年輕領導獲得尊重的10個方法（上）

The makeup of leadership teams in the workplace is rapidly changing. One study found that about 10,000 baby boomer employees are retiring every day, and that by 2020 millennials will comprise about 50% of the workforce in the United States.

職場中的領導團隊結構正在快速地發生變化。有一項研究發現，每天大約有1萬名嬰兒潮時代出生的員工正在退出職場，並且估計到2020年，美國勞動力組成將會有大約50%是由千禧一代佔領的。

Because of these trends, young leaders are being asked to take on significant leadership roles. This can present challenges both for the managers and for those who are being managed. This article provides readers with 10 ways to gain respect as a young leader; respect that should also help those being managed.

正由於這些趨勢，年輕領導者正被賦予着重要的領導角色。這樣會衍生出管理者以及那些被管理的員工所面臨的挑戰。本文爲讀者提供10個方法，幫助年輕領導者獲得尊重，因爲尊重也應該幫助那些受他人管理的人們。

1. Prove Your Value As Soon As Possible

1. 儘快證明自己的價值

According to an article in the Harvard Business Review, young leaders are faced with a number of unique challenges related to the way colleagues perceive them in the workplace. A primary concern is that young leaders lack the necessary experience or knowledge to be Successful.

根據《哈佛商業評論》雜誌當中的一篇文章，年輕領導者們正在面臨着許許多多獨特的挑戰，這些挑戰與職場同事對他們的看法相關。有一個最主要的憂慮便是，年輕的領導者缺乏制勝必須的經驗或知識。

To overcome this perception, young leaders should create a goal for themselves early on, and should share this goal with the team. They should then make sure to actually hit the goal. Doing this early in a young leader’s tenure can demonstrate to the team that they are capable of performing as expected.

爲了克服這種成見，年輕的領導者們應該在早期爲自己設定目標，並且與團隊的成員分享這個目標。然後他們要確保自己真的實現這個目標。在當上領導的早期做這件事情，能夠向團隊展示出他們具備符合他人預期的能力。

2. Genuinely Care About The Wellbeing Of Your Team

2. 真摯地關心團隊的幸福

It becomes considerably easier to earn people’s respect when they believe that their manager cares about their wellbeing. Caring about an individual’s wellbeing does not mean that you should be a pushover, or that you should accommodate every personal request a team member makes.

如果員工們認爲自己的領導能夠真正地關注團隊成員的福利，那麼領導們獲得團隊的尊重就會變得相當簡單了。關注一個人的幸福並不意味着你要被別人控制住，或者滿足每一個人的要求。

Instead, you should show that you care about your team’s success, both individually and collectively. You should make time to be available for your team for work and personal matters, and should listen more than you talk.

反之，你應該展示出你關注團隊成功的決心，不管是個人的還是集體的。你應該花點時間去了解團隊的工作和個人情況，多傾聽，少說話。

3. Understand That Their Success Is Your Success

3. 認識到“他們的成功就是你的成功”

A key difference between a business leader and an individual contributor is that a leader is judged by the success of his or her team. That means that a leader should constantly be thinking of ways to put his or her team in the spotlight if they do well-executed work. Others in the company will swiftly realize that you are the one leading those on your team to success.

一名商業人與獨立貢獻人的主要區別在於，領導者的成功是根據他/她所在的團隊的成功所判定的。那就意味着，一位領導者需要不斷地構思，當團隊成員完美地完成了工作，如何把他/她的團隊置於光芒之中。公司裏的其他人很快就會意識到你就是那位領導團隊成功的領導者。

Putting the success of the team first is also an effective way to earn respect as a young leader. If people feel that you are interested in their professional growth, they are more likely to be open to feedback and guidance.

把團隊的成功放在首位，同時也是年輕領導者獲得尊重的一個有效的方式。如果人們感受到你對他們的職業發展充滿興趣，他們的態度就會更開放，更願意提供反饋與指導。

4. Give And Ask For Honest Feedback

4. 提供並尋求真誠的反饋

Speaking of feedback, it is important to provide candid feedback to your team. It is the only way that your people will grow professionally. As Jack Welch, the former CEO of GE, said in an interview, “You reinforce the behaviors that you reward … If you reward candor, you'll get it.” Welch went on to espouse the importance of providing candid feedback to people on your team. Failing to do so is a great way to ensure mediocrity.

談到反饋，你很有必要爲團隊給予真誠的反饋。這是唯一一個讓你的團隊成員在職業上獲得成長的方式。正如美國通用電氣公司的前任執行總裁Jack Welch，他在一次採訪中表示：“你得鼓勵那些你褒獎的行爲……如果你褒獎坦白，那麼你就能獲得真誠的告白。”Welch繼續強調爲團隊成員提供真實反饋的重要性。無法提供真誠的反饋只能保證團隊的碌碌無爲。

5. Provide Employees With Reasonable Autonomy

5. 給予員工合理範圍內的自主權

If you micromanage from the get-go, people will quickly become frustrated with you. This is especially true if the previous manager was relatively hands off.

如果你從上任就職的時候就開始微管理你的員工，人們很快就會討厭你。這是特別真實的，尤其是如果前一任領導是撒手不管的。

Instead, provide employees with a reasonable level of autonomy and trust them to make the right decision. After further evaluation, decide whether employees can work autonomously. If they cannot, put them on a performance-improvement plan. If that doesn’t work, you may have to let them go. Managers should not be micromanagers; they should be facilitators who empower employees.

反之，你應該給予員工合理程度的自主管理權，並相信他們能夠做出正確的決定。經過進一步評估，判斷員工們是否能夠自主地工作。如果他們無法自主工作，那麼就讓他們參與績效提升的計劃。如果那也行不通，你有可能就得放下了。管理者不應該是微管理者，而應該是賦予員工權利的輔助者。

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