Do Not Wait for Answers, Look for It! 学会思考与解决

赖彩云 Jessy Lai Chai Yun-thinking
[vc_row type=”in_container” scene_position=”center” text_color=”dark” text_align=”left” overlay_strength=”0.3″][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ width=”1/2″][vc_column_text]Do Not Wait for Answers, Look for It!

There are two kinds of employees: one that draws energy from solving problems, and one that waits for answers to be served to them.

What do I mean? Think about this: if you are a manager, you would have experienced interacting with employees that takes the initiative to look for answers, discuss them with you and push through for results. You would probably also have met employees who just sit around and wait for answers and instructions.

I constantly remind my employees and peers that they are welcome to discuss anything with me. The only prerequisite is that they come in with an assessment of the problem, and a proposal for solving it. I do not want my employees to develop the habit of coming to me with problems and expecting an answer every time, with no input on their behalf.

I have tried being that person—the one whom every one goes to for answers and solutions. It did make me seem all-knowing and powerful in the eyes of my employees, but it also meant that they had no room to grow.

This is problematic, especially when Mon Space continues to expand, and face more and more complicated challenges. These new hurdles require more brain power, and more diverse modes of thinking. My ability alone is far from enough to overcome the daunting obstacles that come our way from every direction. I knew then, that it was time to change.

I started requiring that all my employees fully comprehend an issue and prepare clear solutions before attending a meeting. As a manager, I play my role in listening, facilitating and assessing the quality of ideas. I also make sure that all solutions are consensus-oriented.

This model worked well. Though people were not used to it at first, all it took was time and practice to get them used to pitching creative ideas, and be bold enough to challenge the status quo. Over time, the team developed confidence, a stronger business acumen and greater efficiency.

Far too often, we have been trained to search for template and standardised answers to everything. In schools, we memorised answer scripts; at work, we try to follow strict rules, never daring to challenge the establishment, even if the new economic environment calls for radical change. We ignore developing our critical thinking and analytical abilities, because memorising what is “correct” is so much more convenient.

Today, let us change how we think. Let us understand that any great talent has to be equipped with analytical thinking skills and problem solving abilities. This is the key to your success.

CEO of Cite Media Holding Group Fei-Peng Ho once shared how he teach his employees to search for answers:

1. Identify the core of the problem
2. Collect relevant information to fully understand the issue
3. Propose solutions, usually not more than three
4. Assess feasibility and efficacy of proposed solutions
5. Select the right solution and put it into action

Can you tell which two are the most important parts in this process? They are: identifying the core of the problem, and proposing solutions.

I have had my fair share of challenges in my career, and I realise that the more complicated a problem is, the more I need to prioritise what is important. That way, I operate with maximum efficiency, and it makes everything easier later on.

To solve a problem effectively, we need to employ creativity and our imagination. Try to step out of your comfort zone, train yourself to think, and stop expecting to be spoon-fed answers.

Change yourself, and make it a point to stop depending on others. No one has an obligation to help you; only you have the duty to learn, grow, and find the right answers. I am positive that this will help you trek the road to success with a lot more confidence. [/vc_column_text][/vc_column][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ width=”1/2″][vc_column_text]不要依赖主管给你答案 学会思考与解决

据我的观察,一间办公室里,有两种类型的人:一种是总有所准备,会自动自发寻找答案的人,另一种则是无时无刻都在等待答案的人。

怎么说呢?

打个比方,当主管提出一个问题时,有些人会自动自发、想尽办法的找答案,然后再将结果跟主管讨论,而有些人则是完全没有准备,总需要别人来告诉他解决方式。

我常常跟我的下属、我的幕僚说,无任欢迎各位随时来找我商量问题,但前提是,你必须抱着问题意识以及解决方案进来跟我讨论,而不是带着问题进来,期许我给你答案。

我也曾经是那种凡是都亲力亲为、不断提供下属答案的主管,在下属的眼里我变成了无所不知、无所不能的女超人,但也就意味着,我的下属没有成长。

最好的证明是,当我们的挑战越来越大,面对的问题越来越复杂时,我需要集思广益之际,才发现下属并没有跟上问题发展的步伐,大家没有没有良好的思维能力、没有能即刻提出解决问题方案的能力,于是,我们又回到了过去的模式:我给答案,大家听令行事。

遇到这样的情况,我知道,是时候改变了,不仅是我的下属需要改变,身为主管的我也需要改变。

我要求所有同事在参与任何讨论时,都必须了解问题,准备明确的解决方案来跟我开会,身为主管的我,扮演着协助同事辩证各种方案的可行与否的角色,最后的决定还是大家要论出来的。

我发现,这样的方式非常奏效,虽然大家一开始非常不习惯这样的模式,因为大家思维僵化许久,要一下子启动大家的思考能力也不容易,但久而久之,我发现同事们的思维与解决能力大大的提升了,团队更有力量,大家更有自信,我们的步伐也越来越有效率。

我发现许多人都有这样的问题,因为填鸭式以及急功近利的教育模式都没有培育我们的思维能力,反而被训练成少提问、少思考、只要答案的僵化模式,遇到问题,我们总就会期待谁来给你标准答案,结果我们的思维愈来愈简单与直接,无法从各种角度去分析及判断任何事情。

但你必须知道,优秀的人才必定要具备的条件就是:一流的思维能力以及卓越解决问题的能力,这是决定你是否能成功的关键点。

台湾城邦媒体控股集团(Cite Media Holding Group)首席执行长何飞鹏 (Fei-Peng Ho)曾分享过他如何领导下属“学会找答案”的心得:

1. 先界定问题的核心。
2. 根据问题的核心,广泛地搜集相关讯息,以了解整个问题的来龙去脉。
3. 提出解决问题的假设方案。一般而言,最多可以有三种。
4. 检验假设方案的可行性及能否真正解决问题。
5. 选择正确的假设方案,付诸实施。

这套流程中,你看得出那两点最重要吗?没错,是“界定问题核心”以及“提出解决问题的假设方案”。

在我职业生涯里,曾遇过许多大大小小的的问题与挑战,我发现,愈复杂的问题,越更应该冷静的厘清什么是“主要问题”和“次要问题”,然后再从核心问题下手解决,那么你就解决了大部分的问题,接下来的问题会比较顺利。

想要完美的解决问题,就要靠创意与想象力,请跳脱制式化的思维模式,重新锻炼自己的思考能力吧,也别再等着别人来告诉你下一步该怎么做,你想要独当一面,就必须学会如何解决问题!

改变自己,别再依赖他人,别人没有义务时时刻刻拉你一把,而是你应该学会准备好自己,学会寻找答案,而我相信这样的磨练,会让你在成功的路上走得更顺遂。

与大家共勉之,加油!

资料参考:

http://www.managertoday.com.tw/columns/view/50422
http://www.orientaldaily.com.my/columns/pl20152317[/vc_column_text][/vc_column][/vc_row]

Leave a Reply

Your email address will not be published. Required fields are marked *