要翻译，找译声低效能人士的7个习惯

In 1989 Steven R Covey wrote a business and self-help book titled, "The Seven Habits of Highly Effective People." It became a chartbuster that influenced millions to believe that those seven habits would make them better leaders.

1989年，史蒂夫?R?科维写了一本自助励志书，名字叫《高效能人士的7个习惯》。这本畅销书影响了数百万人，他们相信这七个习惯可以让他们成为更优秀的领袖。

However, great leadership isn’t only about what you are doing right. It is also about what you’re not doing wrong. Just as there are habits that make leaders effective, there are habits that cripple them.

但良好的领导能力不仅在于你做对了什么事，还在于不做错事。有些习惯可以让你成为高效能的领导，但有些习惯却起反作用。

Here’s the list in order, from the least to the most fatal:

以下就是这7个习惯，其危害性依次递增：

Failure to Coach and Develop Others

不指导手下员工

Ineffective leaders get into the habit of focusing only on getting their jobs done. They fail to show concern for the development of a group of people who will take over when they are no longer around.

无效能的领导习惯于关注自己的工作。对身边的人的发展前途未表现出足够的关心。这些人可能就是未来的接班人。

Bad Role Model

未能作出表率

Less effective leaders get in the habit of saying one thing and doing another. They firmly believe that it is appropriate to have one set of rules that apply to themselves and a different set of rules that apply to team members. After all, they are the boss. But this has a greater consequence than they think. Subordinates keep score of the number of times the leader says one thing and then does another.

低效能领导习惯于说一套做另一套。他们坚定地认为对待自己有一套规则，而对待团队的其它成员则用另一套。毕竟，他们才是老板。但这样后果相当严重。下属会清楚地记得领导言行不一的次数。

Lack of Strategic Perspective

缺乏战略眼光

Ineffective leaders develop the habit of only looking down -- they fail to look up or out. They are less comfortable considering the bigger picture. Having become comfortable in this small arena, it is hard to break away from their myopic view. This shortsightedness causes team members to focus only on the task at hand rather than the vision and mission of the organization.

低效能领导习惯于往后看，不会往前看或往外看。一想起更大的前景他们就觉得不舒服。习惯于小的舞台之后，他们就难以突破自己狭隘的眼界了。这会导致员工只盯着眼前的工作而不关心整个集体的前景和任务。

Prefer Working Independently Instead of Collaborating

喜欢独立工作而非集体协作

Ineffective leaders get into the habit of working independently. It requires less effort than collaborating with their peers. They fail to see the most important work occurs horizontally in an organization.

低效能领导习惯独立工作。毕竟与集体协作比起来，这更省力。他们忽视了一个集体中水平方向上最重要的工作。

Resist Goals and Improvement

拒绝设立目标并积极改进

The twin demons of ineffective leaders are arrogance and complacency. These leaders develop a terrible habit of avoiding any personal development. They believe they must be wonderful or they wouldn’t have been promoted into a position of leadership. Worse yet, they conclude that they have reached their "peak" and self-development or stretch goals aren’t necessary.

低效能领导的两大相同缺点就是傲慢和自大。这些领导人都有一种习惯那就是拒绝自我发展。他们认为自己很棒，要不然自己不会被提拔到这个位置上。更有甚者认为自己已经到达“人生巅峰”，自我发展或确立更高目标完全没有必要

Poor Communication

沟通能力差

These leaders were not skilled at communicating insights and understanding of the issues or problems. Additionally, they struggled to provide others with any sense of direction or purpose. They either didn’t take the time or couldn’t communicate how their work contributed to the broader business objectives. When they do communicate it is a one-way channel with a loud speaker, but no listening device.

这些领导缺乏沟通远见和理解问题的能力。同时，他们又尝试着给别人提供方向或目标。至于自己的工作是如何为更远大的目标做贡献的，他们要么是没有花费时间要么是做不到和别人沟通。当他们真的去谈论这些时，却是用喇叭在做独白，而不愿意听人的回馈。

Failure to Inspire and Motivate Others

未能激励员工

The number one most devaluing quality of ineffective leaders is their failure to motivate subordinates. Most leaders know how to push to get results, but fewer understand how to pull. Leaders with this bad habit of only pushing and not pulling.. Energizing people and inspiring them to high levels of performance is the most challenging struggle for these ineffective leaders.

低效能领导最大的缺陷就是未能有效激励下属。大多数领导都知道要督促员工以获得更好的成果，但只有一小部分人知道怎么做。有这种坏习惯的领导只知道督促却不知道激励员工。激励员工让员工充满动力，达到自我表现的新高度对这些低效能领导来说是最具挑战性的任务。