I once led an offsite with the top 100 leaders at a multinational chemical company. I was immediately struck by how humble, friendly, and polite this room full of engineers was. At one point, I decided to take a risk and let them know what a pleasant bunch of people they were, but that I wondered if their polite exterior might be masking conflicts that were simmering below the surface. A ripple of laughter went through the crowd. Embarrassed recognition?
我曾在一家跨国化工公司,带领100名高管参加远离工作的团队活动。这些工程师的谦逊、友好和礼貌一开始就让我非常吃惊。后来我决定冒一次险,让他们知道虽然他们都很友善,但我不知道在他们礼貌的外表下,是否掩盖了随时可能爆发的矛盾。人群中传来了一阵笑声。这算是尴尬的认同吗?
When I asked them to rate the quality of their relationships within the company, 88% responded that they belonged in the "dysfunctional family" category, full of unacknowledged conflicts.
当我要求他们对公司内的人际关系进行评价时,88%的员工表示,他们来自一个“问题家庭”,人与人之间充满了未公开的矛盾。
I wasn't surprised. Conflict avoidance is one of the most common -- and divisive --behaviors my company encounters at the companies we work with. Instead of dealing with differences of opinion and working collaboratively, people choke back what they think until the boss has left the meeting, or when they are alone with a clique of like-minded colleagues. Teams break down into small, polarized groups that pursue their own agendas.
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