01

艮艮最終還是沒有忍住，對著兒子吼道：不是我想罵你，也不是我想管你，就怕你這字這作業把老師氣死了！一天到晚都磨磨蹭蹭的，別的孩子老早作業都寫完了，你這兔崽子每天都磨蹭到夜裡十點之後。你是成心氣我的，是不是呀！懵懵懂懂的小哥哥一臉的無辜，自己已經很努力寫快了，爸爸怎麼還這麼大脾氣呢？

02

雪麗還沒有走進家門就聽見老公恨鐵不成鋼的訓斥聲了，其實這也不能全怪兒子。不要說一個幾歲大心智未開的小男孩，就是工作了好多年的成年人也是讓人不省心。比如說公司裡面吧，眼瞅著要出貨了，早早就說好了要準備五臺投影儀，結果其中有一臺的歸零按鈕失靈了。報修給了裝置維護部，結果呢做裝置維護的這個工程師，還是一個老牌大學生。不緊不慢地就把這個維修需求提交給了採購部，採購員呢又慢悠悠地找供應商報價。火急火燎的雪麗每天都問裝置維修的進度，裝置工程師每次都說正在進行中，沒有問題的。唸叨了整整一個星期還是沒有結果，雪麗就詳細追問進度，最後發現供應商居然還沒有給出報價！裝置不夠用，出貨檢驗成為瓶頸，雪麗的頭一下子就大了。

03

教育孩子與管理團隊，其實都是一個道理。並不是因為孩子小才磨蹭，也不是因為團隊中的人沒有責任心才做不出成績。如果一定要追根究底，只有兩種情況：要麼是不會做，要麼就是不想做。不會做是能力問題，我們需要培訓輔導；而不想做就是態度問題，我們需要激勵和懲罰。作為孩子的家長和作為團隊的經理人，如果連問題都沒有搞清楚，只會河東獅吼恨鐵不成鋼，那麼想要養育出一個有用的孩子或者把團隊工作做出成效，也只能是瞎子點燈白費蠟。所以，歸納起來就是：磨蹭的孩子不是病，催促的家長才要命！

04

改變，還得從家長和團隊的職業經理人開始。針對態度問題，用激勵和懲罰就很直接；那麼針對能力問題，我們又該如何處理呢？首先，我們要了解基本情況。要清楚判斷磨蹭到底是不是因為能力不夠？一千個觀眾眼裡就有一千個哈姆雷特，所以想要有最合理最有效的決策，應該是由離問題最近而且最瞭解的那個人做出。實踐總結出來最有效最快捷瞭解問題的方式，就是一對一的談話。可以這麼說，用這種一對一的談話是一個家長了解孩子的學習狀況，一個職業經理人瞭解企業知識的最佳來源。其次，針對問題要做給出合理有效的解決方案。作為家長和職業經理人，在決定是自己親力親為手把手帶著做，還是放手讓孩子和下屬自己做，就要視具體的情況而定。如果是因為能力不夠，那麼就手把手的培訓帶著做；如果能力基本足夠，就給適當的空間讓他們摸索，做好監督把握方向就OK。

05

質量就在我們身邊，磨蹭的孩子不是病，催促的家長才要命。工作中的下屬其實也就是我們的孩子，只知道生氣、著急、催促、恨鐵不成鋼，不僅不能解決問題，我們自己也體會不到生活的樂趣與工作的成就感。用談話的方式瞭解真實的情況，根據具體情況，用教練的方式帶著做或者監督做都是能成就雙方快速成長的有效方法！

ENGLISH VERSION

Gen gen can not help but roar to son finally： I don‘t want to scold you， but I am afraid of your homework will make the teacher angry for the terrible writing！You dawdle all day long。The other kids have already done their homework。 You do them past ten o ’clock every night。You‘re pissing me off， aren’t you？ Little boy looked innocent。I‘m trying so hard。 Why is Dad still so grumpy？

Sherry had not walked into the house when she heard her husband’s voice of scolding。Well， it‘s not all the son’s fault。Adults who have worked for years， not to mention a few years old boy， need us to worry about。For example， in our company， we had to prepare five projectors for shipment， and the reset to zero button on one of them failed。We reported the repair to the equipment maintenance department。 As a result， the equipment maintenance engineer， an college student graduated fr a famous un， submitted the repair requirement to the purchase department without hurry or delay。The buyer took his time to quote from the supplier。Sherry in a hurry asked the progress of equipment maintenance every day， and the equipment engineer said every time that it was in progress and there was no problem。A week later， there was still no result， Sherry asked the progress in detail， and finally found that the supplier had not provided the quotation！Lack of equipment， shipping inspection bottlenecks， so Sherry get in trouble soon。

It‘s the same thing with educating kids and managing teams。It’s not because the kids are young and the people on the team aren‘t committed that the results don’t work。If you have to get to the bottom of it， there are only two situations： either they can‘t do it or don’t want to do it。Not being able to do it is a matter of ability。 We need training and guidance。Not wanting to do it is a matter of attitude。 We need to motivate and punish。It is impossible to raise a productive child or to work effectively as a team manager， as a parent of a child or as a team manager， if you just scold them without knowing what the problem is。So， I can summed up them as： dawdle children are not sick， urge parents are disasters。

The change starts with parents and the team‘s professional managers。For the attitude problem， incentives and punishments are straightforward；So how do we deal with the capacity problem？First， let’s get to the basics。 We need to be clear about whether the delay is due to lack of ability。There are a thousand Hamlets in a thousand people‘s eyes， so the most rational and effective decision should be made by the person closest to the problem and who knows the most about it。Practice has concluded that the most effective and quickest way to understand a problem is a one-on-one conversation。Using this way is one of the best sources for a parent to know how their child is doing。A professional manager knows the enterprise knowledge is also。Secondly， to do a reasonable and effective solution to the problem。As a parent and professional manager， deciding whether to do it yourself or to let your children and subordinates do it themselves depends on the situation。If it’s because they don‘t have the ability， you can teach them in detail。If their ability is basic enough， give them the appropriate space to explore。 And you just need to do a good job of supervision and grasp the direction。

Quality is all around us。Our subordinates at work are actually our children。 Those who only know to be angry， anxious， urging， and hate iron without turning into steel。 Not only can not solve the problem， but also they can’t experience the joy of life and the sense of achievement in work either。 According to the specific situation， talking to understand the real situation with the way of the coach to do or supervise to do are effective ways to achieve rapid growth of both sides！

********************************

Our mission is to disseminate quality ideas and promote quality improvement。 Invest 10 minutes every day ， and we strive to build high quality life with you。