如何获得决策层支持：人事经理谈反馈

React to someone's mistake and you are a part of it, support and help them, and your are part of a solution.

对别人的错误做出反应，你是其中错误的一部分；如果这个时候，能支持和帮助他们，你是解决问题的一部分。

I spent a train back to Guangzhou next to someone's screaming baby.

我在回广州的火车上，旁边是一个尖叫的婴儿。

Many years ago this would have been a major disaster for me. But then I discovered 2 truths:

很多年前，这对我来说是一场大灾难。但后来我发现了两个事实:

1. It is not the crying baby, it is my reaction that is the problem. 不是在哭的宝宝出了什么问题，而是我的反应出了问题。

2. My reaction is caused by my in ability to help a child in distress.我的反应是基于我是否有能力帮助一个处于困境中的孩子。

Now I feel nothing but empathy and compassion for screaming babies and their parents.这事，搁在现在，我对尖叫的婴儿和他们的父母只有同情和同情。

most things that bug us are simply our own reactions, often caused by our good nature.

大多数困扰我们的事情只是我们自己的反应，通常是由我们的向往或者说认为什么是好的，并趋向于我们自已认为的好的本性引起的。

So when an employee makes a mistake 当员工犯错时：

1) control your reaction，控制你的反应。

2) your reaction deep down is probably the feeling of guilt that you did not set the employee up for success by better instruction, training, procedure, etc。你内心深处的反应可能是一种内疚感，因为你没有通过更好的指导、培训、程序等为员工的成功做好准备

People do not need your reaction. They need your compassion, help and support.

人们不需要你的反应。他们需要你的同情、帮助和支持。

发出来的脾气，只是一种本能。收回去的脾气，却是一种本事！愿你多有本事，少动用本能。

We must learn to respond, not to react. Do you agree？

我们必须学会回应，而不是反应。反应是一种本能，回应才是一种能力！