我在咨詢工作中學(xué)到的最重要的事情之一，便是幫助人們做好向上管理，這與做好自我管理一樣重要。這通常意味著要重新學(xué)著適應(yīng)組織，與前老板有效開展工作的所有做法，在新老板這里都未必適用。我曾離開了一位善于交際、喜歡享樂，且果斷自信的老板后，為一位安靜、謹(jǐn)慎又嚴(yán)肅的老板工作。我的性格沒變，但我要改變習(xí)慣，調(diào)整行為，重新學(xué)著適應(yīng)一切。

One of the biggest things I learned in my coaching career is that helping people manage their bosses is arguably as important as helping them to manage themselves. This often means relearning what it means to adapt to an organization, as everything that may have made you effective with your previous manager may not necessarily help you with your new one. For example, I once went from working for a very sociable, hedonistic, and assertive boss, to working for a very quiet, cautious, and serious boss?— my personality stayed the same, but I was forced to learn new habits, adjust my behaviors, and relearn how to adapt.?

要提升與新老板相處并有效工作的能力，沒有捷徑或簡(jiǎn)單公式可以套用，提出正確的問題會(huì)大有裨益。以下七個(gè)問題可以幫你更好地理解老板，互相溝通：

While there’s no universal or simple formula for improving your ability to get along (and work effectively) with your new boss, the good news is that you will make a great deal of progress if you can ask the right questions. Here are seven to consider:

1. 我應(yīng)該與團(tuán)隊(duì)之外的哪些人多交流？

? ?Who should I meet with outside of our team?

盡管如今組織更多以人才為中心，以業(yè)績(jī)?yōu)榛A(chǔ)，老生常談依然有效：你認(rèn)識(shí)誰往往比知道什么更重要。這就是辦公室政治重要的原因。如果能迅速掌握支配新團(tuán)隊(duì)，或組織中社交關(guān)系的潛規(guī)則或非正式關(guān)系網(wǎng)，你便能提升自己的影響力。老板是提供這類信息的理想人選。

Although we have come a long way to make organizations more talent-centric and merit-based, the old premise is still true: what you know is often less important than who you know. This is why?office politics are so important;?your ability to figure out how to influence others will improve if you can get to a quick understanding of the unspoken or informal networks that govern the social dynamics of your new team or organization. Your boss is ideally placed to provide you with this intel.?

2.?你善于哪種溝通方式?

? ? How do you prefer to communicate?

許多人都不確定自己近期的工作狀態(tài)——居家辦公，回辦公室，還是以某種方式混合辦公等。有鑒于此，以靈活的方式與老板溝通非常重要，還沒與新老板見面時(shí)尤其如此。

With many people uncertain about their short-term work environment — working from home,?returning to the office, some?type of hybrid work, etc.?— it is important to be flexible about?how?you can best communicate with your manager, particularly if you have never met them in person.?

3.? 得到意見和反饋的最佳方式是什么？

? ? ? What’s the best way to ask for your input and feedback?

制定一個(gè)時(shí)間表，保證自己能定期收到相關(guān)表現(xiàn)反饋，哪怕只是每周15分鐘的談話或定期郵件溝通。這將有助于你管理并調(diào)整自己提升表現(xiàn)的方式。

Establishing a cadence where you can?get regular feedback on how you are doing, even via 15-minutes weekly chats or regular email check-ins, will help you regulate and calibrate your efforts to improve your performance.?

4.? 我應(yīng)如何支持團(tuán)隊(duì)，提升組織價(jià)值？

? ? ?What can I do to support the team and add value to the organization?

這個(gè)問題將幫助你厘清自己的職責(zé)，與老板建立起一致的期望目標(biāo)，并有效地對(duì)工作任務(wù)和努力方向進(jìn)行優(yōu)先級(jí)排序。管理者往往不會(huì)明確闡明首要任務(wù)，解釋對(duì)下屬的期待，或明確解釋工作內(nèi)容。迅速了解這些，可以幫助你完成最重要的工作。

This question will enable you to clarify your role, align with your boss on expectations, and strategically prioritize tasks and efforts. Managers often?fail to clearly?and explicitly articulate what their top priority is, how they see team members fitting in, and what they mostly need from them. Understanding this quickly will help you deliver where it matters most.

5.? 換作是你，你會(huì)怎樣做？

? ? ? What would you do if you were in my shoes?

這個(gè)問題不僅會(huì)讓管理者對(duì)你的處境感同身受，站在你的角度看問題，還可以表現(xiàn)出你對(duì)他們的尊重，看重他們的專業(yè)見解。不管收到的建議如何，這都能讓你與老板建立起良好的關(guān)系，進(jìn)一步加深你對(duì)管理者思維、感受和行為方式的理解。

This question will not just?invite your manager to?empathize with you?— allowing them to see things from your perspective?— it will also show them that you respect them and appreciate their expertise. No matter how logical or insightful their advice may be, it can create a good connection between the two of you and further deepen your understanding of how your manager thinks, feels, and acts.

6.? 如何進(jìn)一步發(fā)展自身潛力？

? ? ?How can I further develop my potential?

才華橫溢的倫敦商學(xué)院教授赫爾米娜·伊巴拉（Hermina Ibarra）指出，偉大的領(lǐng)袖善于培養(yǎng)和輔導(dǎo)下屬。你可以請(qǐng)老板扮演這一角色，評(píng)估并開發(fā)你的潛能，不僅關(guān)注你的績(jī)效表現(xiàn)，還要關(guān)注你的潛力。當(dāng)今世界對(duì)我們更新技能的要求越來越高，我們不應(yīng)忽視拓寬視野、樂于重新想象，或重塑自身才能的重要性。順帶一提，這個(gè)問題還能明確升職與發(fā)展的現(xiàn)有標(biāo)準(zhǔn)，幫助你制定更為客觀、務(wù)實(shí)的發(fā)展規(guī)劃，并且可以讓你知道管理者的真實(shí)想法。

As the brilliant?Hermina Ibarra?noted,?great Leaders excel at coaching and mentoring their people. You can nudge your boss to play this role by asking them to assess and develop your potential. This means going beyond your performance to focus also on what you?could do.?In a world that is increasingly pushing us to reskill and upskill, it is hard to underestimate the importance of expanding our horizons and being open to reimagining or reinventing our talents to future-proof our career. Incidentally, this question will also clarify the existing criteria for promotion and advancement, which will help you be objective and pragmatic about your plans (and will keep your boss honest).

7.? 是否可以做得更好？

? ? ?What could I be doing better?

入職幾周后提出這個(gè)問題，可以促使老板對(duì)你提供重要指導(dǎo)，幫助你更加接近老板預(yù)期。許多管理者會(huì)努力避免沖突，并保持積極士氣，因此難以給出負(fù)面評(píng)價(jià)。這種尋求反饋的措辭，可以幫助他們更加注意你的改進(jìn)空間。同時(shí)這個(gè)問題表明，即使當(dāng)前表現(xiàn)良好，你仍然希望了解自己可以改進(jìn)的地方。

After a few weeks on the job, asking this question may encourage your boss to?provide you with much-needed guidance?for closing the gap between how you are performing and what your boss expects from you. In their attempt to avoid conflict and maintain positive morale, many managers find it hard to provide employees with negative evaluations, so wording your feedback request in this way can help them focus on your improvement areas. It also signals that you are eager to understand how you can get better, even if you are doing well.?

最后還有一點(diǎn)：每個(gè)人都是獨(dú)一無二的，你和你的老板也不例外。以上問題可能不完全適用于你的情況，以及不斷發(fā)展的關(guān)系。但整體原則依然如此：如果你能更好地管理與老板之間的關(guān)系，便能更快走向職場(chǎng)成功。你需要更理解老板，從明智的提問開始，制定一套精心規(guī)劃的策略將對(duì)此有所幫助。

A final point to consider: every person is unique, including you and your new boss. Invariably, this means that some of these questions might not be be applicable given the situation and your growing relationship. But the general rule still stands: you will accelerate your career success if you can manage your boss better. This requires you to understand them better, and a deliberate strategy that starts with smart questions can help.?

托馬斯·沙莫羅普雷穆日奇是 ManpowerGroup 的首席創(chuàng)新官，倫敦大學(xué)學(xué)院和哥倫比亞大學(xué)的商業(yè)心理學(xué)教授、哈佛大學(xué)創(chuàng)業(yè)金融實(shí)驗(yàn)室（Entrepreneurial Finance Lab）的研究學(xué)者，著有《才能不佳的人為何可以成為領(lǐng)導(dǎo)者，以及如何改變這一現(xiàn)象》（Why Do So Many Incompetent Men Become Leaders? and How to Fix It）一書，他的TEDx演講便以這本書的內(nèi)容為基礎(chǔ)。

托馬斯·沙莫羅普雷穆日奇（Tomas Chamorro-Premuzic）| 文??

孫莉莉 | 譯?? 蔣薈蓉 | 校?? 孫燕 | 編輯