在困難的談話之前，先考慮對方的觀點（2）

很自然的，進入一個艱難的談話，會先關切你想要得到的結果。

但是只考慮你的目標不會給你和你的對手解决衝突所必需的共同基礎。你需要很好地瞭解別人的目標和興趣是什麼。他們有一個理由，他們的行為至今（即使你不同意它），那可能是什麼？想想他們發生了什麼事。

問問你自己：他們希望達到什麼目標？這對他們來說有什麼關係？如果你不確定，問問你信任的人，他們認為對方的想法是怎樣的。

你可能會說：“我喜歡一些建議和指導。我之前和王先生沒有合作過，但我知道你有。你能幫我瞭解他怎麼會看這種情況嗎？“設身處地為他人著想，你可以利用資訊來討論討論，並提出滿足你兩方面需求的解決方案。

Before a Difficult Conversation, Consider Your Counterpart’s Perspective

Naturally, getting into a difficult conversation will focus on what you want to get.

But thinking only about your goals won’t give you and your counterpart the common ground necessary to resolve the conflict.

You need a good understanding of what other people's objectives and interests. They have a reason for their behavior so far (even if you don't agree with it), what it might be?

Ask yourself: what do they want to achieve? What does it matter to them?

If you're not sure, ask the person you trust, what they think the other person's opinion is.

You might say: "I love some advice and guidance. I have not worked with Mr. Wang, but I know you are. Can you help me understand how he can see this?" Putting yourself in the other person’s shoes will give you information you can use to navigate the discussion and propose solutions that meet both of your needs.

使用快速回饋會話與同事交流意見

如果你曾經猶豫過向同事提供關鍵的回饋，你並不孤單。即使當我們察覺到問題時，我們也常常保持沉默，以免被看作是一種干擾。你可以通過和同事建立“快速約會”回饋對話來克服這種不適。

與同事作一對一見面20 - 30分鐘。輪流提供你對對方領導能力或戰畧執行的觀察。這是你提供回饋的機會，幫助你的同事重回正軌，並聽取他們關於你如何改進自己角色的建議。

與每個同事重複這個過程，根據需要製定計畫跟進。與你的同事確認一下，並提供建設性的回饋會讓你對彼此的成功負有共同的責任。

Communicating with colleagues through fast feedback sessions

If you have hesitated to provide critical feedback to colleagues, you are not alone. Even when we are aware of problems, we often keep silent, so as not to be viewed as a distraction. You can go through and colleagues to establish a "speed dating" feedback dialogue to overcome this discomfort.

Meet your colleagues for 20-30 minutes. Take turns to provide an observation of your leadership or strategy implementation. This is an opportunity for you to give feedback, to help your colleagues get back on track and to listen to their suggestions about how you improve your role.

Repeat this process with each of your colleagues, and develop a plan and follow up to needed. Confirm with your colleagues, and provide constructive feedback that will give you a shared responsibility for each other's success.