在正式成為領導者前成為領導者

一個銳意奮發的組織會在正式發佈任職令前，鼓勵員工建立領導地位。

有些人會認為他們無法在換成主管辦公桌前，在他們現有的職務上，就能夠有實際權威去領導他人。

人事任命，確實對發揮領導力有幫助，但那不是絕對條件。

你的領導權威可以來自于你的人脈關係，你的影響力，你的卓越工作能力，以及你的熱情。你可以運用這些力量來改變你的組織與你在人群中的地位。

有耐心確實是領導的美德，但是有的時候，你不應該等到得到准許才開始展現領導力。

Become a leader before you formally become a leader

A dedicated organization encourages its employees to establish leadership before issuing a formal job order.

Some people will think that they can't have real authority to lead others in their existing positions before they change to a supervisor's desk.

Personnel appointments do help to develop leadership, but that is not an absolute condition.

Your leadership authority can come from your relationships, your influence, your excellent work ability, and your enthusiasm. You can use these forces to change your organization and your position in the crowd.

Patience is a virtue of leadership, but sometimes you shouldn't wait for permission to show leadership.

領導者，現在就開始停止這些行為

如果你希望授權他人、讓人參與，或激勵他人，不要只專注在提升你自己的正面行為。你也必須同時停止一些行為。

以下有三樣行為是領導者應該避免的：

1. 做出有判斷意涵的肢體語言。沒有人喜歡被貶抑看輕的。不要做出一副陰沉樣，緊鎖眉頭，故作諷刺狀（有如暗示別人是傻蛋）。雖然你不是有意的，但是這些微妙信號很容易對你的人際關係產生你想象不到的巨大傷害。
2. 打斷別人說話。如果老闆總是搶著說話，或是總是打斷部屬的談話，幾乎沒有人會感到有安全感的。多聽少說，並且讓人表達完他的想法。
3. 看來個性不一致。如果你時而笑容可掬、陽光燦爛，時而看來生性多疑、冷酷挑剔，你的員工會經常無所適從。你要盡可能讓你說話的語調以及個性保持一致，讓你的員工知道可以如何行事。

Leaders, stop these actions now

If you want to empower, engage, or motivate others, don't just focus on improving your own positive behavior. You also have to stop doing something at the same time.

There are three behaviors that leaders should avoid:

1. Make judgmental body language. No one likes to be belittled. Don't make a gloomy look, close your eyebrows and pretend to be sarcastic (as if suggesting that others are fools). Although you don't mean it, these subtle signals can easily cause unthinkable damage to your relationships.
2. Interrupt others. Few people feel safe if their boss is always rushing to talk or interrupting their subordinates. Listen more, speak less and let people express their thoughts.
3. It seems that personality is inconsistent. If you are sometimes smiling, sunny, and sometimes doubtful and cold-blooded, your employees will often be at a loss. You should try to keep your tone of voice and personality as consistent as possible so that your employees know how to act.

要員工快速回應，好好和他談

當你的項目需要員工快速行動時，如果他回應緩慢，確實會令人感到挫折。

但是，請你先不要認為他們的緩慢回應是不作為或是拒絕作出改變。他們的緩慢回應也許有很好的理由。

下一次，如果他們的回應不如你的預期時，你可以過去和他談談。向他說明為什麼你的項目有時間壓力，並且告訴他你想知道他為什麼回應緩慢。請他是否可以在1~2天內給予回應。他也許會有很多經過他思慮完整的理由來解釋為什麼不能立刻回應給你，因而拖延了採取立即行動，如此，你也可以明白該如何解決他所面臨的問題。或是，當他明白你的壓力時，也會因此加緊行動。

Ask employee to respond quickly and talk to him

When your project requires employees to act quickly, if he responds slowly, it will be frustrating.

However, please do not think that their slow response is inaction or refusal to change. There may be good reasons for their slow response.

Next time, if their response is not as good as your expectations, you can talk to him in the past. Tell him why your project has time pressure and tell him you want to know why he responded slowly. Ask him if he can respond within 1~2 days. He may have many reasons for his thoughtful explanation to explain why he can't respond immediately to you, and thus procrastinating immediate action, so you can also understand how to solve the problems he faces. Or when he understands your stress, he will step up his action.

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。

Ask 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 will be most useful if you ask for feedback when you are in intensive form or when you are curious.

如何建立專案小組？

在經濟蕭條時期，許多組織只看重公司的基本面；但是，這也是公司應該開始思考如何回到成長面的時機。在一些最具有創新力的公司裡，通常會建立起可以專注在如何成長的專案小組。我們提供幾個意見，協助你在公司裡可以建立這樣的可以追求成長的單位：

1. 讓它成為支援性單位。這個單位應該成為公司內其他事業部門的支援性單位，而不應該成為他們的負擔。事業部門應該從這個支援單位在提出新創意之始，就開始主導發展，而非讓創意支援單位來牽著鼻子走。
2. 選擇正確的領導者。這個單位的領導者應該有被尊重，擅長協調聯繫，並讓他人感覺舒坦的特質。
3. 不要塞進太多人。這個單位可能會需要從其他事業部門調一些人手過來，但是不要塞進太多人，大約維持在6 ~ 8人就夠了，這些成員應該是你認為有能力做策略規劃的能手。

How to set up a project team?

During the recession, many organizations only focus on the fundamentals of companies; however, this is also the time for companies to start thinking about how to return to growth. In some of the most innovative companies, project teams that focus on how to grow are usually established. We offer several suggestions to help you build such a project team that can pursue growth in the company:

1. Make it a supportive unit. This unit should be a supportive unit of other business departments in the company, rather than a burden on them. Institutions should take the lead in the development of new ideas from the very beginning of this support unit, rather than letting creative support units lead by the nose.
2. Choose the right leader. The leaders of this unit should be respected, good at coordinating contacts and making others feel comfortable.
3. Don't crowd too many people. This unit may need to transfer some people from other departments, but don't put too many people in it. It's enough to keep about 6 to 8 people. These members should be the experts who you think have the ability to make strategic planning.

領導分散而多元的團隊

從公司不同部門抽調人員組成的新團隊來發展新項目，一開始都會有困難來建立起團隊成員之間的互信，發揮出團隊最佳的工作效能。

以下是可行的作法：

1. 讓他們說，仔細聽。溝通是關鍵。你可以向他們問問題，了解什麼認知是錯誤的，讓他們說出顧慮，以及他們的構想。你應該了解你的新團隊成員的知識、專業技能、創意，以及顧慮。
2. 整合不同的觀點。他們很難自己整合不同的資訊與意見。作為領導者，你必須迎接這樣的挑戰，找出對他們有意義的合作機會與合作方式。
3. 反複試驗。在不確定狀態下，人們傾向於過度憂慮或是過度自信。相對的， 你應該引導團隊成員一步步的發展，花一些時間來討論工作方式，糾正錯誤，逐步的改進、完善。

Leadership of decentralized and diverse teams

It is difficult to build mutual trust among team members and exert team's best work efficiency when new teams are drawn from different departments of the company to develop new projects.

The following are feasible practices:

1. Let them speak and listen carefully. Communication is the key. You can ask them questions about what they think is wrong and let them express their concerns and their ideas. You should understand the knowledge, expertise, creativity, and concerns of your new team members.
2. Integrate different perspectives. It is difficult for them to integrate different information and opinions on their own. As a leader, you must meet such challenges and find meaningful opportunities and ways to cooperate with them.
3. Trial and error. In the uncertain state, people tend to be overworried or overconfident. In contrast, you should guide team members to develop step by step, spend some time discussing working methods, correct mistakes, and gradually improve and improve.

擁抱差異化

差異化是公司的重要資產：不同的創意、不同的解決問題的方法，等等，都是團隊的優點。然而，這些差異化也會帶來部門或員工之間的緊張與焦慮。

你不需要刻意去降低這樣的緊張氛圍。相反的，可以運用它來達到提高生產力與產生創意的機會。

讓你的員工去瞭解其他人，瞭解差異，但是不要做出評價。公司應該建立起具有包容力的氛圍，讓每個人都可以感受到自己的技能的價值，並重視不同的技能所可以創造出來的多樣化與綜效。

最後，要肯定這些差異花所帶來的成功果實，給予適當的獎勵。

不對差異化帶來的緊張做管制，而去擁抱它，可以讓你的團隊更有想像力，並且能夠創造出創新的結果。

Embrace differentiation

Differentiation is an important asset of a company: different ideas, different ways to solve problems, and so on, are the strengths of the team. However, these differences can also bring tension and anxiety between departments or employees.

You don't need to deliberately reduce the tension. On the contrary, it can be used to improve productivity and create creative opportunities.

Let your employees know about others and differences, but don't evaluate them. Companies should build an inclusive atmosphere so that everyone can feel the value of their skills and pay attention to the diversity and synergies that different skills can create.

Finally, we should affirm the successful fruits of these different flowers and give appropriate rewards.

Instead of controlling the tension caused by differentiation, embracing it can make your team more imaginative and create innovative results.

給予批評，也要讚揚

人孰無過？馬有失蹄時。然而，多數的主管在領導與管理員工時，只關注在員工的缺失上。

當你想要教練與評估員工時，注意你的目標是提升他們的平均績效，完成任務目標，而非計較在他們某一天所犯的小錯誤上。不要因為他們的一些小過錯而不給予讚揚。

給予員工必要的讚揚，與你指出他們的過失，是一樣重要的。

Give criticism, but also praise

What is wrong with a man? When a horse stumbles. However, most managers only focus on the lack of employees when they lead and manage employees.

When you want coaches and employees to be evaluated, be aware that your goal is to improve their average performance and accomplish their mission goals, rather than focusing on the minor mistakes they make one day. Don't give praise for their minor mistakes.

It's just as important to give employees the requisite praise as to point out their mistakes.

想要建立團隊的信任感嗎？先信任他們

雖然持著懷疑態度來管理，有一定的好處，但是信任感是讓團隊運作有效的一帖關鍵良方。

要在團隊里塑造起信任感，你自己要先信任他們。你要表示你相信他們的能力可以勝任工作要求。你可以不斷加重給他們的挑戰，並且賦予需要的權力，讓他們感受到你對他們的信任。

任何領導者顯露出想要“測試”員工的作為，都會嚴重影響到員工對你的信任度。

信任，是一個雙向道。你俞早啟動你的信任，員工就會加速他們對你的相對信任。

Want to build team trust? Trust them first

Although skepticism is good for management, trust is a key recipe for effective team operation.

To build trust in a team, you have to trust them first. You have to show that you believe that their abilities are up to the job requirements. You can constantly challenge them and empower them to feel your trust in them.

Any leader who reveals that he wants to "test" his employees' behavior will seriously affect their trust in you.

Trust is a two-way street. If you start your trust earlier, employees will accelerate their relative trust in you.

成為具思想魅力者

在現代職業場中，每個人都會有個人品牌。但是，如果你想有進一步發展，你不能只是一名對企業財務有了解的傢伙。你必須在組織內外讓大家看到你的獨特性。 

以下是幾個能夠展現你獨特魅力的作法； 

1. 在網絡上表現出自己。互聯網是能夠讓你展示你的知識的理想空間。你可以寫下你的文章，或是對別人的文章予以評論，并鏈接其他博客或是社群來建立你人脈網，讓大家認識你。
2. 與具有思想力的人往來。你可以與一些具有高學歷、或是產業經驗豐富者多交流，展現你對某個主題的深入觀察意見，讓他們介紹你給其他分享到你的意見的其他人。
3. 參加論壇活動。關注在你的產業中的一些論壇活動，爭取出席發言。讓你提出的議題受到關注討論。

Become an ideological leader

In the modern workplace, everyone will have a personal brand. But if you want to further develop, you can't just be a guy who knows about corporate finance. You have to show your uniqueness both inside and outside the organization.

Here are a few ways to show your unique charm:

1. Show yourself on the Internet. The Internet is an ideal place for you to show your knowledge. You can write down your articles, or comment on others' articles, and link to other blogs or communities to build your network and let everyone know you.
2. Communicate with people who are thoughtful. You can communicate with highly educated people or industry experienced people to present your insights into a topic and let them introduce you to others who share your views.
3. Participate in Forum activities. Focus on some forum activities in your industry and try to attend. Let your issues be discussed.