牧羊人的女儿

1）Although managers spend approximately 20% of their time developing their employees, their efforts are rated as very ineffective to neutral by a majority of their teams.

Linda：

2）In a perfect world, managers would be able to assign projects, tasks and responsibilities based on the skills employees need to develop. The reality is that most managers have to coach "the hand they are dealt"--trying to build skills within a set of assignments determined by business need, not development need. Fortunately, most tasks or projects have many developmental components, and by thinking creatively, a manager can use a current role to build a needed skill set.

3）Every assignment, task, project or role has a number of critical components that must be completed to ensure its success. If you are having difficulty seeing how your current projects can help you achieve your development goals, noting the 3-5 critical components of each project and the skils they require.

4）You can better focus your coaching efforts if you identify development goals before the project starts. Anticipate---Which experiences should employees pursue and what lessons should employees expect to learn? Act---How can employees incorporate these experiences into their work? What lessons did employees learn from their experiences (and mistakes)? Reflect---How can employees apply these lessons to their work?

5）Pre-Q：What do you hope to learn from this project? What will you be able to do differently? What do you need or expect of me? What milestones will you use to measure success? During-Q: Where do you feel that you are improving your skills? Where do you feel that you are struggling? Where do you need me to support through coaching? Post-Q: What did you learn? Did you reach the goals you laid out before the project started? Where did you struggle? If you had to do it all over again, what would you do differently? What is the most important lesson you learned? Where can I apply this lesson in the future?

6）An important caveat as you seek to take advantage of unexpected coaching moments: if there are critical business issues at stake, it is important to address them first. If you focus on the development opportunity at the expense of the business issue you risk exacerbating any existing problems.

7）Using a framework of questions to identify critical lessons can help ensure you are not only capturing these lessons, but you are changing the quality of your daily employee interactions. It's important to note however that not every interaction with an employee is a coaching opportunity; if you insist on making every interaction a coaching opportunity, you risk creating the perception that your employees' efforts are never good enough.

8）To help you recognize future unexpected coaching opportunities, use the following questions to identify opportunities you may have missed in the past. What interactions have you had over the last two weeks that would have served as opportunities to coach your employees? What did the employee and I talk about? What questions could I have asked to make this a coaching opportunity? Asking for an employee's thoughts before immediately answering a question provides an opportunity to understand where he or she is struggling and put him or her on the right track.

9）The best coaching opportunities are often the ones you cannot plan for.

2009年9月13日上午，一堆穿白大褂的人从我身下手忙脚乱地揪出一个小东西，黏糊糊脏兮兮的，我躺在那里费力想要看清楚，不过旁边一直有个女人的声音叫我不要碰不要碰什么都不要碰。没有电视里出生的孩子被大人倒提勒着打两下屁股就嘹亮地哭起来的桥段，我的小家伙被放在我身边一个透明的插着氧气管的箱子里就立刻呼啦呼啦睡了起来，直到两个小时后我才隐约听到类似小猫叫的哼哼声。

哭的人倒也是有的，我的眼泪在半个小时之内就几乎没有停过，胸口一直疼疼的，好像要被自己的泪水活活淹死的感觉。根本没有什么幸福，喜悦，兴奋，担忧，或者，换种说法，情绪来得太多太强的时候，就等于什么都没有。那个时候只有一个念头，噢，这就叫产后体内激素失调所导致的情绪失控，基本是一种生理反应而不是心理反应。

从此，我的人生被划分为2009年之前的岁月和2009年之后的岁月。

本来想写写《阿凡达》的影评的，结果有一天发现豆瓣的热门影评的前十名清一色都是那只蓝幽幽的脑袋之后，决定先了解了解敌情，看看大家到底写了些什么。评论大致可以分成技术派和人文派，人文派又可以分成动迁派和环保派，鉴于我对这部片子的评价也很高，所以不打五星的评论一律不看，也不晓得那些批评的话说些什么。敌人们都写得不错，搞得我决定不战而降，不写了。

但是。。。。。。。

我有两句话要说。。。。。。。

第一，看到那美人用辫子和动物植物大地连结的时候，我立刻想到了萨提亚的Rule No. 1：我们都是同一生命力的见证。（大致如此意思，原文8记得了）。想当初我对这句话很困惑，百般不能理解，现在我越来越觉得，其实我们每个人都是那美人，只是我们已经忘记了自己其实也有那根“辫子”，更不要提如何去使用它了。地球上只有少数的人，如萨提亚老太太，克里希什么什么，也许还包括喀麦隆同志，还会用辫子，并努力教大家如何去用。

第二，看到一篇文章介绍说喀麦隆同志是狮子座的，并把他描述成那种不达目的誓不罢休的狂徒，让我立马想到了某人。。。。。。不寒而栗。。。。。。

说完一鞠躬。

最近有人硬说我看的书都不是一个女人应该看的书，特此公布一下我最新的豆瓣的《购书单》目录，大家评评理，这就怎么不是一个女人该看的书了？？

顺便发言，通过豆瓣的购书单功能，发现当当的书最全，卓越的书最便宜，其他的网站差太远。

每次看韩寒的博文，总觉得这世界上肯定有某些人整天夜不成寐地纠结着到底什么时候灭掉他的博客更符合天时地利以及领导们的心意，不过有一点我是肯定的，就是韩寒再这么写下去，离被灭掉恐怕真的不远了，哈哈。

也许韩寒对此也隐约有点了悟，所以最近博文写得也是一篇比一篇露骨，一天比一天勤快，也不索罗什么赛车不赛车的那些小众小资的破事了，直接上最麻辣够劲的，让我们这些跟他博客的人连连呼爽。

所以决定赶紧在这里表个决心。我很少做谁的粉丝，除了当年年少无知喜欢过刘德华，（不过现在还是挺喜欢这个男人的。。。长相），现在我就迷韩寒了。（好像韩少长得也不难看，瞧我这多年做HR练就的看人的品味！）

推荐各位去看一篇评价韩寒的文章，尤其是最后一段讲的真他妈的好！

只不过时代毕竟有些进步，明季出个李卓吾，清初出个金圣叹，结果一个被自杀，一个被腰斩，十年前出个韩寒，动静固然远没有李金之大，正人君子们却也只是冷言冷语巧言令色一番，究竟没有搞肉体消灭，今时今日，那个辍学少年甚至有点主流气象了。