在組織中，每個人都會有平日交往友好的同事，彼此平時可以口無遮攔的聊天、八卦、開玩笑、抱怨、取笑。但是，一旦組織上必須從幾名同事中拔擢一人為領導，這樣的關係就改變為上級與下屬的關係了，這些行為就必須有所節制了。原先的同級現在負責確定方向、下達任務、頒佈期限、評估業績以及決定獎酬等等事項了。是的，他還可以做朋友，但是要點到為止了。有必要保持一定的距離，以便新上任的上級能夠做出以前的同級可能不會同意的回饋和決定，為了做到這一點，這位新上級必須重新塑造和團隊中每位成員間的關係，如果有人不能接受的話，那只好另謀高就了。
這時，這位新領導，必須採取快速重組（rapid restructuring），以及隨之而來的快速重塑（rapid
re-contracting）。
重塑，指的是重新調整彼此的關係，大家還是可以維持朋友關係，但是點到為止。
更關鍵的是，重組，也就是在工作關係上，調整彼此的任務分配。基於你對這些過去朋友的認識，你知道他的能力與優點、缺點，更重要的是你們之前的互信關係。你可以調整他的新工作職位，提出你對他的期望，以及希望他改善的要點，並讓他相信只要他達到你的期望，他可以獲得的回饋與報酬。
雖然在工作關係上，應該避免搞小圈圈，但是讓人感覺你用人有一定的道義，也有強化你的領導威望與實力基礎的作用。
這種關係重組，在一群合夥人中，其中一人成為董事長或總經理，其他合夥人成為部門高階主管時，採取快速重組與快速重塑，特別能夠發揮作用。
運用得好，之前的合夥與朋友關係，能夠在新發展中成為默契良好的強大團隊力量，否則，將面臨只剩下你一人孤軍奮戰的困局。
你的態度與時機點的掌握，是關鍵。
How to deal with the embarrassing situation that colleagues become subordinates?
In an organization, everyone will have friendly colleagues who can talk, gossip, joke, complain and make fun of each other. However, once the organization has to pull one leader from several colleagues, the relationship will change to the relationship between superiors and subordinates, and these behaviors must be restrained. The former peers are now responsible for setting direction, assigning tasks, issuing deadlines, evaluating performance and determining rewards, etc. Yes, he can be a friend, but that's the point. It is necessary to keep a certain distance so that the new supervisor can make feedback and decisions that his former peers may not agree with. In order to do this, the new supervisor must reshape the relationship with each member of the team. If someone can't accept it, he has to look for a better position.
At this point, the new leader must adopt rapid restructuring and the resulting rapid re-contracting.
Reshaping refers to readjusting each other's relationship. We can still maintain our friendship, but we can't stop there.
More importantly, restructuring is to adjust the assignment of tasks to each other in terms of working relationships. Based on your knowledge of these past friends, you know their abilities, strengths and weaknesses, and more importantly, their mutual trust. You can adjust his new job position, raise your expectations for him, and hope that he will improve, and convince him that as long as he meets your expectations, he will be rewarded and rewarded.
Although you should avoid making small circles in your work relationship, it makes people feel that you have a certain sense of morality in employing people, and it also strengthens your leadership prestige and strength base.
This kind of relationship reorganization, in a group of partners, one of them becomes the chairman or general manager, while the other partners become senior Department managers, take rapid reorganization and rapid remodeling, especially to play a role.
With good use, previous partnerships and friends can become a strong team force with good tacit understanding in the new development. Otherwise, you will face the dilemma of fighting alone.
Your attitude and timing are the key.
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