三件简单的事可以增加你的信任度 本文关键词：三件，信任，增加，简单
三件简单的事可以增加你的信任度 本文简介：在工作中也会发生同样的情况。我们通过应用标签来创造自己的分组：“我们”对比“他们”——监督员或职员；免税者或非免税者；中立或支持；专业或职业；管理部门或联合工会；暴发户或千禧年；专家与非专家；男人或女人；还有许许多多。这些标签增强了我们对“他们”的预期结果的自我满意的预言能力。这一旦发生了，不信任就
三件简单的事可以增加你的信任度 本文内容：
在工作中也会发生同样的情况。我们通过应用标签来创造自己的分组：“我们”对比“他们”——监督员或职员；免税者或非免税者；中立或支持；专业或职业；管理部门或联合工会；暴发户或千禧年；专家与非专家；男人或女人；还有许许多多。这些标签增强了我们对“他们”的预期结果的自我满意的预言能力。这一旦发生了，不信任就会变成一种透视镜——通过它，在我们为别人定义的“组员”的基础上来看待和解释他们的行动或意图，当然，他们就与我们不同了。
The
same
happens
at
work.
We
re
creating
our
own
versions
of
“us“versus
“them“by
the
labels
we
apply
–
supervisor
or
staff;
exempt
or
non-exempt;
line
or
support;
professional
or
trade;
management
or
union;
boomer
or
millennial;
technie
or
not-technie;
men
or
women;
and
dozens
more.
These
labels
enhance
our
self-fulfilling
prophecies
of
what
we
expect
from
“them.“And
when
that
happens,distrust
becomes
the
lens
through
which
we
view
and
interpret
other
s
actions
or
intentions
based
on
how
we
ve
labeled
their
“group
membership,“which
is,of
course,different
from
our
own.
但实际上也不一定非要这样。我们可以改变不信任的常规想法。在当代，通过这些简单的事，你可以增加工作中的信任感：
But
it
doesn
t
have
to
be
that
way.
We
can
change
this
distrust
trajectory.
Here
are
three
simple
things
you
can
do
today
to
increase
trust
at
work:
1.
停止使用标签来将人们进行分类，尤其是通过年辈、种族、性别或职位来划分。在先前共同的生活中，称呼人们为“人”而不是职员的决定动摇了贴标签行为。不再有“我们”管理者和“他们”职员；我们都是为了同一个工作目标努力的美国家庭购物公司人。
1.
Stop
using
labels
to
categorize
and
divide
people
into
groups,especially
by
generation,ethnicity,gender,or
position.
In
a
previous
corporate
life,the
decision
to
call
people
“people“versus
employees
shifted
the
label.
No
longer
were
“we“management
and
“they“employees;
we
were
all
QVC
People
working
on
the
same
goals.
2.
寻找并强化我们共享的相似点；我们中大部分的人想要有趣的工作、高薪水和一个安稳的将来、学习新事物的机会、从工作中脱颖而出的通道以及良好的工作文化环境。也许这看起来的样子和每个人实际付出的行动都有些不同，但大的原理是相似的。
2.
Look
for
and
reinforce
the
similarities
we
share;
most
of
us
want
interesting
work,a
good
salary,a
stable
and
secure
future,a
chance
to
learn
new
things,a
way
to
make
a
difference
through
our
work,and
an
engaging
work
culture.
What
that
looks
like
and
how
we
go
about
it
may
be
different,but
the
larger
elements
aren
t.
3.
深思熟虑后恰当利用我们的差异来实现意见交换、增进理解、建立良好关系、创造想法以及为个人和专业发展提供机会。
3.
Thoughtfully
use
our
differences
to
create
dialogue,increase
understanding,build
relationships,develop
ideas,and
create
opportunities
for
personal
and
professional
growth.
工作中的关系复杂、有挑战性和易冲突以至于增加了隔离彼此、指指点点和减少信任感出现的可能性。正如二十世纪人类学家玛格丽特.米德写到的，“要不是通过年龄、性别、肤色、阶级或宗教来区分人的恶俗习惯，孩子一定会有机会知道在每一个群体中都会有些人是令人讨厌或喜欢的。”
Workplace
relationships
are
complicated,challenging,and
conflicted
enough
without
increasing
the
ways
to
build
walls,point
fingers,and
diminish
trust.
As
20th-century
anthropologist
Margaret
Mead
wrote,“Instead
of
being
presented
with
stereotypes
by
age,sex,color,class,or
religion,children
must
have
the
opportunity
to
learn
that
within
each
range,some
people
are
loathsome
and
some
are
delightful.“更多英语学习方法：企业英语培训
http://www.16fw.com/