亚当·格兰特

    亚当·格兰特 是美国心理学家和作家,现任宾夕法尼亚大学沃顿商学院组织心理学教授。他在28岁时获得终身教职,成为沃顿商学院最年轻的终身教授。

亚当·格兰特(Adam Grant)名言

In the conversation about women in leadership, male voices are noticeably absent.

在有关女性担任领导职务的谈话中,明显没有男性的声音。

亚当·格兰特

Creativity is generating ideas that are novel and useful. I define originals as people who go beyond dreaming up the ideas and take initiative to make their visions a reality.

创造力正在产生新颖有用的想法。 我将原创定义为超越梦想,主动实现自己的愿景的人们。

亚当·格兰特

If an organization values innovation, you can assume it's safe to speak up with new ideas, leaders will listen, and your voice matters.

如果组织重视创新,则可以认为可以安全地提出新想法,领导者会倾听,而您的声音很重要。

亚当·格兰特

Negative feedback can make people feel inferior.

负面反馈会使人感到自卑。

亚当·格兰特

To get important work done, most leaders organize people into teams. They believe that when people collaborate toward a common goal, great things can happen. Yet in reality, the whole is often much less than the sum of the parts.

为了完成重要的工作,大多数领导者将人们组织成团队。 他们相信,当人们为实现共同目标而合作时,伟大的事情就会发生。 但实际上,整体通常少于部分之和。

亚当·格兰特

One of the signs of a bad coworker is a pattern of persistent undermining - intentionally hindering a colleague's success, reputation, or relationships.

坏同事的标志之一是一种持续破坏的模式-有意阻碍同事的成功,声誉或人际关系。

亚当·格兰特

Power frees us from the chains of conformity.

力量使我们摆脱了整合的束缚。

亚当·格兰特

Productive givers focus on acting in the long-term best interests of others, even if it's not pleasant. They have the courage to give the critical feedback we prefer not to hear, but truly need to hear. They offer tough love, knowing that we might like them less, but we'll come to trust and respect them more.

生产性捐助者专注于为他人的长期最佳利益而行动,即使这并不愉快。 他们有勇气提供我们不希望听到但真正需要听到的关键反馈。 他们提供坚强的爱,知道我们可能会不太喜欢他们,但我们会更加信任和尊重他们。

亚当·格兰特