去。如此，你能夠清楚明白的主持會議。

你可以複述會議程序，要求相互尊重。如果這個人繼續佔據麥克風，你可以說：“我們已經聽到你的意見了。現在，應該讓別人說話了。”如果他說，他有不在會議中的其他人的支持。（通常這是一種策略。）不要接受。表示必須由在這個會議室中的人做出決議。

Suppress the loudspeakers in the meeting

Sometimes, we are in the meeting people claim their opinions is the only advice to ignore someone on their protest. They do, will be annoying and destructive. However, you do not need to submit to them.

When such people occupy the meeting microphone, let them present their opinions, then you should consider standing in the meeting of the collective to make decisions. You don't have to be emotional about their behavior. Instead, focus on the meeting that can go on. So, you can clearly chair the meeting.

You can repeat the meeting procedures, requirements of mutual respect. If this person continue to occupy the microphone, you can say: “we have heard your opinion. Now, should let others speak.” If he says, he has support of others who are not in the meeting. This is a usual strategy. Don't take it. Indicating decisions must be made by people in the meeting.

用愉悅的音樂提高員工生產力

在商店裡播放音樂可以讓消費者心情愉快，提高購買機率。但是在辦公室的員工呢？

在工作場所播放愉快的音樂，也是可以提高員工的生產力。

但是，音樂的形態會產生不同的行為。如果播放有韻律與溫暖氛圍的音樂，是有幫助的。但是節奏紛亂、尖叫狂吼的歌曲，則會讓人不安、心情紊亂。

建議你在工作場所播放愉悅的音樂，例如輕音樂，來提高員工生產力。

Improving employee productivity with pleasant music

Playing music in a store can make consumers happy and increase their chances of buying. But what about employees in the office?

Playing pleasant music in the workplace can also increase productivity.

However, the form of music can produce different behaviors. It helps if you play music that is rhythmic and warm. But the rhythm of the songs, screaming and roaring, will make people uneasy, mood disorders.

It is recommended that you play pleasant music, such as light music, in the workplace to increase productivity.

讓你對員工的回饋正常化

任何人在接到別人對他提出意見時，多半不會感到舒服。然而，你不需要以輕描淡寫的說來刻意討好他，或是讓他感覺不是太嚴重。你只需要正確指出發生了什麼事情。

如果你看到某人做的事還有改善的空間，立刻說出來，不要等到開會時才提出來，在當下就說出你的意見，不要拖到事情發生了許多才和他討論。

然而，在你指出問題與提出意見后，你還是必須以尊重他，幫助他改善來修補你們的關係。而且，千萬不能以言語或以眼神來侮辱他。

要知道他是否會因而對你心懷怨恨、抵制你的最佳方式是觀察他的工作動機。如果他知道你願意幫助他，並且會讓他繼續負責，他就不太可能會對你憤慨。

To normalize your feedback to your employee

Anyone who receives advice from others will probably not feel comfortable. However, you don't need to flatter him or make him feel less serious. . You just need to point out exactly what’s going on.

If you see what someone is doing and there is room for improvement, say it right away. Don't wait until the meeting is up. Say your opinion at the moment, and don't wait until a lot of things have happened to discuss with them.

However, after you point out the problem and offer advice, you still have to repair your relationship by respecting him and helping him improve. And don't insult him with words or eyes.

The best way to know if he will feel resentful of you and resist you is to observe his motivation. If he knew you were willing to help him and would keep him accountable, he would be less likely to resent you.