如何與性情難測的老闆相處？

和性情難測的老闆確實難以相處，你永遠不知道他是對你友善還是會下一分鐘對你惡言相向。

無論你做什麼，盡可能不要當成私人關係來處理。你也許會說了某些會激起大風暴的話，或是你在不對的時間、不對的場合，說了不恰當的話。

在你的老闆吼叫時，仔細聽指涉的內容，而非注意他的態度。但是，你可以關注到他對那些事會比較敏感，而他的行為模式是如何的？弄清楚會讓他性情搖擺的原因是什麼，究竟是饞了苦味的蜜糖，還是受到了客戶的抱怨，還是某些情緒，弄清楚這些，可以幫助你知道如何應付老闆。

最後，要確保你保持冷靜。若是你跟著動怒，只會將形勢搞得更惡化。你不會願意在風暴之時說了一些事後後悔的話。

How to get along with an unpredictable boss?

It’s really hard to get along with an unpredictable boss, and you never knowif he’ll be nice to you or if he’s going to say bad things to you the next minute.

No matter what you do, try not to deal with it as a personal relationship. You may say something that will cause a big storm, or you say something inappropriate in the wrong time and the wrong occasion.

As your boss roars, listen carefully to what is involved, rather than pay attention to his attitude. But you can notice what he is more sensitive to, and how he behaves? Figure out what makes him swing, what is the greedy bitter honey or sugar. The customer complained, or some emotions, make clear these, can help you know how to deal with the boss.

Finally, make sure you keep calm. If you follow your anger, will only make the situation worse. You don't want to say something in the storm when later regret.

如何告訴老闆你不同意？

通常我們會遲疑對老闆表示不同意他。你可能會認為這樣做會被老闆你對他有負面認知或是你要對抗他。但是，有許多的領導者會對公司所他沒有聽到足夠的其他意見。

要表達對老闆的不同意，試試這麼做：

1. 提出他做得到的建議，而非只是反對。與其只是採用某個系統是錯誤的決定，不如說：“我們不妨和已經採用這套系統的其他用戶接觸，了解他們使用的經驗如何。你是否要我列出一個名單，并安排時間去拜訪？”
2. 提供其他幾個選擇。若是只有“你的方案”或“我的方案”，似乎就有反對的意涵。比較好的做法，是提供幾套不同的方案來顯示出你的彈性，並請老闆給予他的偏好選擇。
3. 避免使用極端選擇。例如，你的老闆厭惡有人描述他的意見是“最棒的”，或是“下一件大事”，換個方式陳述你的意見。

How do you tell the boss that you disagree?

Usually we hesitate to say no to the boss. You may think that you will be negatively perceived by your boss or you will fight against him. But many leaders will not hear enough about the company.

To express disapproval of the boss, try this.

1. Make proposal he can do, rather than against it. And pointed out that the system is a wrong decision, as saying: "We might have contact other users who used to this system, to learn how to use their experience. Would  you like me to make a list to arrange time to visit?
2.  Provide several other options. If you have "your plan" or "my plan", there seems to be a sense of opposition. A good practice is to provide several different solutions to show your flexibility and ask the boss to give him preference.
3. Avoid using extreme language. For example, your boss hates anyone describing his opinion as "the best" or "next big thing".

企業管理顧問應該鍛鍊他們所指導的意見

市場的形勢不斷在變化中，企業管理顧問很容易就會過時了。他們所指導的意見，有可能不能符合最新的市場形勢。企業管理顧問若是離開實戰狀態一段時間，就很可能會與實務脫節了。

因此，企業管理顧問們應該每隔一段時間，就重回實際的企業管理工作上，包含經營管理、領導智慧、創新發展等等領域，實際擔負起責任。他們應該在必須負責的條件下，重新檢驗他們原來所知的各種假設條件、工作經驗與邏輯推理，是否仍然有效？

聘用企業管理顧問的公司，也應該勇於以企業實務來挑戰顧問，這樣做對雙方都有益處。

Business management consultants should exercise their advice

The market is changing, and it is easy for the business management consultants to be out of date. Their opinions may not be in line with the latest market situation. A business management consultant is likely to be out of line with practice if you leave the actual state of war for some time.

Therefore, business management consultants should return to the actual business management every other time, including business management, leadership wisdom, innovation and development, and so on. They should reexamine their previously known assumptions, work experiences and logical reasoning, and are they still valid?

Companies that employ business management consultants should also dare to challenge consultants with business practices, which is beneficial to both parties.

指導年輕世代，讓公司更佳成長

許多人會認為青年人對工資有不切實際的期望，而且他們不是那麼勤奮工作。但是，如果能夠理解應該如何與他們一起工作，而且引導他們認識企業內有價值的人，讓他們樂意學習，而產生對公司的認同感，你就有機會培養出公司下一代的優秀領導者。

引導年輕員工去接觸公司內多個部門的資深員工、領導者，讓他們樂意分享與指導青年人。這些年輕員工會幫忙啟動許多有活力的活動，協助產品發展，啟動讓客戶有激情的行銷活動。他們對於新的趨勢與如何運用最新技術，充滿熱情。(多數的年輕世代完全是生活在電腦與手機的時代)

如此跨世代的互動交流，可以讓年輕員工獲得職場訓練，有助於他們的職業生涯成長；而企業與領導經理們則可以獲得有熱情參與的員工。

Guide the young generation to make the company grow better

Many people think that young people have unrealistic expectations of wages, and they are not so diligent in their work. But if you can understand how to work with them, and guide them to recognize valuable people in the company, let them learn willingly, and create a sense of company identity, you will have the opportunity to cultivate the next generation of excellent leaders.

Guide young employees to contact senior employees and leaders in many departments of the company so that they are willing to share and guide young people. These young employees will help start a lot of active activities, assist in the development of the product, and start the marketing activities that make the customers passionate. They are enthusiastic about new trends and how to use the latest technology. (most of the young generations are in the age of computers and mobile phones)

Such cross generation interaction can enable young employees to get job training and help them grow their careers, while business leaders and managers can get enthusiastic employees.

根據學習者形態，調整你的教練模式

有效的教練方式，要滿足學員的形態。如果你要教導你的員工去發展他們的技能或是改進他們的工作成效，先了解他們要如何才能學得最好，從而調整你的教練方式。

有些人習慣有立即操作的學習方式，那麼就讓他們可以很快而且密集的實習，設定好每次實習應該達到的學習目標。有些人則偏好先將學習資料留下來，再私下自己複習與深入思考，那麼你就應該提供給他們可以保存的教材，并指導他們如何思考、分析。

教練的行動通常就是這兩種的組合。對於有些學員比較喜歡動態的學習，就應該與他保持好的互動聯繫，並且鼓勵他應用學習心得在工作上做實踐。對於一些比較被動的學習者，則需要你主動關注他的學習進度，並且給他一些寬裕的時間來複習。

如果你能夠針對學員的形態來調整自己的教練模式。就有機會激勵學員的學習動機。最後，他們將能夠更有效、更快速的進步。

Adjust your coach pattern according to the learner's form

The effective way of coaching is to meet the students' form. If you want to teach your staff to develop their skills or improve their work effectiveness, we first know how they can learn best, so as to adjust your way of coaching.

Some people are used to learning immediately, so that they can practice quickly and intensively, and set the goals that each practice should achieve. Some people prefer to leave their learning materials first, then review and think deeply in private, so you should provide them with materials that can be saved, and guide them to think and analyze.

The coach's action is usually the combination of the two. For some students who prefer dynamic learning, they should be able to maintain a good interaction with him and encourage him to practice in his work. For some of the more passive learners, you need to take the initiative to pay attention to the progress of his study and give him some time to review.

If you can adjust your coaching mode to the students' form. There is a chance to motivate students to learn. Finally, they will be able to make progress more effective and quickly.

不將辦公室的閒言閒語分享給新同事

如果你的新同事聽到辦公室的一些齷蹉事，他的耳朵大概要長繭了。你也許認為自己是好意,不讓他踩到辦公室中的地雷。但是散播辦公室政治中的閒言閒語，是不受鼓勵的。如此做，可能會讓人覺得你有偏見，而且會誤導新同事。

當然，你可以幫助他去適應新的工作，但是在你說些什麼之前，弄清楚自己的動機。你是想讓他的生活容易一些呢？還是想要拉他加入你的陣營？

即使你的動機良善，也要選擇適當而可以分享的消息。你不會知道他的嘴巴會去說給誰聽，暴露出你的言行，損害到你的聲譽。

遵守一個準則，只分享你自己也感覺聽來舒服的消息，是大家都知道的消息。

Don’t share office gossip with new colleagues

If your new colleague heard some dirty negotiations in the office, his ears will probably grow cocoons. You may think you are well intentioned, not let him step to the office in the mines. But spreading gossip in office politics is not encouraged. by doing so, you may make people feel you have biased, and misleading new colleagues.

Of course, you can help him adjust the new job, but before you say something, find out your motives. Do you want to make his life easier? Or do you want to pull him into your camp?

Even if your motives are good, choose the right news that you can share. You will never know who his mouth will speak to, expose your words and actions, and damage your reputation.

Follow a rule, and only share the news that you feel comfortable with yourself, and it's the news that everyone knows.