人生最大的敵人不是別人，而是時間

原來網址：http://www.knowledger.info/2016/09/29/its-not-about-enemy-its-about-your-time/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+knowledger%2Fexst+%28%E7%9F%A5%E8%AD%98%E5%AE%B6%29

從小我們就受到各種同儕壓力，競爭心強一點的人，就會不想輸給其他人，出社會以後，我們接受來自各方的挑戰，我們所受到的壓力，可能來自競爭對手、來自同事、來自部門的其他人。

但我們可能誤會了，我們最大的敵人通常不是別人，而是時間。對於年紀相同的兩個人，為何別人可以比你優秀？原因在於他在同樣的時間內，把時間運用的更好，讓自己能力變得更強、更優秀。

人與人之間的差距是在不知不覺中拉開的，可能是在你睡覺的時候、出去玩的時候、半夜的時候，甚至是你上廁所的時候，人跟人之間的差距就這樣慢慢拉開了。

換句話說，我們最大的敵人，並非別人，而是時間，關鍵在於能否好好地運用時間，而不是將它蹉跎了。

時間總是在不知不覺中溜走的，也因為如此，當我們感嘆為什麼別人薪水比我們高、能力比我們強的時候，你該問問的是自己，為什麼過去沒更能有效地利用時間。

下班的時間、通勤的時間、睡前的時間….這些時間你都拿來做什麼？很大的程度上，你怎麼運用上班以外的時間，將會決定你能達到人生多高的高度。

當我們在上班時，別人也在上班，換句話說，決定人與人之間差距的關鍵並非上班的時間，而是下班的時間，你怎麼利用你的下班時間，是造就你與其他人不同最大的關鍵因素。

別再把其他人當敵人了，人生最大的敵人是自己跟時間，我們能否好好善用時間，才是決定我們能夠成為什麼樣的人最大的關鍵。

儘量不要給壓力大的老闆壓力

在壓力下，沒有人是最好的自我——當你和一個讓你緊張的老闆打交道時，記住這一點。當你的老闆感到壓力時，他們更可能表現出他們最糟糕的品質。

所以不要讓自己成為壓力源而使事情變得更糟。如果你惹惱了你的老闆，或者你所做的工作是不可接受的，你可以期望他們個性中最壞的一面出現，這會給你帶來壓力。

盡你所能讓你老闆的工作更輕鬆。不管他們的工作和行為如何，老闆們都傾向於鼓勵那些有回報的員工。所以，盡你所能對你的老闆起到安撫作用。它會降低每個人的壓力水准。

Try not to put pressure on a stressed boss

Under pressure, no one can perform his best. Remember this when you are dealing with a nervous boss. When your boss feels stressed, they are more likely to show their worst quality.

So don't let yourself become a stressor and make things worse. If you annoy your boss or your work is unacceptable, you can expect the worst side of their personality to happen, which will bring pressure to you.

Do everything you can to make your boss's work easier. No matter what their work or behavior is, they tend to encourage employees who are rewarded. So do your best to comfort your boss. It will reduce everyone's stress level.

當你要求別人改變時，不要說“改變很難”

當一項變革舉措遇到障礙時，領導人經常提醒人們“變革是困難的”，但這條古老的觀點可以成為一個自我實現的預言。短暫的挫折或延誤可以被看作是煤礦裏的金絲雀”canary in the coal mine”，預示危險將至，突然間，雇員們將集體逃跑。

相反，嘗試翻轉腳本。通過提醒他們提高一點點的努力來改變參與者的心態。結果呢？加者更快地識別變化的優點比缺點。

與其接受那些主動的成功，不如提醒自己和你的團隊，你在整個一生中都在學習新技能和適應新環境。每當你覺得要說“改變是困難的”的衝動時，提出一個不同的要求，一個準確無誤的說法：適應是人類存在的規則，而不是例外。

When you ask people to change, don't say "change is difficult"

When a change initiative encounter obstacles, leaders often remind people that “change is difficult”, but this old idea can become a self-fulfilling prophecy. A temporary setback or delay can be viewed as "a canary in the coal mine canary in the coal mine ", that danger would come suddenly and employees would free collectively.

Instead, try to flip the script. By reminding them to increase efforts a little bit to change the mindset of the participants. The result is that the users can identify the advantages and disadvantages of the changes faster.

Rather than accept those who take the initiative to success, try reminding yourself and your team, you in whole life are learning new skills and new regulation environment. Whenever you feel the need to say "change is difficult" impulse, put forward a different request, an accurate statement: regulation of human existence the rule rather than the exception.

如果你在面试中搞砸了，就改正你的错误

面試壓力很大。即使你已經做了大量的準備工作並練習了你的答案，壓力可能會使你說錯話，不完整地回答問題，或者漏掉一條關鍵的資訊。當然，你不能要求改正，但是你可以試著改正你的錯誤。

如果你還在面試中，你可能會禮貌地說：“我剛剛意識到我沒有提到……”或者“我不認為我完全回答了你的問題”。我想添加…“如果你認識到你的錯誤或遺漏，經過面試已經結束了，你可以發送一封感謝郵件，說，“我想添加到[或澄清或修改]我說..“

這樣你不用晚上睡不著覺，擔心你的失策。你可以知道你已經盡了最大的努力，現在由招聘經理來決定。

If you mess up in the interview, correct your mistakes

Interview is stressful.  Even if you’ve done a lot of work and practiced your answers, the pressure may make you say the wrong thing, don't answer the questions completely, or missing a key information. Of course, you can't ask for corrections, but you can try to correct your mistakes.

If you're still in an interview, you may be politely say, "I just realized I didn't mention it." Or, "I don't think I fully answer your question." I want to add... "

If you recognize your mistake or omission, after the interview is over, you can send a thank-you note and say," I want to add to [or clarify or modify].

So you don't have to sleep at night and worry about your mistake. You can know that you have done your best, and now it is up to the hiring manager to decide.

傾聽員工的意見來建立人際關係

很多時候，經理領導們的行為就像是在辦公室假日聚會和其他社交活動中建立的關係，實際上被工作阻礙了。

如果你和你的員工建立聯繫的唯一方法是閒聊，你要嘛花費寶貴的時間不工作，要嘛把你的行事曆排得過多，承擔過多的社會責任。

不要依賴於長時間的午餐或快樂的時光飲料。不如與員工建立起良好的關係，確保他們知道你有關切到他們，知道他們在想什麼。徵求他們的回饋。讓傾聽成為現實。

讓人們知道你聽到了他們。這不僅對向對你直接報告的人很重要，對每位為他們工作的人也也很重要。因為它創造了一種自我强化的傾聽文化。

Listen to employees' opinions to build relationships

Most of the time, managers' actions are like the relationships established in office holiday parties and other social activities that are actually blocked by work.

If the only way to establish contacts with your employees is chatting, you need to spend a lot of time without work, or too much of your calendar, to shoulder too much social responsibility.

Don't rely on long time lunches or happy time drinks. It's better to establish good relationships with employees, make sure they know what you are thinking about what they are thinking about, and ask for their feedback. Let's listen to reality.

Let people know that you have heard them. This is important not only for people who report directly to you, but also for everyone who works for them, because it creates a self reinforcing listening culture.