20xxted英語(yǔ)演講如何在你重視的事情上做的更好-資料下載頁(yè)
2025-01-13 22:03本頁(yè)面
【正文】 urage great that leads employees to stay within what they knowand not try new things,so panies struggle to innovate and improve,and they fall behind.
職場(chǎng)中也同樣如此。那些咨詢我的公司，我常見(jiàn)到領(lǐng)導(dǎo)者鼓勵(lì)推動(dòng)「完美執(zhí)行 」的文化。但這樣就會(huì)導(dǎo)致員工僅僅停留在他們已知的范疇，而不去嘗試新的事物，公司因此很難創(chuàng)新、進(jìn)步，從而落居下風(fēng)。
We can create more spaces for growthby starting conversations with one anotherabout when we want to be in each do we want to get better at and how?And when do we want to execute and minimize mistakes?That way, we gain clarity about what success is,when, and how to best support one another.
我們可以透過(guò)交流，為彼此開(kāi)創(chuàng)進(jìn)步的空間，聊聊我們何時(shí)應(yīng)該投身于何種狀態(tài)。在哪些方面可以做得更好?何時(shí)決策、怎樣控?fù)p?如此，我們可以明確什么是成功、何時(shí)以及如何去支持對(duì)方。
But what if we find ourselves in a chronic highstakes settingand we feel we canamp。rsquo。t start those conversations yet?Then here are three things that we can still do as , we can create lowstakes islands in an otherwise highstakes are spaces where mistakes have little example, we might find a mentor or a trusted colleaguewith whom we can exchange ideas or have vulnerable conversationsor even we can ask for feedbackoriented meetings as projects we can set aside time to read or watch videos or take online are just some , we can execute and perform as weamp。rsquo。re expected,but then reflect on what we could do better next time,like Beyoncamp。eacute。 does,and we can observe and emulate observation, reflection and adjustment is a learning finally, we can leadand lower the stakes for others by sharing what we want to get better at,by asking questions about what we donamp。rsquo。t know,by soliciting feedback and by sharing our mistakesand what weamp。rsquo。ve learned from them,so that others can feel safe to do the same.
但如果我們處在長(zhǎng)期高風(fēng)險(xiǎn)狀態(tài)下，并且無(wú)法展開(kāi)這樣的交流怎么辦?依然有三件事是可以自己著手去做的。首先，是在高風(fēng)險(xiǎn)的海洋中，開(kāi)辟一塊低風(fēng)險(xiǎn)的島嶼。讓錯(cuò)誤發(fā)生時(shí)不會(huì)造成嚴(yán)重的后果。比如說(shuō)，我們可以找一位導(dǎo)師或可以信任的同事，和他們分享想法，或是接受批評(píng)。甚至角色扮演。或者是隨著項(xiàng)目的進(jìn)展，舉辦反饋會(huì)議。又或者我們可以抽出時(shí)間去閱讀或看視頻或是參加線上課程。這只是幾個(gè)例子。第二，我們可以實(shí)踐并達(dá)成期望的表現(xiàn)，但事后反思如何改進(jìn)，就像碧昂斯那樣。我們還可以觀察和模仿專家，這些觀察、反思、調(diào)整都能讓我們學(xué)習(xí)到很多。最后，我們可以引導(dǎo)并降低彼此的風(fēng)險(xiǎn)，問(wèn)他們，我們?cè)谀姆矫婵梢栽偃〉眠M(jìn)步，透過(guò)詢問(wèn)未知的問(wèn)題、征求意見(jiàn)、 分享失誤，并從中汲取教訓(xùn)，如此其他人也就能安心地做同樣的事。
Real confidence is about modeling ongoing if, instead of spending our lives doing, doing, doing,performing, performing, performing,we spent more time exploring,asking,listening,experimenting, reflecting,striving and being?What if we each always had somethingwe were working to improve?What if we created more lowstakes islandsand waters?And what if we got clear,within ourselves and with our teammates,about when we seek to learn and when we seek to perform,so that our efforts can bee more consequential,our improvement neverendingand our best even better?
真正的自信是對(duì)不斷學(xué)習(xí)的展示。如果，我們沒(méi)有把人生耗費(fèi)在做、做、做、表現(xiàn)、表現(xiàn)、表現(xiàn)上，而是更多地去探索、詢問(wèn)、傾聽(tīng)、實(shí)踐、反思、拼命去成為想成為的人，會(huì)怎么樣?如果我們每個(gè)人，都有某些事情讓我們可為之努力，從而提升呢?如果我們創(chuàng)造更多的低風(fēng)險(xiǎn)區(qū)域和環(huán)境呢?如果我們自己或整個(gè)團(tuán)隊(duì)都清楚知道，何時(shí)學(xué)習(xí)、何時(shí)表現(xiàn)，如此我們的努力就會(huì)有更多回報(bào)，就可以精益求精，團(tuán)隊(duì)就會(huì)越來(lái)越好。
Thank you.
謝謝。
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