从管理者转变为领导者如何释放员工的潜能_BEC初级作文

从管理者转变为领导者如何释放员工的潜能

The original goal of management was simply to make sure that employees showed up to work on time to do their tasks, to not ask questions, to not cause problems, and then to leave and do that over and over again. Management wasn't focused on innovation, the voice of the employee, engagement, or creativity. That was the case 100 years ago, and it's still the case at too many organizations today. This is why it's so crucial to create the capacity for leadership in every aspect of the business.

管理最初的目标就是保证所有员工准时到公司，完成工作，不要问问题，也不要引起麻烦，然后下班回家，如此循环往复。那时管理的重点并不是创新、员工的声音、积极性或创造力。一百年前是如此，到今天在许多公司依然如此。所以，在公司各个方面培养领导能力变得至关重要。

The leader challenges common assumptions around management and mentors employees to help them become successful. The leader has followers not because he commands them, but because he has earned them.

领导者应该勇于挑战围绕管理的常见问题，为员工提供指导，帮助他们取得成功。领导者之所以有人追随，并不是因为他们是发号施令的人，而是因为他们用自己的行为赢得了追随者的信任。

From "need-to-know" to collaborative technologies

从“须知”转变为协同技术

The range of collaborative technologies available today allows employees to connect with each other and with information at any time, anywhere, and on just about any device. While many leaders look at the onslaught of new tech as a problem to be solved, the most effective leaders today aggressively support any tools that enable employees to connect. It needs to be easy for an employee in California to find a co-worker in Beijing. It needs to be easy for an entry-level employee to start a dialogue with an executive, even though they may have never met face to face.