360發(fā)展建議翻譯.docx

人際敏感性1團(tuán)隊(duì)領(lǐng)導(dǎo)力3成就動(dòng)機(jī)4誠實(shí)守信5主動(dòng)性6堅(jiān)忍不拔6壓力承受力8結(jié)果導(dǎo)向9人際敏感性General Sensitivity can be developed in any training course in which the participants behaviour and the effects of that behaviour are discussed. The most obvious choices for this purpose are courses in communicative skills, personal effectiveness, leadership, and so forth. 在任何訓(xùn)練課程中，若對參與者的行為以及行為的影響進(jìn)行了討論，那么，人際敏感性都能得到培養(yǎng)。尤其是在有關(guān)提高溝通技巧、人際交流、領(lǐng)導(dǎo)力發(fā)展等課程。Possible on-the-job developmental activities 可發(fā)展的行為 In general, the first thing to be done is to establish when sensitive behaviour is called for on the job. The appropriate behaviour can then be identified and prepared for (at micro-level). Examples of such situations include: illness of a colleague or employee, birthdays, good performance by a co-worker or employee, an emotional reaction from a customer, colleague or employee, a problem to be solved, a mistake which has been made, etc. 首先，確定哪些是需要強(qiáng)人際敏感能力的情形，然后隨時(shí)觀察和調(diào)整自己的行為。這些情形包括：同事/下屬/客戶生病的時(shí)候、生日的時(shí)候、工作表現(xiàn)好的時(shí)候、有情緒反應(yīng)的時(shí)候、有需要你幫助的時(shí)候、出現(xiàn)工作失誤的時(shí)候， Should the occasion arise, show your understanding of the other persons feelings by putting them into words. For example, in the case of emotional reactions, conflicts, stressful times (examinations) or exceptional performance. First determine which feeling (emotion) the other person is projecting. This requires the ability to empathise. Then give that feeling a name, for example: I can understand how fed-up you must be or I imagine you must be proud of that. Note down the birthdays of colleagues and employees in your diary so that you will remember to wish them happy birthday.當(dāng)以上情形出現(xiàn)時(shí)，把你對他人的情感體驗(yàn)寫在紙上。比如，你感覺到情緒上有波動(dòng)，感覺內(nèi)心有沖突，感覺到壓力或者是其他特別的感受。再確定哪些情感體驗(yàn)是來自對他人感受的體會(huì)。這就要求你具有同理心（即能夠理解到他人感受的能力）。然后加上具體的情形，將這些情感體驗(yàn)補(bǔ)充完整，比如：“我能理解，由于你必須承受這些而感到了身心疲憊?！被蛘摺拔夷芟胂竽銓@個(gè)事情有多么的自豪?！?。記得寫下同事或下屬的生日，在當(dāng)天祝他們生日快樂。 Look for opportunities to give compliments or positive feedback and make use of them. Try not to be selective in doing so. Remember the rules for giving feedback: o feedback should be as immediate and direct as possible; o feedback should be as specific as possible; o make sure you mean what you say; dont exaggerate.充分利用機(jī)會(huì)，給予他人贊揚(yáng)或積極的反饋。但當(dāng)你這樣做的時(shí)候，要記得一些給予反饋的原則：反饋應(yīng)該盡量立即和直接；反饋應(yīng)該盡量具體；確保你知道自己在說什么，不要夸大。 When a co-worker or employee comes to work on the day after a special occasion, ask him or her how it went. Examples of special occasions include: (school) examinations, driving test, first driving lesson, a special party, holiday, sports events, moving house, funerals, etc. 當(dāng)同事或員工在經(jīng)歷某特殊事情后重返崗位的第一天，詢問他/她的進(jìn)展或狀況。比如：參加了學(xué)校的考試，駕駛證考試，上第一次駕駛課，參加了一個(gè)特別的聚會(huì)，節(jié)日，體育賽事，搬家，葬禮等等。 Contact a sick employee after x amount of time (not to ask when he or she is coming back to work but to find out about his or her health and show sympathy for the fact that the other person is ill). 與請了長時(shí)間病假的員工保持聯(lián)系。（不要問他/她準(zhǔn)備何時(shí)回來上班，只是詢問他/她的健康狀況，并對其病情表示理解和安慰）。 Devote explicit attention to employees or colleagues coming back to work after a period of illness. Welcome them back warmly. 在同事或員工經(jīng)過一段時(shí)間的病假重返工作時(shí)，表示出明顯的熱忱和關(guān)注。 Always offer your apologies when a colleague, customer or employee criticises or complains about you with good reason. 當(dāng)你的同事、客戶或下屬表現(xiàn)出合理的批評或抱怨時(shí)，給予他們誠懇的道歉。 When an employee or colleague is clearly in a mood, you can bring this up with a sentence such as the following: It looks like you have something on your mind, am I right?. Show your willingness to devote time/attention to the other persons problems. 當(dāng)發(fā)現(xiàn)你的同事或下屬有很明顯的情緒時(shí)，你可以嘗試這樣詢問：“你看起來好像有些其他不同的想法，我說的對嗎？”。表現(xiàn)出你愿意花時(shí)間去關(guān)注他人的問題。 Thoroughly inform yourself about the needs and interests of your discussion partners. Tell them that you understand their interests and needs (please note: this is not the same as admitting they are right!). 在與你的同事/合作伙伴開始討論前，提醒自己要提前了解對方的需求和興趣點(diǎn)，然后關(guān)于這些方面，給予他們反饋或你的理解。 Every time you experience a conflict of interests, make a point of asking yourself what the other persons needs and interests might be. 每次在與他人發(fā)生了利益沖突時(shí)，詢問下自己是否了解他人的需求或感受。團(tuán)隊(duì)領(lǐng)導(dǎo)力General Group leadership primarily involves stimulating teamwork and building and maintaining team spirit. Off-the-job training opportunities will be found mainly in so-called team-building activities.團(tuán)隊(duì)領(lǐng)導(dǎo)力主要在于激勵(lì)團(tuán)隊(duì)，建立和維護(hù)團(tuán)隊(duì)精神?？梢酝ㄟ^稱為 “團(tuán)隊(duì)建設(shè)”類的活動(dòng)培養(yǎng)這方面的能力。Possible on-the-job developmental activities 可發(fā)展的行為 Communicate concrete, feasible and measurable objectives to the group in a clear manner. Watch out for abstractions. Allow group members to ask questions and express uncertainties. Try to give all group members a sense of involvement. 對團(tuán)隊(duì)目標(biāo)展開具體的、可行性和可衡量的討論。提取出討論的精華，并鼓勵(lì)每個(gè)團(tuán)隊(duì)成員表達(dá)自己的疑問和理解，讓每個(gè)成員都有充分的參與感。 Organise meetings involving all employees for purposes such as inventorying bottlenecks, brainstorming about new procedures, solving problems, etc. 組織全體團(tuán)隊(duì)成員會(huì)議，如討論工作瓶頸，對新項(xiàng)目集思廣益、討論問題的解決方法等等。 Stimulate employees to communicate with each other about problems and solutions. Create conditions for consultation while simultaneously ensuring that the team knows you are there to support them. 鼓勵(lì)員工相互溝通問題和解決方案，創(chuàng)造相互幫助的環(huán)境。同時(shí)，確保讓每個(gè)成員知道你在支持他們。 Organize an informal gathering for team leaders and team members during which they can submit problems and questions to you in a relaxed manner. 用輕松的方式，舉辦非正式的團(tuán)隊(duì)活動(dòng)，他們可以任意討論問題和方法。 Regularly communicate (in passing) your appreciation for the teamwork. Speak in terms of we rather than I and you. 定期對你的團(tuán)隊(duì)進(jìn)行贊賞，多使用“我們”而不是“我”和“你”。 Give feedback to the group. Relate the feedback to the objective. Be careful not to give only negative feedback. Remember that positive feedback is always the most effective. Always give individual feedback personally. In doing so, follow the rules for giving feedback:o describe the observed behaviour as specifically as possible; o point out the effect of the behaviour; o encourage positive behaviour, suggest ways to improve negative behavior給予團(tuán)隊(duì)反饋。記住你反饋要達(dá)到的目的。不要只給予負(fù)面反饋，積極的反饋總是對提高績效最有效的方式。當(dāng)給予團(tuán)隊(duì)成員個(gè)人反饋時(shí)，要遵循以下原則：o 描述你所觀察到的行為，要盡可能地具體；o 指出這種行為的效果；o 鼓勵(lì)積極的行為，對消極行為提出改善意見。 Recognize and reward success. Organise or give a reward which all members of the group experience as such. 承認(rèn)和獎(jiǎng)勵(lì)優(yōu)秀者。讓每個(gè)團(tuán)隊(duì)成員都能感受得到，通過努力，自己將會(huì)被重視。 Organize regular activities primarily intended to reinforce team spirit. 為加強(qiáng)團(tuán)隊(duì)精神，舉辦定期的活動(dòng)。成就動(dòng)機(jī)GeneralAmbition is difficult to develop or influence. The degree to which one feels the need to make a career and advance in the organization is different for each individual.However, when ambition is a behavioral competency which is partially decisive for success in your job or organization, you should nonetheless ask yourself whether your aspirations couldntt be somewhat higher. 成就動(dòng)機(jī)是很難被培養(yǎng)或影響的，因?yàn)槊總€(gè)人對自己職業(yè)發(fā)展的要求程度是不同的。但當(dāng)它作為一個(gè)崗位勝任評估中的關(guān)鍵能力項(xiàng)時(shí)，那你就應(yīng)該問問自己，是否你的成就動(dòng)機(jī)能更高些。This is true, for example, for a management trainee position. If you are a management trainee who scores low on ambition, you will have to do something about it, no matter how difficult that may be. If you are not able or inclined to raise your aspirations and find it very difficult to develop yourself, you may be in the wrong position. Ambition is expected of you, but in fact you donthave any. 例如：對于一個(gè)管理培訓(xùn)的崗位。如果你的成就動(dòng)機(jī)較低，你就需要有所改進(jìn)。不論工作有多困難，你都要想辦法去完成它。如果你不能或不具備這種強(qiáng)烈的愿望，并覺得這樣做很困難，那也許這個(gè)崗位并不適合你。崗位期望你有很強(qiáng)的成就動(dòng)機(jī)，但事實(shí)上，你沒有。Possible on-the-job developmental activities可發(fā)展的行為 Strengthening Ambition amounts to nothing more than setting your career goal and working towards it. In the first place, you should thus consider which jobs you would like to have in the future (the coming two to eight years).提高成就動(dòng)機(jī)最好的方法莫過于：給自己制定一個(gè)發(fā)展目標(biāo)，持續(xù)性地付出努力和激情，直到目標(biāo)實(shí)現(xiàn)。 因此，首先考慮你期望在未來最想從事哪種職業(yè)（未來兩年到八年）。 Set yourself distinct goals and discuss them with your manager or the HRM/MD officer in your organisation.為自己設(shè)定清晰的階段性目標(biāo)，并與你的經(jīng)理或人力資源管理人員進(jìn)行討論。 Then determine the manner in which you intend to work towards achieving your ambitions.然后找到一個(gè)能最好喚起你雄心壯志的方法。 Formulate a personal development plan. This will increase your chances of reaching your goals.明確地制定個(gè)人發(fā)展計(jì)劃，這有助于你實(shí)現(xiàn)目標(biāo)。誠實(shí)守信GeneralThere are no specific training programmes for developing integrity. At best, you may find lectures emphasising the importance of this behavioural competency. It is much more effective to have yourself coached on this aspect on the job in your own organisation. Take note of the importance your manager attaches to integrity and act accordingly. Have yourself coached on this behavioural competency. Your coach will not be able to do more than clarify what integrity is, translate this definition into practice and check with or confront you on your own behaviour.沒有什么具體的培訓(xùn)課程去發(fā)展誠實(shí)守信，最有效的辦法是，通過一些強(qiáng)調(diào)誠實(shí)守信重要性的課程，了解到你的管理者是多么重視這個(gè)能力項(xiàng)，然后隨之改變你的行為。你需要弄清楚誠實(shí)守信的含義，并將它付諸行動(dòng)，檢查或抵制你的某些行為。Possible on-the-job developmental activities可發(fā)展的行為 Find out what is expected of you in terms of integrity in a number of specific situations and why. 在具體的情形下，了解要怎樣做到誠實(shí)守信，為什么要這樣做。 Evaluate whether or not you displayed integrity. If not, look for opportunities to try again. 評估你自己是否做到了誠實(shí)守信，如果沒有，爭取下次有所改變。 Look for examples of difficult situations in which integrity played a role. Discuss the manner in which you conducted yourself in those situations. 尋找一些實(shí)例，說明在非常棘手的情形下，誠實(shí)守信發(fā)揮了重要的作用。然后和培訓(xùn)師討論你在這些情形下，需要得到的行為指導(dǎo)。 Try to display exemplary behaviour. Make no false promises, keep appointments and agreements, admit your mistakes openly, do not misuse your position, and so forth. 努力去再現(xiàn)你的行為，對培訓(xùn)師或團(tuán)隊(duì)成員承諾，公開承認(rèn)自己的錯(cuò)誤，不濫用自己的職權(quán)等等。 Discuss difficult situations in advance and in retrospect. Pay special attention to aspects related to integrity. 對你將來可能發(fā)生或你過去已經(jīng)遇到過的棘手情況進(jìn)行討論，關(guān)注你的誠實(shí)守信行為。 Everyone makes mistakes. Admit your mistakes openly, take responsibility for them. Turn mistakes into opportunities to do your work better next time. 每個(gè)人都可能犯錯(cuò)，承認(rèn)自己的錯(cuò)誤，承擔(dān)責(zé)任，彌補(bǔ)過失，爭取下次做得更好。 See whether attention is also given to this point in general meetings. Involve your employees and colleagues in discussions about behaving with integrity towards external clients. 了解每個(gè)團(tuán)隊(duì)成員是否清楚誠實(shí)守信的重要性，并討論在面對客戶時(shí)應(yīng)該怎么做 Notice how confidential information is handled. 關(guān)注怎樣處理內(nèi)部機(jī)密信息的問題。主動(dòng)性GeneralInitiative is a difficult behavioural competency to develop, since it involves seeing opportunities and taking action on ones own initiative rather than waiting to see which way the wind blows and/or following instructions and pointers from others. It thus has everything to do with a proactive attitude.First establish which initiatives are relevant for your job. Where are your opportunities and how can you capitalise on them?主動(dòng)性是一項(xiàng)非常難培養(yǎng)的能力項(xiàng)。它的涵義是看準(zhǔn)機(jī)會(huì)，主動(dòng)采取行動(dòng)，并非只是等待其他人的指示。因此，應(yīng)該從心理上始終保持一個(gè)準(zhǔn)備狀態(tài)。首先，分析在你工作中有哪些情形需要主動(dòng)行為，你可以抓住哪些機(jī)會(huì)并充分利用他們？Possible on-the-job developmental activities Ask someone who is willing to help you develop this behavioural competency to keep track of situations in which you take the initiative and situations in which you do not.與你的培訓(xùn)師/同事討論并記錄下你曾經(jīng)采取了主動(dòng)和不主動(dòng)的情形。 Identify a number of situations in which you can show initiative, for example:o meetings;o contacts with clients or colleagues;o informal situations at work;o Then decide how often you will show initiative in such situations, for example:o in the next meeting, I will make three proposals;o when I meet client x, I will make a point of bringing one new product to his attention.找出那些你可以表現(xiàn)的更主動(dòng)的情形，比如：會(huì)議；與和客戶或同事的面談；非正式的工作場合；然后決定你以后在類似情形下的在下一次會(huì)議上，我要提出三個(gè)建議；當(dāng)我再與某某客戶會(huì)面，我要帶上我們的新產(chǎn)品宣傳資料，引起他的注意。 Each week, keep track of how many initiatives you have taken, what types of initiatives they were and in which situations. Try to raise your score. 每個(gè)星期，記錄下你采取了多少主動(dòng)行為，在什么情形下？是些什么樣的行為？ Commit yourself to take five initiatives in the coming week, six the week after, and so forth. It does not matter what type of initiatives you take. For this behavioural competency, what counts is how often you display this behaviour. 承諾自己在下一個(gè)星期里，要有五次主動(dòng)行為，接下來的星期里是六次，以此類推。 不論是什么樣的行為，重要的是行為的頻率。堅(jiān)忍不拔GeneralThere are no regular training programmes for developing tenacity. Tenacity will be easier or harder to develop depending on the reason why development on this behavioural competency is needed.Why are you less tenacious in your behaviour? Do you always display too little tenacity or only in certain situations?沒有常規(guī)的課程去訓(xùn)練堅(jiān)韌性，其訓(xùn)練的難易程度取決于被訓(xùn)練者對為什么需要堅(jiān)韌的理解。為什么你的堅(jiān)韌性會(huì)比較差？你是總是這樣還是只是在某些情形下這樣？ Are you not assertive enough? Too passive on the whole? Do you have too little self-confidence? Do you have your own opinions about things?你是對事情不夠確定？總是太被動(dòng)？自信心不夠？你對事情有自己的看法嗎？Your organisational culture may also have influence in this respect. For example, do managers try to make it clear (in word and deed) that they appreciate it when employees act on the basis of what they think is right rather than merely carrying out assignments for others? Are employees free to express their own opinions and work in their own ways?你所處的環(huán)境可能會(huì)影響到你對事情的看法。比如，你的領(lǐng)導(dǎo)是（在語言和行動(dòng)上）欣賞下屬做事情是有自己獨(dú)立的思考，還是僅僅是執(zhí)行他人的命令？員工是否能自由地表達(dá)自己的意見，以他們自己的方式工作？Possible on-the-job developmental activities可發(fā)展的行為 Formulate and present your own ideas, plans, etc., even if you dont yet know how other people will feel about them. 制定和提出自己的想法、計(jì)劃等等，即使你還不了解別人的意見。 Answer questions from others on the basis of the standpoint you have presented. 基于你目前的觀點(diǎn)，回答他人的疑問。 Think about examples from your own career in which you displayed tenacity and situations in which you did not,even though it would have been possible. What made the difference and what would have been the most effective behaviour? What do you need, what could you do differently in order to act more effectively in subsequent similar situations? 回想下在你過去的職業(yè)生涯中，你表現(xiàn)堅(jiān)韌性的例子和應(yīng)該表現(xiàn)堅(jiān)韌但你沒有的例子。這兩種情形的差異在哪里？哪些是最有效的行為？你需要做什么？在以后類似的情形下，你能如何改進(jìn)你的行為？ Seize an opportunity to carry out a certain project according to your own ideas. See whether you carry out the project according to plan despite resistance or criticism. 抓住機(jī)會(huì)，按照你自己的想法去實(shí)施一個(gè)項(xiàng)目?？纯茨闶欠衲茉诘种仆饨绶磳蚺u的情況下，堅(jiān)持按照自己的計(jì)劃完成。 Give yourself a general assignment and analyse the manner in which you tackle it. What did you do and, above all, on what basis: your own opinions and ideas or those of other people? 給自己一個(gè)任務(wù)，然后分析你處理的方式，最重要的是明白，你為什么會(huì)這樣處理：你自己的想法還是其他人的意見？ When you come up with a good plan, ask people in your working environment to encourage you to persist in it despite opposition within the organisation. 當(dāng)你想出一個(gè)好辦法，努力取得團(tuán)隊(duì)成員的支持，即使他們一開始是反對的。壓力承受力GeneralWith this behavioural competency, it is important to have a good diagnosis of the causes of diminished stress tolerance. Stress tolerance can only be gauged in situations involving time pressure, disappointment or adversity.壓力承受力只有在時(shí)間緊迫、心情沮喪或逆境的情形下，才能進(jìn)行評估。對于這個(gè)能力項(xiàng)，最重要的是分析引起你低壓力承受力的原因。In general, the following two causes can be distinguished: Over-sensitivity to stimulation, which may take the form of initiating too many activities.Accompanying behaviour:o Never calm;o sitting on the edge of your chair;o impatient, etc.一般來說，有以下兩點(diǎn)原因：1、對刺激過于敏感。相應(yīng)的行為：不鎮(zhèn)靜；坐在凳子的邊緣；不耐煩等等。Low stress tolerance is then a consequence of trying to respond to everything, making effective performance impossible.然后會(huì)表現(xiàn)為對任何事情都努力地做出反應(yīng)，但卻效率很低。 Inner restlessness. In this case, there is a personality trait which results in low stress tolerance. This can be seen in personality test scores. 2、內(nèi)心容易不安。內(nèi)心不安的性格容易導(dǎo)致低的壓力承受力。這可以從性格測試報(bào)告中看出來。For our present purposes, we are leaving all external factors which can cause stress out of consideration (such as working conditions, terms of employment, relations at work, the content of the work itself, personal problems, etc.). 對于以上情況，我們目標(biāo)是，將那些意料之外的、可能會(huì)引起壓力的外在因素盡力排除。（比如工作條件，就業(yè)條件，工作中的人際關(guān)系，工作內(nèi)容，個(gè)人問題等等。）Possible on-the-job developmental activities可發(fā)展的行為 Write down your activities and note times when you experience stress. For example, when you have just sat through a difficult meeting, your resistance to a subsequent stressful situation will be greatly diminished. Try to identify such situations so that you can prepare yourself emotionally and step back in time. For example, in terms of:o things you consider to be obligations;o things you have to concentrate on;o number of things you want to keep consciously under control.在有壓力情緒時(shí)，記錄下你的行為和所花的時(shí)間。例如，當(dāng)你正經(jīng)歷一個(gè)進(jìn)程推進(jìn)困難的會(huì)議時(shí)。出于壓力，你的堅(jiān)持力被減弱。嘗試去識(shí)別這種情形，這樣你就能夠在情緒上進(jìn)行及時(shí)調(diào)整，及時(shí)的想出 “退一步”的策略。例如，在以下情形下o 你認(rèn)為是你的責(zé)任；o 你必須要專心；o 你要將這些事情置于你控制之下。 When experiencing stress due to time pressure, do something about time consumers:o close your door when you have to concentrate on something;o say no and make another appointment if you dont wish to be disturbed;o prepare for talks and meetings;o list the topics to be dealt with at the start of a talk or meeting;o agree on a time limit.當(dāng)壓力是來源于時(shí)間緊迫，學(xué)會(huì)管理時(shí)間，避免時(shí)間浪費(fèi)：當(dāng)你必須專注于某事時(shí)，關(guān)上你的門；如果你不想被打擾，拒絕另外一個(gè)約會(huì)。準(zhǔn)備談判和會(huì)議；在開始談話或會(huì)議前列出