不要為你的團隊解决問題

如果你的團隊不斷地向你提出問題，而不是自己解决問題，你就不會做經理主管的工作了。

所以，只有讓問題逐步陞級到足以讓你深思熟慮。當你不該去的時候，一定要問自己幾個問題。例如，不要問“我們如何解决這個問題？”“直到你停下來考慮”誰應該負責這個問題？“平衡解决問題的必要性，考慮你的行為將如何影響未來行為。

在你幫助團隊的願望中，你可能想做的比你應該做的多。如果其他人正在努力解决他們應該負責的問題，總是問“我能做什麼呢？”“為你自己找到最低程度的主動性，同時要求你的團隊成員按照他們的能力行事。

Don't solve problems for your team

If your team keeps asking you questions instead of solving problems by themselves, you are not working as a the manager.

So, only let the problem gradually upgrade to allow you to deliberate. When you shouldn't go, must ask yourself a few questions. For example, don't ask "How can we solve this problem?" Until you stop and think:“Who should be responsible for this problem?”You need to balance the solution to the problem, consider your actions will affect future behavior.

In your desire to help the team, you may want to do more than what you should do. If other people are trying to solve the problems which they should be responsible, always ask "What can I do?" Find the minimum level of initiative for yourself, and ask your team members to act according to their abilities.

通過向團隊展示是什麼激勵了你，來激勵你的團隊

作為一名經理主管，你最關心的問題是如何激勵員工盡力工作。但是你認為每天上班有什麼讓你興奮的事情呢？

花點時間看看你對工作的感覺。什麼時候你為領導你的團隊感到自豪？你喜歡什麼樣的角色？你如何提高你對職位的熱情？

你的員工注意到你是否和你的工作有真正的聯系，所以如果你的精力在衰退，他們也會。重新和你熱愛的工作聯系起來，然後自由地分享你積極的態度。對工作的投入和熱情是激勵員工的最好方法之一。

Motive your team by showing them what motives you

As a manager, your most concerned question is how to motivate employees to do their best. But what do you think is exciting to you every day at work?

Take a moment to see how you feel about your work. When are you proud of your team? What kind of role do you like? How do you improve your enthusiasm for the position?

Your employees pay attention to you if there is a real connection with your work, so if your energy is in a recession, they will decline, too. And you love working together, and then free to share your positive attitude. The commitment and enthusiasm is one of the best way to motivate employees.

以調解人而非老闆角色，解决員工之間的衝突

你有兩個團隊成員發生衝突了，現在他們想讓你解决它。你最好的辦法是什麼？你的本能可能是通過做出行政决定立即解决這個問題，但如果你作為調解人介入，你的團隊將受益更多。

讓你的同事和你一起進行調解。解釋你希望每個人一起努力找出解決辦法。並設定一個基本原則：他們應該集中精力達成協議，而不是相互說服，認為他們中的一個是正確的。

採取這種調停方法將使你的同事能够自己解决衝突，使他們不再依賴你來解决未來的問題，使他們更有可能在解決方案上貫徹到底。在大多數工作場所的爭論中，從長遠來看，口述解決方案不如向員工展示如何表達他們的關注。

Solving the conflict between employees with the role of mediator rather than the boss

You have two team members in conflict, now they want you to solve it. What's your best way? Your instinct may be to solve this problem immediately by making administrative decisions, but if you intervene as a mediator, your team will benefit more.

Let your colleagues coordinate with you. Explain that you want everyone to work together to find solutions. And set a basic rule: they should concentrate on reaching agreement, rather than convince each other, that one of them is right.

Take this mediation method will make your colleagues can solve the conflict of their own, so that they no longer rely on you to solve the problem in the future, so that they are more likely to persist in solution. In most workplace disputes, in the long run, the oral solution is better to show how employees express their concern.

通過分享資訊向員工展示你信任他們

如果你想讓員工表現得最好，他們必須知道你信任他們。一種表示的方式是公開低與他們分享資訊。

當然，與員工誠實交流並不總是容易的。有些經理主管不願透露資訊，以免過早洩密、事後猜測或意見分歧。但是，即使在困難的情况下，保持透明也能表示信任你的員工。

例如，如果你是一個管理者，在不斷縮減的預算中做出薪酬决定，你可能會不願意解釋你害怕得罪人的理由。但如果你提供一個詳細的描述了預算約束和優點提出的標準將被應用，則可以預先消除對偏見的懷疑，并證明您信任員工敏感資訊。

Show employees you trust them by sharing information

If you want employees to perform best, they must know that you trust them. One way to express it is to share information with them publicly.

Of course, it’s not always easy to communicate with employees. Some managers are reluctant to disclose information in order to avoid premature leaks, hindsight or disagreement. However, even in difficult situations, maintaining transparency is also a way to express trust in your employees.

For example, if you are a manager, make compensation decisions in a shrinking budget, you may not want to explain your reasons for fear of offending people. But if you provide a detailed description of the budget constraints and advantages of proposed standards will be used, you can pre eliminate prejudice against the suspect and that you trust the employees of sensitive information.

如何成為有效的新領導主管？

在你職場生涯中，讓你最興奮而急切要發生的變化，可能是你即將從基層的員工被拔擢升級為經理主管了。在這個職位抬頭切換的時刻，你在想什麼，你說了什麼，以及你如何上台現身，都會對你將要領導的一群人有直接的印象與影響。所以，作為一名新任經理，你要如何表現看起來就像是名領導的正面形象呢？

建立價值導向的目標

一個真實而連貫的表現是發自于內心的。你如何定義自己的角色與價值，會被你的員工感知到。作為一名新領導，花一些時間考慮你希望扮演的角色，設定一個對你有激勵的目標，來作為你未來工作的指南針。例如，你可以說：“我的目標是成為專業的領導，以真誠、體貼的智慧去激勵其他人邁向卓越。”

雖然許多人在職業生涯中，遲早有升級的機會，但是很少人自覺必須做出行為與價值觀的調整。他們必須認知必須分配時間給其他人，必須做計劃，以及提供教練指導，這些是領導主管的工作與責任。更重要的，他們必須看待這樣“以他人為導向的工作”攸關他們自己未來的成功。

提高你的情商和情境察覺力

隨著新的工作將更多仰賴他人來完成，你必須認識其他人被激勵和被影響的模式。在進入會議室或做重要的互動對話前，問自己：

• 他是誰？聽眾是誰？
• 他們對這個主題可能會有什麼樣的觀點？
• 如何做最能夠激勵或影響他們？
• 目前的狀況如何？
• 最佳的結果與回應會是怎樣的？

這些問題提醒我們，領導方式不會是一體通的。有效的領導包含必須真誠、自然，而有清晰方向的指南針，核心價值與具有說服力。另外一方面，它同時必須具有包容力、能夠適應他人，展現出你可以與不同形態的人以各種方式溝通。

要清楚直接，保持尊重

由於你的新角色會增加你和許多不同風格的人之間的互動，有效的領導力包含熟練建立起清楚直接，并保持尊重的溝通方式。領導是動態的，要能夠以真誠而開放的態度傳遞我們的觀點，進行雙向的對話，讓其他人能夠和我們建立起共識，達成有共同目標與最佳的結果。

• 知道自己在想什麼。如果你是善於傾聽，但是拙于表達出自己想法的人，在開重要的會議或是與人互動前，趕快記下幾點你的想法主張。
• 多問、多聽、多認識。相對的，如果你天生就是很有主張，就要多一些耐心，以便可以多聽到別人說了些什麼。以多問顯示你在認真聽，并弄清楚你聽到了是否正確？然後想想你要如何進行下去？
• 分享“為什麼”。作為領導主管，與人以分享“為什麼”來讓人知道你的看法、優先選擇、期待、回饋意見，或是要求，是很關鍵的。相對的，多分享你的信息的更有力量。將它組織的有專業性。

當面臨到改變、壓力或困難時，穩定地領導

我們多數的人在順風的時候，例如生意順利或過很好的一天的時候，我們都能夠做好領導。但是，我們也要問自己：“當我有壓力、疲倦、有工作期限，或有人給我壞消息的時候，我會如何處理？”

認知當你生氣、缺乏耐心、沒有誠意的時候，會給你的團隊以及你所接觸的人帶來不好的衝擊。很簡單，在任何群體中，領導主管都會有力量不顧別人的情緒。主管如何管理自己的情緒會影響到別人的情緒。這就不是個人的事情，這也會影響到你公司的生意。

當你建立起穩定的領導，就可以讓你的團隊成員感覺安心的告訴你一些消息，包含壞消息。所以，你可以協助排除障礙，重新設定優先次序，或是將團隊拉回正軌。

當你建立了穩定的領導的時候，也要確保為自己設定正確的優先次序，在你成為新領導者，要承擔更大的角色是，你也要有策略可以照顧到自己的工作負擔。

成為新領導主管，是你職業生涯者重要的一個過程。想想你上任的時候要如何思考、如何說、以及如何展現自己，如何說你的希望與企圖。

設定好一個價值導向的領導目標，提高你的情商以及情境自覺力，對人坦率與尊重，並且建立起可以讓你穩定領導的策略。你愈是謙虛，愈能夠降低所將要面對的壓力衝擊。

How to become an effective new leader?

Perhaps the most exciting and urgent change in your career is that you are about to be upgraded from a grass-roots employee to a manager. What you think, what you say, and how you appear on the stage at the moment of this job change will have a direct impression and influence on the group of people you will lead. So, as a new manager, how do you look like a leader?

Establishing Value-Oriented Goals

A true and coherent expression comes from the heart. How you define your role and value will be perceived by your employees. As a new leader, take some time to think about the role you want to play and set a goal that motivates you as a compass for your future work. For example, you can say, "My goal is to be a professional leader, inspiring others to excel with sincere and thoughtful wisdom."

Although many people have opportunities for promotion in their careers sooner or later, few of them have to consciously adjust their behavior and values. They must recognize the need to allocate time to others, to plan, and to provide coaching guidance, which is the job and responsibility of the leader. More importantly, they must see that such "other-oriented work" is critical to their own future success.

Improve your EQ and situational awareness

As the new job will depend more on others to do it, you have to understand how others are motivated and influenced. Before entering a conference room or engaging in an important interactive dialogue, ask yourself:

• Who is he? Who is the audience?
• What are their views on this topic?
• How to motivate or influence them best?
• What is the current situation?
• What is the best result and response?

These questions remind us that leadership will not be integrated. Effective leadership includes a compass with clear direction, core values and persuasion that must be sincere and natural. On the other hand, it must also be inclusive and adaptable to others, showing that you can communicate with different forms of people in various ways.

Be clear, direct and respectful

• Know what you are thinking. If you are a good listener, but a poor voice, write down a few ideas before an important meeting or interaction.
• Ask more questions, listen more and know more. In contrast, if you are naturally assertive, be more patient so that you can hear what others are saying. Ask more questions to show that you are listening carefully and make sure you hear correctly. Then think about how you want to proceed?
• Share "Why". As a leader, it's critical to share "why" with others to let people know your views, preferences, expectations, feedback, or requirements. In contrast, sharing more of your information is more powerful. Organize it professionally.

Lead steadily when faced with change, pressure or difficulty

Most of us are able to lead well when things are going well, such as when business is going well or when we have a good day. But we also have to ask ourselves, "What do I do when I'm stressed, tired, have a deadline, or someone gives me bad news?"

Recognize that when you are angry, impatient and insincere, it will have a negative impact on your team and the people you meet. Simply, in any group, a leader has the power to ignore other people's emotions. How managers manage their own emotions can affect others'emotions. This is not a personal matter, it will also affect your company's business.

When you establish a stable leadership, you can reassure your team members to tell you some news, including bad news. So you can help remove obstacles, re-prioritize, or get the team back on track.

When a leader can shape a good environment or culture, including psychological safety and responsible attitude, let the team to achieve the best learning and performance.

To build such a stable leadership, you need to set your own priorities and then manage your work pressure strategically. In this way, you can play a bigger role and shoulder the responsibility of the new leader.

Being a new leader is an important step in your career. Think about how you think and say when you take office. And how to get on stage. Set good value-oriented goals, enhance your EQ and situational awareness, clear and direct and respectful communication, and establish stable leadership. Don't underestimate your influence on others.

Summary: If leadership is good, leadership is the noblest profession. No other profession can provide many ways to help others learn and grow, take responsibility, gain recognition of achievements, and contribute to team success.

在你領導時，別忘了做管理

所謂的領導和管理的差異，經常是容易混淆與爭論不休的。通常，所謂的領導通常是比較有魅力的的工作，領導者作指導方向、發揮影響力、並激勵其他人，而管理者通常被視為僅是執行概念並且將事情辦妥而已。

但是如果領導者只關切在大願景上，而弄不清楚如何讓他人將這些大概念確實推動進行，則會讓自己與組織或團隊之間發生脫節。你應該避免成為只會畫大餅的領導者。

你應該在做決策與制定策略時，考慮到現實世界的資源、成本與時間局限。

用嘴巴要求別人去實現你的概念是比較容易的，但是你也應該自己卷起袖子，並且去瞭解如何才能讓你的點子確實能夠實現。

When you lead, don't forget to management

Differences between leadership and management are often confusing and controversial. Usually, the so-called leadership is usually more attractive work for leader direction, exert influence and inspire others, managers are generally regarded as the only executive concept and will do the job.

But if the leaders only concern in the vision, and did not know how to make these concepts really push others, will occur between yourself and disjointed team or organization. You should avoid becoming a leader will only draw cake.

You should take into account the resources, costs, and time limitations of the real world when you make decisions and make strategies.

It's easier to ask others to fulfill your concept with your mouth, but you should also roll up your sleeves and know how to make your ideas really possible.

在做出决定之前，先看看你所有的選擇

我們每天做成千上萬個决定，有些簡單，有些涉及更多。為了提高你做出“正確”選擇的機會，試著把你所有的選擇我一起看你所有的選擇，而不是一次一個地評估它們。

例如，如果你在决定面試哪個職位，最好把所有申請者的簡歷放在一張桌子上，評估並比較他們，然後决定面試誰，而不是看一個候選人的簡歷，形成一個觀點，然後再評估下一個。像這樣一起查看選項會使你更有可能選擇客觀最好的選項。有了眼前所有的資訊，你就可以更徹底地比較這些選項了。

Before you make a decision, look at all your options

We make thousands of decisions every day, some simple, some more involved. In order to improve your chances of making the right choice, try to see all your options with all your choices, instead of evaluating them one by one.

For example, if you deciding which position to interview, it is best to all applicants resume on the table, to evaluate and compare them, then decided to interview who, instead of watching a candidate's resume, the formation of a point, and then evaluate the next. Like this will make you more viewing options the objective may choose the best option. We have all the information before you can thoroughly compare these options.

現在是時候淘汰那個過時的項目了

你很難放棄你已經投入時間和精力的項目或目標。但是，重要的是把這些情緒放在一邊，評判每一個倡議的優點，並扼殺那些可能阻礙你或你的公司的項目。

簡單地說：如果你現在所做的價值低於你所能做的，那麼改變方向。不要等到每個人都同意放棄這個項目是沒有壞處的。考慮到其他選擇和備選方案，使該倡議其價值。

做一些能帶來100,000元的價值似乎是值得做的事情。但如果讓你太忙碌于舊的項目，努力節省一毛錢，以致于你不能把資源投入在新項目，你就不能獲得新增100,000元的價值。

It's time to phase out of the outdated project

It's hard for you to give up projects or goals that you have invested in your time and energy. But what's important is to put aside these emotions, judge the merits of every initiative and kill those projects that may hinder you or your company.

Simply speaking, if you are doing less than what you can do now, change direction. It's no harm to wait until everyone agrees to give up the project. Considering other options and alternatives, make the initiative worth.

Doing something that can bring $100,000 dollars value seems to be worth doing. But if you are too busy with old projects, and strive to save $10 dollars, so that you can't invest resources in new projects, you will not get the value of $100,000 dollars.

利用盆栽植物和自然光營造更健康的工作場所

在上班工作時，你是否曾經閉上眼睛，想像自己躺在沙灘上，或漫步在森林小徑上，你可能在做什麼呢？

我們知道，暴露在綠地中可以減輕壓力，增進健康。綠色的辦公環境可以使員工的生產力提高。

幸運的是，在你的一天裏有一些簡單的方法來融入大自然：在戶外舉行步行會議。利用戶外空間進行午餐休息。打開百葉窗讓自然光進來。把你最喜歡的自然景色的照片帶到你的隔間，或者在耳機上聽周圍的聲音。

如果你在辦公室裝飾方面有發言權的話，建議掛自然攝影或盆栽盆栽。在一個更自然的工作環境中，這些小小的投資在可以增進快樂、放鬆、甚至與同事之間有更緊密的聯系。

Use potted plants and natural light to create healthier workplaces

Do you ever close your eyes at work, imagine yourself lying on the beach, or walking on the forest path, what are you likely to do?

We know that exposure to green space can reduce stress and improve health. A green office environment can improve the productivity of employees.

Fortunately, in the day you are some simple ways to walk into the nature: hold the meeting outside. For lunch break with outdoor space. Open the shutter to allow natural light to come in. You love the most natural scenery photos to your cubicle, or listen to the sound around the ear machine.

If you have the right to speak in office decoration, we recommend natural photography or potted potted plants. In a more natural working environment, these small investments can enhance happiness, relax, and even have closer ties with colleagues.

在辦公室和員工講笑話會引發壞行為

工作場所里充滿笑聲通常會被視為是好事。好的幽默可以讓人們感覺好，或是讓工作時間過得比較快，它確實對提振士氣有些幫助。員工一起歡笑可以讓人更有創意，更能協作，提高生產力與獲利。因此，層峰領導者和員工一起很自然的說笑話可以支持員工的創造力，激勵員工為公司賺錢，他們也可以更快地獲得職位升等的機會。

領導主管可以為辦公場所的氛圍定調。員工會觀察并解讀老闆的行為或是說了什麼，然後配合著調整他們的行為。這是為何領導主管們必須很注意在辦公室里說笑話是對的，還是錯的？

對於領導主管在辦公室內說笑話，固然有輕鬆辦公室緊張氛圍的作用，但是員工對老闆的行為，不見得是完全認同的：

1. 這是違反辦公室規範的。換句話說，這不符合辦公行事的規則。
2. 這是溫和善良的行為，不具直接的威脅性，但是可能會踩在紅線邊緣，還是要謹慎。
3. 如果非同時發生，例如東說一句、西說一句，則可能一點都不有趣。

由於老闆說笑話的行為與內容，並沒有清楚的辦公室規範，但是每位員工就會有不同的解讀，可能會以為在辦公室裡可以任意說三道四，例如拿公司財務績效當笑話來胡說，或是可以言語輕薄，可以飲酒作樂，乃至於無視老闆威嚴，甚至輕易洩露公司機密。

員工會忽略掉那些行為或語言是“可被接受的”。

老闆在辦公室是否適合說笑話？沒有一個具體的行為規範。但是老闆要認知自己的角色，他的一言一行，會對員工產生影響。他必須認知說話的時機、內容，與對誰說。他要清楚認識他的員工的特質，例如性別、在公司的資深程度、員工們之間的人際關係。

所有的笑話都起於一個認知：“這只是一個笑話”，但是從老闆說出口，就可能會發生難以控制的長遠影響。

Telling jokes at the office and staff can cause bad behavior

Laughter is usually seen as a good thing in a workplace. Good humor can make people feel good, or let work time go faster. It does help to boost morale. Laughing together can make people more creative, more cooperative, improve productivity and profitability. As a result, it is a natural joke with employees that can support employees' creativity, motivate employees to make money for the company, and they can also get opportunities for job promotion faster.

As the office supervisor can set the tone for the atmosphere. Employees will observe and interpret the boss's actions or what they say, then cooperate to adjust their behavior. That's why leaders must pay attention to whether it is right or wrong to tell jokes in the office.

The role of a leader in telling jokes in the office has a relaxed atmosphere in the office, but the employee's behavior to the boss is not fully recognized.

1. This is a violation of the office norm. In other words, it doesn't conform to the rules of office operation.
2. This is a gentle and kind behavior, not a direct threat, but may step on the edge of the red line, or be cautious.
3. If it doesn't happen at the same time, for example, say something in the east or say something in the west, it may not be interesting at all.

Because of the boss's jokes' behavior and content, there is no clear office specification, but each employee will have different interpretations. It may be thought to be arbitrary in the office, for example, with a company's financial performance as a joke, or a light, drinking, or even disregard of the boss. Majestic, and even easily leaked company secrets.

Employees will ignore those behaviors or languages that are "acceptable".

Is the boss fit to tell jokes in the office? There is no specific code of conduct. But if a boss wants to recognize his role, his words and actions will have an impact on employees. He must know the time and content of speaking, and speak to whom. He should have a clear understanding of his employees' characteristics, such as gender, company's senior degree and interpersonal relationship.

All jokes are based on one cognition: "this is just a joke", but speaking from the boss, it will be difficult to control the long-term impact.