如何发展你的团队

发展提升自己的团队对任何领导来说都是要给难题，本期我们节选了哈佛商业评论的一篇文章，谈论了四个重要的技巧去发展自己的团队。我们一起来看一下：

1.Clarify evaluation criteria and focus on performance, not potential. Don’t arrive at a rating without thinking about what predetermined benchmarks you’ve used to get there. Any evaluation should include enough data for a third party to understand the justification for the rating. Be specific. Instead of “She writes well,” say “She can write an effective summary judgment motion under a tight deadline.”

词汇：

predetermined: 预先决定的

judgment motion：判决动议

2.Separate performance from potential and personality from skill sets.  In-groups tend to be judged on their potential and given the benefit of the doubt, whereas out-groups have to show they’ve nailed it. If your company values potential, it should be assessed separately, with factors clearly outlined for evaluators and employees. Then track whether there’s a pattern as to who has “potential.” If so, try relying on performance alone for everyone or get even more concrete with what you’re measuring. Personality comments are no different; be wary of double standards that affect women and people of color when it comes to showing emotion or being congenial. Policing women into femininity doesn’t help anyone, and—as courts have pointed out—it’s direct evidence of sex discrimination. If that’s not motivation enough, evaluators can miss critical skills by focusing on personality. It’s more valuable, and accurate, to say someone is a strong collaborator who can manage projects across multiple departments than to say “She’s friendly and gets along with everyone.”

词汇：

nail it: 这是一个俚语，意思是搞定了

wary of:警惕

congenial: 有好的，易相处的

3 Level the playing field with respect to self-promotion. The modesty mandate mentioned above prevents many people in out-groups from writing effective self-evaluations or defending themselves at review time. Counter that by giving everyone you manage the tools to evaluate their own performance. Be clear that it’s acceptable, and even expected, to advocate for oneself. A simple two-pager can help overcome the modesty mandate and cue majority men (who tend toward overconfidence) to provide concrete evidence for their claims.

词汇：

Level the playing field ：常有语，创造公平竞争环境

counter: 反击

cue: 暗示、提示

4.Explain how training, promotion, and pay decisions will be made, and follow those rules.  As the chair of her firm’s women’s initiative, one lawyer we know developed a strategy to ensure that all candidates for promotion were considered fairly. She started with a clear outline of what was needed to advance and then assigned every eligible employee (already anonymized) to one of three groups: green (meets the objective metrics), yellow (is close), and red (doesn’t). Then she presented the color-coded list to the rest of the evaluation team. By anonymizing the data and pregrouping the candidates by competencies, she ensured that no one was forgotten or recommended owing to in-group favoritism.

All the evaluators were forced to stick to the predetermined benchmarks, and as a result, they tapped the best candidates. (Those in the yellow category were given advice about how to move up to green.) When it comes to promotions, there may be limits to what you can do as an individual manager, but you should push for transparency on the criteria used. When they are explicit, it’s harder to bend the rules for in-group members.

词汇：

stick to: 坚持

push for transparency: 争取透明化， push for 是一个非常有用的词组，意为为XX努力争取

bend the rules: 放松规定

总结一下，为了让你的团队得到发展，你要做到四点，第一，明确你的评价标准，而且要把评价中心放在现实表现上，而不是潜力上；第二，将潜力与表现，性格与技能的评价分开；第三，为晋升创造公平的环境；第四，解释晋升、工资等决定是如何做出的，并且坚持这些规则.