給具有成長潛力的單位全力的關注支援

我們一般對於某人創立了自己的事業的印象，是他必定是獨自而全神關注，無日無夜的工作者。 

然而，多數的新事業是在既有企業內衍生開創的。但是，多數在從事於企業內開創新事業的人員，並非具有高度關注、具有創業精神的；他們通常只是一群非常聰明的專業經理人。

這種以不夠關注的經理人的組合，對於新事業的發展，通常是很危險的。新事業需要有人非常關注、具有高度紀律、具有強烈要找出成功因素的企圖心。

因此，在你組合幾個人以兼職的方式來發展新事業之前，想想看在這個組合中，能否有一個人是全職負責的，他會將這個新事業的發展當成是他工作上的最高優先次序。即使在你的組織中，任命這樣全職的人的機會不高，你還是必須認知發展新事業必須有人對這項新發展高度關注。這樣的付出，會得到正面回報的。

Give full attention and support to units with growth potential

The general impression we have of someone who has set up his own business is that he must be a solitary, attentive, day-and-night worker.  

However, most of the new start-ups are created within existing enterprises. However, most of the people who are engaged in innovative start-ups in enterprises are not highly concerned and entrepreneurial; they are usually just a group of very smart professional managers.

This combination of managers with insufficient attention is usually dangerous for the development of new businesses. New start-ups need to be highly concerned, highly disciplined, and intensely motivated to identify success factors.

So before you combine several people to develop a new career in a part-time way, think about whether there is one person in this group who is full-time responsible, and he will regard the development of this new career as his highest priority in his work. Even if the chances of appointing such a full-time person in your organization are not high, you still have to recognize that the development of a new undertaking requires a high degree of attention. Such efforts will be rewarded positively.

要建立包容性文化，去瞭解你的員工

當員工在工作中感到自由時——例如，當他們認為不必隱藏自己的宗教信仰或性取向時——他們在工作中更可能感到快樂。鼓勵這種開放的一個方法是建立一種包容性的文化，從瞭解員工的真實身份開始。

開展員工敬業度調查是一種有效的發現方法。按性別、種族和年齡等標準對收集的數據進行細分，以幫助您識別和解决不同員工群體之間的問題。焦點小組是獲得洞察力的另一種管道。他們最好由協力廠商協助，這樣員工就可以暢所欲言了。

然而，瞭解員工最有效的方法是一對一的討論。為了使這些對話有效，您需要有一個開放的政策和一個“告訴我任何事情”的角色。坦誠地對待自己的想法和感受將建立信任，並向人們展示你也是人。

Build an inclusive culture to get to know your employees

Employees are more likely to be happy at work when they feel free at work - for example, when they think they don't have to hide their religious beliefs or sexual orientations. One way to encourage this openness is to create an inclusive culture, starting with an understanding of the true identity of employees.

Employee engagement survey is an effective method to find out. Segmenting the data collected by gender, race and age will help you identify and resolve problems between different groups of employees. Focus groups are another way to gain insight. They'd better be assisted by a co-operative manufacturer so that employees can speak freely.

However, one-to-one discussions are the most effective way to understand employees. To make these dialogues work, you need an open policy and a "tell me anything" role. Being honest with your thoughts and feelings builds trust and shows people that you are human, too.