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与老板观点相左,很正常

Pontish Yeramyan 2014年12月18日

如果出现这样的情况,最好的做法就是“服从领导”,即认真倾听领导的意图,并且努力将这些意图变为现实。唯如此,老板才更有可能听取你的不同意见。

MPW内部网络是一个邀请最有影响力的商界女性及时解答职业与领导力问题的在线社区。本周,我们的问题是:与老板有意见分歧时你会怎么做?以下是Gap International的创始人兼CEO彭蒂什•耶拉姆让的回答。

与老板意见相左,从来都不是问题。如果你支持老板,授权予他们,并维护他们的权威,你的不同意见不仅有助于改善公司绩效,也会影响老板的观点。这取决于你的出发点和你在谈话中展现的意图。最后,你可以看到自己想要的结果。你是想授权予老板,共同实现一定的成果?还是纯粹为了个人满足?

当老板看起来拥有最终决定权,而且任何事情都无法改变的时候,员工会在权威面前心生胆怯。他们会做好本职工作,低下头小心行事。问题在于,这种情况几乎不可能产生好的结果,而且长此以往,所有人都会失去斗志。

我们总会时不时地与老板意见相左,如果出现这样的情况,最好的做法就是“服从领导”。我的意思是,认真倾听领导的意图,最终努力将这些意图变为现实。当你决定实现领导想要的结果时,分歧能够确保对问题进行全面考虑。这样做可以使所有相关人员的工作极富成效,并建立一种能产生丰富思维的动态。

曾经,我们有一位年轻员工经常在会议上站出来,对公司发展过程中采取的某些方式提出不同意见。即使有时他会有点令人厌烦,但从本质上看,他对公司和我都非常忠诚。我们后来授权他开展一个新业务领域,最终给公司带来了几家新客户。

分享自身想法的方式是关键所在。可以想象一名员工不同意你的意见。不论他们的观点多么清晰或有逻辑,如果他们不能明确地证明他们是因为关心结果才提出异议,你很可能会对他的意见视而不见。而另一方面,我们很容易倾听一位对结果承担完全责任的员工的意见,即便他们可能需要花一些时间才能充分陈述自己的观点。“顺从者”往往会做出巨大的贡献,哪怕他们喜欢争论。

关键在于,每次当你与老板意见相左的时候,你都需要表现出这种忠诚,只要你这样做,你的老板就更有可能倾听你的意见。当然,不要忽略了自己的观点,要找出最好的方式来分享它!所有反对意见和考虑,都会推动事情更顺利地开展。我们都希望有这样的表现。(财富中文网)

译者:刘进龙/汪皓

MPW Insider is one of several online communities where the biggest names in business answer timely career and leadership questions. This week we ask: How do you disagree with your boss? The following answer is by Pontish Yeramyan, founder and CEO of Gap International.

It’s always OK to disagree with your boss. When you support, empower and stand for your boss, your disagreement will make a difference for performance – and for your boss. It all depends on where you are coming from and your intent in the conversation. Ultimately, you could look at the outcome you want. Is it to empower your boss and the results to be produced together? Or is it for personal gratification?

Employees can get intimidated by authority, when it looks like the boss has the final say and nothing can be changed. They do what they’re supposed to do and keep their head down. The problem is this rarely produces great results, and in the long run leaves no one feeling empowered.

We’re all going to disagree with our bosses from time to time, and when this happens, the best thing to do is “own the leader.” By this, I mean listening carefully to your leader’s intentions, and ultimately working to make those intentions happen. When you’re determined to deliver the leader’s outcomes, disagreement will make sure things are thoroughly thought through. This can be incredibly productive for everyone involved, and set up a dynamic for rich thinking to take place.

For a while, we had a young employee who would often stand up in meetings and disagree about certain approaches we were taking as we grew the business. But he had this wonderful underlying ownership of the company and of me, even when he was a little annoying. We ended up piloting a new practice area with him that went on to have several new clients.

How you share your thoughts is everything. Think about when an employee disagrees with you. No matter how articulate or logical their view, it’s easy to tune them out when they do not clearly demonstrate that they are disagreeing because they care about the outcome. On the other hand, it’s very easy to listen to someone who is completely owning the outcome, even if it may take them some time to fully present their point. Even when they are argumentative, “owners” tend to make a great contributions.

The point is, you can always bring ownership when you disagree with your boss, and when you do, you’re more likely to be heard. For sure, don’t let go of your perspective, look for the best way to share it! All the objections and considerations become a contribution to making something work brilliantly. And we all want that kind of performance.

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