MPW內(nèi)部網(wǎng)絡是一個邀請最有影響力的商界女性及時解答職業(yè)與領導力問題的在線社區(qū)。本周，我們的問題是：與老板有意見分歧時你會怎么做？以下是Gap International的創(chuàng)始人兼CEO彭蒂什?耶拉姆讓的回答。

與老板意見相左，從來都不是問題。如果你支持老板，授權予他們，并維護他們的權威，你的不同意見不僅有助于改善公司績效，也會影響老板的觀點。這取決于你的出發(fā)點和你在談話中展現(xiàn)的意圖。最后，你可以看到自己想要的結(jié)果。你是想授權予老板，共同實現(xiàn)一定的成果？還是純粹為了個人滿足？

當老板看起來擁有最終決定權，而且任何事情都無法改變的時候，員工會在權威面前心生膽怯。他們會做好本職工作，低下頭小心行事。問題在于，這種情況幾乎不可能產(chǎn)生好的結(jié)果，而且長此以往，所有人都會失去斗志。

我們總會時不時地與老板意見相左，如果出現(xiàn)這樣的情況，最好的做法就是“服從領導”。我的意思是，認真傾聽領導的意圖，最終努力將這些意圖變?yōu)楝F(xiàn)實。當你決定實現(xiàn)領導想要的結(jié)果時，分歧能夠確保對問題進行全面考慮。這樣做可以使所有相關人員的工作極富成效，并建立一種能產(chǎn)生豐富思維的動態(tài)。

曾經(jīng)，我們有一位年輕員工經(jīng)常在會議上站出來，對公司發(fā)展過程中采取的某些方式提出不同意見。即使有時他會有點令人厭煩，但從本質(zhì)上看，他對公司和我都非常忠誠。我們后來授權他開展一個新業(yè)務領域，最終給公司帶來了幾家新客戶。

分享自身想法的方式是關鍵所在?？梢韵胂笠幻麊T工不同意你的意見。不論他們的觀點多么清晰或有邏輯，如果他們不能明確地證明他們是因為關心結(jié)果才提出異議，你很可能會對他的意見視而不見。而另一方面，我們很容易傾聽一位對結(jié)果承擔完全責任的員工的意見，即便他們可能需要花一些時間才能充分陳述自己的觀點?！绊槒恼摺蓖鶗龀鼍薮蟮呢暙I，哪怕他們喜歡爭論。

關鍵在于，每次當你與老板意見相左的時候，你都需要表現(xiàn)出這種忠誠，只要你這樣做，你的老板就更有可能傾聽你的意見。當然，不要忽略了自己的觀點，要找出最好的方式來分享它！所有反對意見和考慮，都會推動事情更順利地開展。我們都希望有這樣的表現(xiàn)。（財富中文網(wǎng)）

譯者：劉進龍/汪皓

MPW Insider is one of several online communities where the biggest names in business answer timely career and leadership questions. This week we ask: How do you disagree with your boss? The following answer is by Pontish Yeramyan, founder and CEO of Gap International.

It’s always OK to disagree with your boss. When you support, empower and stand for your boss, your disagreement will make a difference for performance – and for your boss. It all depends on where you are coming from and your intent in the conversation. Ultimately, you could look at the outcome you want. Is it to empower your boss and the results to be produced together? Or is it for personal gratification?

Employees can get intimidated by authority, when it looks like the boss has the final say and nothing can be changed. They do what they’re supposed to do and keep their head down. The problem is this rarely produces great results, and in the long run leaves no one feeling empowered.

We’re all going to disagree with our bosses from time to time, and when this happens, the best thing to do is “own the leader.” By this, I mean listening carefully to your leader’s intentions, and ultimately working to make those intentions happen. When you’re determined to deliver the leader’s outcomes, disagreement will make sure things are thoroughly thought through. This can be incredibly productive for everyone involved, and set up a dynamic for rich thinking to take place.

For a while, we had a young employee who would often stand up in meetings and disagree about certain approaches we were taking as we grew the business. But he had this wonderful underlying ownership of the company and of me, even when he was a little annoying. We ended up piloting a new practice area with him that went on to have several new clients.

How you share your thoughts is everything. Think about when an employee disagrees with you. No matter how articulate or logical their view, it’s easy to tune them out when they do not clearly demonstrate that they are disagreeing because they care about the outcome. On the other hand, it’s very easy to listen to someone who is completely owning the outcome, even if it may take them some time to fully present their point. Even when they are argumentative, “owners” tend to make a great contributions.

The point is, you can always bring ownership when you disagree with your boss, and when you do, you’re more likely to be heard. For sure, don’t let go of your perspective, look for the best way to share it! All the objections and considerations become a contribution to making something work brilliantly. And we all want that kind of performance.