邀請外部專家來指導你的團隊

許多公司都仰賴外部的專家，包含顧問、自由工作者、技術專家等，來提供策略性的服務。這些專家能夠貢獻的遠比給他們擔任的單項工作還要多；他們可以協助指導你的全職員工。

你可以邀請這些專家和你的員工做腦力激蕩，讓你的員工學習到他們的經驗與創意。這些專家也可以為你的員工的未來的工作項目提出他們的觀點。

這些外來的專家也可能也會有許多很好的外界人脈網，可以讓你的員工接觸到外界的人脈資源，或是有共同興趣的人才。

Invite outside experts to guide your team

Many companies rely on external experts, including consultants, free workers, technical experts, to provide strategic services. These experts can contribute more than to give them as individual work; they also can help guide your full-time employees.

You can invite these experts and your employees to brainstorm and let your employees learn their experiences and ideas. These experts can also present their ideas for your employees' future work projects.
These foreign experts may also have a lot of good outside network, can let your staff contact with the outside network resources, or have common interests of talent.

給予員工可以有行動的批評

建設性的批評，只有在員工認知到問題，並且知道你的批評對他們有用，知道如何改進，而且仍然可以維護好你的信任，才會有效。

經常領導主管只是表現不滿的態度，而無具體的改進內容，而讓受批評者自己去猜測如何改進，或是自己設法去找出自己覺得是對的解決方案。

你應該以尊重的態度詢問當事人他們有哪些他們覺得重要的解決方案的選擇。

例如，有人習慣性的總是開周會時遲到10分鐘，並且以他的工作太忙碌了為藉口。

如果你只是做溫和的懲戒，例如說：“請以後要準時。”，或是做尖銳的指責，說：“我們要給你一個新手錶嗎？”然而，如果你將問題連接到他會真正關心的內容，“你不會覺得你的遲到會影響同事對你的形象感覺嗎？”，然後請他提出一個解決方案：“你認為以後如何做才會讓你可以準時開會？”

Give employees critical criticism of action

Constructive criticism is effective only when employees recognize problems and know that your criticisms are useful to them, know how to improve, and can still maintain your trust.

Often leader just show a gesture of dissatisfaction, without specific improvements, and letting critics guess how to improve by themselves, or try to find out what is the right solution.

You should ask the parties in a respectful way what choices they think are important.

For example, someone habitually gets 10 minutes late for a weekly meeting, and takes his job as an excuse.
If you just do a mild reprimand, for example, say: "Please be on time in the future.", or make a sharp criticism, said: "Shall we give you a new watch?" However, if you connect to the problem he would really care about, "You don't think you will be late. How do colleagues feel your image?", and then ask him to put forward a solution: "How do you think that you can make the meeting on time?"

幫助工作落後的員工趕上進度

到處都在要求提高工作速度，工作進度的壓力愈來愈大。我們都被期待能夠用較短的時間完成更多的工作。所以，如果你的團隊成員中有人用了太長的時間來完成他的工作，你應該怎麼辦?

首先，去找出造成拖延的源頭。或許，你的員工正在忙著應付一項新工作，或是，他是完美主義者，想要樣樣工作細節都做好。

即使你可能已經想得到可能的問題癥結，但是不要胡亂猜。直接去問當事人。如果你可以帶著好奇心詢問，你們也許會可以產生活潑的腦力激蕩，得到有效的解決辦法。

告訴他，你想要關注的重點，以及希望多久可以完成。一些完美主義者就可以知道如何調整他的工作安排。如果情況得到改善，要記得對他的努力做出肯定表示。

Help backward employees catch up with schedule

All places are under high pressure and asking to improve working efficient. The more we are looking forward to in a relatively short period of time to complete more work. So, if your team members have spent a long time to finish his work, what should you do?

First, find out the source of procrastination. Maybe your employees are busy with a new job, or he's a perfectionist, and he wants to do everything in details.

Even if you want to get the crux of the problem may have been possible, but don't guess. Just go and ask parties. If you can be with curiosity, you may ask, can have a lively brainstorming, get effective solutions.
Tell him that you want to focus attention, and hope how long to complete. Some perfectionists can know how to adjust his schedule. If the situation improves, remember to make sure that in his efforts.

提升生產效率不難！5個最簡單實用的技巧

原文網址：http://www.knowledger.info/2016/03/18/6-easy-tricks-that-will-make-you-way-more-productive/

如果想要達到目標，找到最有效率的做事方式，絕對是不二法門。所以如何能夠短時間內擁有高品質的生產力，是我們事業上的重要課題。

而當提到生產效率，我們都面對一天只有24小時的挑戰。有不少人提供你建議，但看來都不太容易實現。想要更聰明地工作？讓暢銷書作家Travis Bradberry，告訴你5個最簡單、實用的技巧。

1.一件事不碰「第二次」

2.對抗「緊急的小事」

3.說「不」

4.定期查看信箱

5.避免一次做多份工作

七個重要觀念帶著公司一起衝！

原文網址：http://www.knowledger.info/2016/12/30/core-beliefs-of-great-bosses/

一間公司要能一飛沖天，領導人除了對外要有獨到的眼光，可以準確做出抉擇，更要對內公司內部的經營，花費同等的心思。如果領導人只顧著向外發展，卻忘記顧及公司內部的經營，總有一天這些公司老本都會隨著時間而慢慢消失。

究竟作為領導人，在內部經營上應該要秉持著哪些正確的觀念呢？TalentSmart 的主席 Travis Bradberry 在 Linkedin 上分享了七個領導人都應該要知道的重要觀念，幫助領導人可以帶著公司一起向前衝！

一、鼓勵員工精進自己，更上一層樓

二、每個員工都具有獨特性

三、即使是員工，也與老闆一樣重要

四、工作環境本該讓員工感到快樂

五、接受吧！多元思考才是王道

六、要能夠「激發」工作動力

七、改變必須被視為轉機

讓腦力激蕩更有效率

召集多人一起來思考一個複雜的問題，通常是得到解決方案的最好做法。但是，你應該有步驟地讓這樣的集思廣益進行的更有效率。

當你要邀請其他人來對項目作出貢獻時，尊重他們的時間以及所需要做準備的時間。邀請和要討論的問題最有關係的人。你必須思考誰最適合出席，以及他可以如何做出貢獻？你同時必須考慮到你必須做出解決問題的時間。

在某些情況下，讓腦力激蕩的對話保持開放性，是有意義的。你可以這樣說：“你如何想？你的觀點如何？”在其他情況下，你也可以做得比較簡單，將你自己的想法分享給別人，然後請人給予回饋：“我重視你的意見，而我是這樣想的。有什麼是我沒有考慮到的？我的構想是否合理？有哪些是不實際的？

Make brainstorming more efficient

Calling people together to think about a complex problem is usually the best way to get a solution. But you should step by step to make this kind of brainstorming more efficient.

When you invite other people to contribute to the project, respect their time and the time they need to prepare. Invite the most relevant person to discuss the problem. You have to think about who is most suitable to attend, and how he can contribute？You must also consider the time when you have to solve the problem.

In some cases, it's meaningful to keep the brainstorming session open. You can say, “What do you think?" What's your point of view?” In other cases, you can do it more simply, share your ideas with others, and ask people to give back: “I value your opinion, and I think so.”.“Is there anything I didn't think about? Is my idea reasonable? What is impractical?”

要領導公司未來發展，先回顧過去

有些策略專家相信每家公司都會有其獨特的DNA。這是每家公司都會有有異於其他競爭對手的獨特的策略與文化。

要引導公司發展，你需要了解這家公司的原生文化。你應該先回顧這家公司的過去。

你可以和公司的資深員工談談，了解這家公司過去發展的故事，公司是如何建立起來的？這個公司的原始創始人的願景與價值觀是什麼樣的？他們認為應該如何創造公司的價值？他們早先遇到過哪些問題？是如何解決的？

然後，把這些過去的故事和你目前看到的公司現況比較一下。現在的公司經營者看到的世界是如何的？其中有哪些是一致的？有哪些已經發生變化了？

這個作業的目的不僅是增加對這個公司的了解，而且去思考如何能夠為這個公司帶來新價值，而且能夠保有原有的價值。

To lead future company development, review past

Some strategists believe that every company has its own unique DNA. This is a unique strategy and culture that every company has, unlike other competitors.

In order to guide the development of the company, you need to understand the original culture of the company. You should review past of this company first.

You can talk to the senior staff of the company, understand the story of the company's past development, how the company is built up? What are the visions and values of the original founders of the company? How do they think the value of the company should be created? What problems have they encountered earlier? How is it solved?

Then compare these past stories with the company you're seeing. What is the world that the business operators see now? Which of them are consistent? What has changed?
The purpose of this job is not only to increase the understanding of the company, but also to think about how to bring new value to the company, and to retain the original value.

MBA沒教你的行銷學課程！品牌行銷的3個秘密

原文網址：http://www.knowledger.info/2016/12/21/3-marketing-lessons-they-dont-teach-you-in-business-school/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+knowledger%2Fexst+%28%E7%9F%A5%E8%AD%98%E5%AE%B6%29

企業管理碩士(Master of Business Administration, MBA)如今已是最受歡迎的研究生學位之一。在其提供的課程之中，可以學習到各項管理學程的知識、學習如何制定策略、分配資源以及執行計畫等。

但是你知道嗎？進入業界工作、成為領導者或是自己創業之後，你仍舊會發現很多課題是教授沒有告訴過你的！Mirasee的創辦人以及CEO，Danny Iny和分享了三個有關行銷學的秘密，這些是你不會在商學院的課程之中學到的。

1. 把觀眾放在第一位

2. 與他人的互動

3. 不要期待任何回報

冷靜下來，不要做出倉促的決定

領導主管通常驕傲于能夠快速做出決策。但是，你不會希望你的快速決策卻變成粗糙的執行行動。要避免發生這樣的狀況的一個有效作法，是在與要處理的事件和你的回應之間，留下一個迴旋空間。

即使是吸一口氣再回應，都可以有效避免你作出情緒性衝動下的非理性決定。但是，如果你一直處在壓力下，你即使可以呼口氣，也不能作出良好的決策。

因此，盡量關掉你的手機，Facebook，LINE,要求自己最多每個半小時才看一次。並且，停止你的多工工作，你如果不能專心，你無法靜心思考。你必須專注。如果你發現你分心了，

如果你發現你正在分心中，你要立刻結束掉所有多餘的工作，而能夠專注在手上的工作。

Calm down, don't make a hasty decision

Leading executives are usually proud of making decisions quickly. But you don't want your quick decision to turn into rough execution. An effective way to avoid such a situation is to leave a wiggle room between the event to be dealt with and your response.

Even taking a breath and then responding can effectively avoid irrational decisions that you make under an emotional impulse. But if you're under pressure, you can't make good decisions even if you can breathe.

So try to turn off your cell phone, Facebook, LINE, and ask yourself to watch it at most every half an hour. And, stop your multitasking, and you can't think about it if you don't focus on it. You have to be focused. If you find yourself distracted,
If you find that you are dividing your mind, you should immediately end all the unnecessary work and concentrate on the work in your hand.

爭取在會議中發言

你若是部門中的資淺者，你也許會擔心經驗不足，第一次在會議中發言會結巴。但是若沒有發言，你不會得到會議室中資深者對你的注意。而這些資深人員有力量將你帶向職場的更高層。

去發現一些足以使資深人員注意到你，以及你的潛力的事情，分享給他們。不要低估你的能力，這可能和正在被關注的事情相關 。你可以提到你正在工作中的項目，例如：“我正在和客戶討論到這類的事情。”，或是，“老張問起我這事情會如何衝擊到我們的底線，我們的團隊正在處理這事情，而我們是這樣解決的。”

但是注意不要越界，說得高傲、不知天高地厚。注意引用證據，例如：“我讀過一篇報導。”

Try to speak at the meeting

If you are a junior person in the department, you may worry about inexperience, and  will stutter in the meeting. But if you don't speak, you don't get the attention of the senior people in the meeting room. And these senior people have the power to take you to the higher level of the workplace.

Find something that's enough for the senior to notice you, and your potential, to share it with them. Don't underestimate your ability, which may be related to what is being noticed. You can refer to projects you're working on, such as: "I'm talking to clients about this kind of thing." Or, "Janson asked me how this thing would hit our bottom line, our team was dealing with it, and that's how we solved it."

But be careful not to say cross-border, arrogant. Pay attention to the evidence, for example: "I read a report."