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  • in zh
  • 1 min read

產生成果的領導力

研究指出，有六種鮮明的領導風格直接影響工作環境和財務表現，尤其是收入增長和利潤性。這些風格是強迫、權威、親和、民主、設定節奏和教練。重要的是，最成功的領導者並不完全依賴一種風格，而是根據組織的情況進行調整。有效的管理者在不同的領導風格之間進行轉換，而這種影響在許多領域，包括靈活性、責任心、遵守標準和反饋的質量上都是可觀的。

首先，強迫型領導者要求立即服從。雖然在轉型期間很有效，但這種自上而下的決策方式可能會扼殺創新和阻礙團隊主動性。一位前蘋果員工指出，“當史提夫·喬布斯對任何事情感到不滿時，這個問題會以我從未見過的速度得到糾正；人們出於恐懼反應得非常快。”

其次，權威型領導者會圍繞共同的目標統一他們的團隊，這通常會導致更高的承諾度，因為人們明白他們的工作如何促進大局。然而，當團隊成員的經驗更豐富或對領導者的觀點持有更強烈的意見時，這種風格可能會失敗。投資者約翰·杜爾指出，“經典的創業者做的比所有人可能相信的還要多，用的比任何人可能想象的還要少。”

第三，親和型領導者將情感緊密的綱連合在一起，並將個人的感受置於任務和目標之上。雖然這樣可以促進公開的溝通和冒險，但如果過分依賴讚揚而不提供具有建設性的反饋，可能會有反效果。

第四，民主型領導者通過積極參與其團隊成員在決策中，建立共識。這種方法在與擁有專業技能並能提供有價值建議的人一起工作時最有效。然而，當沒有共識時，可能導致討論時間長，並在危機時讓團隊處於無領導狀態。

第五，設置節奏型領導者期望高績效和自我導向。雖然這種方式在激勵高風能團隊方面很有效，但如果破壞了信任並未能清楚地說明期望，可能會產生反效果。

最後，教練型領導者專注於通過幫助他們識別獨特技能並將其與職業目標相對應，來培養未來的領導者。當員工知道自己的弱點並願意改進時，這種方法尤其有影響力。

最有效的領導者在他們的方法上是多元的，他們調整自己的風格，以滿足他們的組織的特殊需求。很少有領導者擅長所有六種領導風格，但他們可以組建一個多元化的團隊或者擴展自己的技巧來彌補不足。提高情緒智力能力可以進一步細化領導能力。

總之，理解和適當地應用這些領導風格，可以為領導者提供一個全面的成功工具包，尤其是在不斷變化的企業景觀中。

  • 3 min read

How to Debug iOS Traffic on an iPhone Device

I'm responsible for production support for an iOS mobile app, and one of the challenges is debugging HTTPS traffic between the iPhone and our server.

In this article, I'll explain how to capture requests, responses, and HTTP headers.

Step 1:

Download and install Charles on your laptop from https://www.charlesproxy.com/download/. After installation, click on "Install Charles Root Certificate on a Mobile Device or Remote Browser."

A popup with details will appear.

Step 2:

Connect your iPhone to the same Wi-Fi network as your laptop. In the iPhone's Wi-Fi settings, navigate to HTTP proxy and choose "Configure Proxy" with manual details.

Enter the Server and Port number that are displayed in the popup on your laptop. The popup should update to confirm the connection.

Next, open Safari on your iPhone and navigate to chls.pro/ssl. Download and install the certificate by clicking "Allow."

Click "Install" for the Profile.

At this point, you're done with this step.

Step 3:

On your iPhone, go to Settings > General > About > Certificate Trust Settings and toggle "Charles Proxy CA" to "On."

Final Step:

Restart Charles on your laptop. You should now be able to see traffic, including HTTPS content. For example, traffic from the Medium app on iOS can be captured as shown below:

If you encounter any issues, feel free to reach out. Happy debugging! :)

  • in podcast
  • 2 min read

How to Debug iOS Traffic on an iPhone Device

Hello everyone, and welcome back to another episode of Continuous Improvement, the podcast where we explore different strategies and techniques for enhancing your performance in various aspects of life. I'm your host, Victor, and in today's episode, we'll be discussing a topic that many iOS mobile app developers can relate to - debugging HTTPS traffic between an iPhone and a server.

But before we dive into this topic, I want to take a moment to thank our sponsor, Charles - a powerful tool that allows you to capture and analyze HTTP and HTTPS traffic. If you're an iOS developer or anyone involved in mobile app development, Charles is an absolute must-have. So, be sure to check them out by visiting charlesproxy.com.

Now, let's get started with today's episode. Debugging HTTPS traffic can sometimes be a real challenge, but worry not, because I've got you covered. In this episode, I'll walk you through the step-by-step process of capturing requests, responses, and HTTP headers. So, let's get started!

STEP 1:

The first thing you need to do is download and install Charles on your laptop. You can find the download link at charlesproxy.com/download. Once you have it installed, click on "Install Charles Root Certificate on a Mobile Device or Remote Browser."

STEP 2:

Next, make sure your iPhone is connected to the same Wi-Fi network as your laptop. On your iPhone, navigate to the Wi-Fi settings and choose "Configure Proxy" with manual details. Enter the Server and Port number that are displayed in the popup on your laptop. Don't worry, the popup should update to confirm the connection.

Now, open Safari on your iPhone and go to chls.pro/ssl. Here, you'll be prompted to download and install the certificate. Just click "Allow" and then "Install" for the Profile. And that's it, you're done with this step!

STEP 3:

On your iPhone, go to Settings, then General, then About, and finally, Certificate Trust Settings. Here, you'll find "Charles Proxy CA." Toggle it to "On."

FINAL STEP:

Restart Charles on your laptop, and voila! You should now be able to see all the traffic, including HTTPS content. With this method, you can easily capture requests, responses, and HTTP headers for debugging purposes.

And there you have it, a simple and effective way to debug HTTPS traffic between your iPhone and a server. Now you can identify and resolve any issues that might be affecting your iOS mobile app's performance.

Remember, if you encounter any issues along the way, don't hesitate to reach out for assistance. Happy debugging!

And that brings us to the end of today's episode. I hope you found this information helpful, and if you did, be sure to share it with your iOS developer friends. Also, don't forget to visit our sponsor, Charles, at charlesproxy.com for more incredible tools and resources.

As always, thank you for tuning in to Continuous Improvement, the podcast that helps you learn and grow. I'm Victor, your host, signing off. Until next time!

  • in zh
  • 2 min read

如何在iPhone裝置上偵錯iOS流量

我負責為一款iOS行動應用程式提供產品支援，其中一個挑戰是偵錯iPhone和我們的伺服器之間的HTTPS流量。

在這篇文章中，我將解釋如何捕獲請求，響應，和HTTP頭部。

步驟1:

從https://www.charlesproxy.com/download/下載並安裝Charles到你的筆記本電腦。安裝後，點擊"在移動設備或遠程瀏覽器上安裝Charles Root憑證"。

一個彈出詳細信息的視窗將出現。

步驟2:

將你的iPhone連接到與你的筆記本電腦相同的Wi-Fi網絡。在iPhone的Wi-Fi設置中，導航到HTTP代理，並選擇"配置代理"，輸入手動細節。

輸入在筆記本電腦彈出視窗中顯示的伺服器和端口號。彈出視窗應該會更新以確認連接。

接著，打開你的iPhone上的Safari並導航到chls.pro/ssl。點擊"允許"下載並安裝憑證。

點擊"安裝"配置檔案。

在此時，你已經完成了這個步驟。

步驟3:

在你的iPhone上，前往設置 > 一般 > 關於 > 證書信任設定，並將"Charles Proxy CA"切換到"開啟"。

最後步驟:

重啟你筆記本電腦上的Charles。你現在應該可以看到流量，包括HTTPS內容。例如，可以捕獲來自iOS上的Medium應用程式的流量，如下所示：

如果你遇到任何問題，隨時聯繫我。祝你偵錯愉快！:)

  • 3 min read

Dealing with Problem People - How to Motivate Your Team Effectively

The only way to get people to follow your lead is to inspire them to motivate themselves. One of the most common mistakes managers make when trying to motivate challenging employees is relying on logical arguments and sales pitches. However, people are diverse, each with their own motivators, values, and biases, which leads to different perceptions of what is acceptable. Given that a fundamental tenet of management is that you can't change a person's nature, these differing perspectives often result in unsatisfactory outcomes.

Rather than imposing solutions, it's more effective to elicit answers from employees, encouraging them to overcome their own motivational roadblocks. For immediate problem-solving, leaders must shift their viewpoint: see the employee as a person to understand, not a problem to fix. This involves spending time and attention to truly grasp what matters to the individual. Casual conversations can offer valuable insights into an employee's world, revealing their expectations, desires, and experiences.

After this analysis, managers should break free from rigid thought patterns and consider all possible solutions. Let go of preconceived notions and be open to various outcomes. Reframe your objectives to identify the root cause of dissatisfaction, and then find new ways to align with the employee’s core interests.

For example, in an IT consulting organization, intrinsic motivators like achievement, recognition, the nature of the work, responsibility, and progress are vital. Despite poor upper-level project management that led to a lot of dissatisfaction, my team and I worked late nights and weekends to deliver a mobile app project for a Hong Kong airline on time. At the end of the project, the team was disheartened. Why? Our efforts were met with criticism instead of recognition from senior management. As a result, many team members left for jobs that offered better financial incentives.

After I resigned, the company director persuaded me to stay by genuinely listening to my concerns and recognizing my career ambitions in areas like big data analytics, machine learning, and artificial intelligence. He offered me a project perfectly aligned with my interests, and my motivation was restored.

After deciding to stay, I took it upon myself to motivate my team to do the same. I met with each member to understand their concerns and offered tangible incentives, such as free lunches and snacks. Neuroscience suggests that rewards are more effective than punishments for motivating behavior. Studies show that conditional bonuses can result in a 24% increase in sales and that positive reinforcement encourages employees to go beyond their usual responsibilities. This additional effort makes firms more efficient and productive.

Therefore, adopting a servant-leader approach that prioritizes the intersection of my team's passion and contributions has become crucial.

A 2014 Deloitte report revealed that up to 87% of America's workforce is not performing at full capacity due to a lack of passion for their work. Now, more than ever, leaders must employ strategies that energize both individual team members and the group as a whole. Addressing underperformance and clearly communicating that poor results don't necessarily lead to immediate dismissal can significantly boost morale. When people see a problem-solving culture, it results in a healthier, more productive workplace.

  • in podcast
  • 3 min read

Dealing with Problem People - How to Motivate Your Team Effectively

Welcome back to another episode of Continuous Improvement. I'm your host, Victor, and today we're going to talk about a crucial aspect of leadership - motivating challenging employees. Now, we all know that logical arguments and sales pitches may not always do the trick. So, how can we inspire our team members to motivate themselves? Let's dive in!

Many managers make the mistake of trying to impose solutions on their employees. But we must remember that everyone is different, with their own motivators, values, and biases. It's essential to understand that we can't change a person's nature. Instead, we should focus on eliciting answers from employees and helping them overcome their own motivational roadblocks.

So, how can we do this? It starts with shifting our perspective. Instead of seeing the employee as a problem to fix, we should see them as a person to understand. This means spending time and attention to truly grasp what matters to them. Casual conversations can reveal valuable insights into their world, uncovering their expectations, desires, and experiences.

Once we have this understanding, it's time to break free from rigid thought patterns. We need to consider all possible solutions and let go of preconceived notions. By reframing our objectives and identifying the root cause of dissatisfaction, we can find new ways to align with the employee's core interests.

Let me share a personal story to illustrate this point. In an IT consulting organization, my team and I worked tirelessly on a mobile app project for a Hong Kong airline. Despite facing poor upper-level project management, we pushed through to deliver the project on time. However, our efforts were met with criticism instead of recognition from senior management. As a result, many team members left for jobs that offered better financial incentives.

But here's where things changed. After I resigned, the company director reached out to me and genuinely listened to my concerns. He recognized my career ambitions and offered me a project perfectly aligned with my interests. That not only persuaded me to stay, but it also restored my motivation.

After deciding to stay, I took it upon myself to motivate my team to do the same. I sat down with each member, understood their concerns, and offered tangible incentives, such as free lunches and snacks. Studies show that rewards are more effective than punishments in motivating behavior. Positive reinforcement encourages employees to go above and beyond their usual responsibilities, resulting in greater efficiency and productivity.

As leaders, we must adopt a servant-leader approach that prioritizes the intersection of our team's passion and contributions. A 2014 Deloitte report revealed that a significant portion of the workforce is underperforming due to a lack of passion for their work. Now, more than ever, it's crucial for us to employ strategies that energize both individual team members and the group as a whole.

Addressing underperformance and clearly communicating that poor results don't necessarily lead to immediate dismissal can significantly boost morale. When people see a problem-solving culture, it fosters a healthier and more productive workplace.

And that brings us to the end of today's episode. Remember, to motivate challenging employees, it's all about inspiring them to motivate themselves. Listen, understand, and align their interests with the goals of the team. Thank you for joining me on Continuous Improvement. I'm Victor, and I'll see you in the next episode!

  • in zh
  • 1 min read

處理問題人物 - 如何有效激勵你的團隊

要讓人們跟隨你的領導，唯一的方法是激勵他們激發自身的動力。當試圖激勵有挑戰性的員工時，管理者最常犯的錯誤就是依賴邏輯論證和銷售語言。然而，人各有各的動機，價值觀和偏見，導致他們對什麼是可以接受的有不同的理解。考慮到管理的一個基本原則是你無法改變一個人的本質，這些差異觀點經常導致不滿意的結果。

與其強加解決方案，更有效的方法是從員工那裡得到答案，鼓勵他們克服自己的激勵障礙。對於即時解決問題，領導者必須改變他們的觀點：將員工視為一個需要理解的人，而不是一個需要解決的問題。這涉及到花費時間和精力真正了解對個人有何重要的事情。隨意的對話可以提供對員工世界的寶貴見解，揭示他們的期望，願望，和經驗。

在這次分析之後，管理者應該打破僵化的思維模式，考慮所有可能的解決方案。放棄先入為主的觀念，對各種結果保持開放。重新定義你的目標，找出不滿的根本原因，然後找到新的方式來與員工的核心利益相符。

例如，在一家 IT 諮詢機構，內在動機如成就感，認可，工作性質，責任感，和進步都是至關重要的。儘管由於項目管理的上級管理疏忽導致了很多不滿，但我和我的團隊仍然在深夜和周末加班，為香港的一家航空公司準時交付了一個移動應用項目。然而，項目結束後，團隊士氣低落。為什麼呢？我們的努力換來的是高層管理層的批評，而非認可。因此，許多團隊成員離職，去尋求提供更好金錢報酬的工作。

在我辭職後，公司的董事通過真正聆聽我的疑慮並認知我的職業野心（如大數據分析，機器學習和人工智能），說服我留下。他給我提供了一個與我的興趣完全符合的項目，我的動力恢復了。

在決定留下後，我負責激勵我的團隊也做出同樣的決定。我與每個成員見面，了解他們的疑慮，並提供實質的激勵，如免費的午餐和小吃。神經科學認為，獎勵比懲罰更能激勵行為。研究顯示，有條件的獎金可以使銷售量增加24%，而積極的反饋鼓勵員工超越他們平常的職責。這個額外的努力使公司更加有效和高效。

因此，採用一種僕人領導者的方法，讓我的團隊的熱情和貢獻變得至關重要。

一份2014年的德勤報告透露，多達87%的美國勞動力由於對他們的工作缺乏熱情而無法發揮全部的能力。現在，領導者必須采用能夠激發個體團隊成員和整個團隊的策略。處理低效能並清楚地傳達差的結果不一定會導致立即解僱，可以顯著提升士氣。當人們看到一個解決問題的文化，結果會產生一個更健康，更有生產力的工作場所。

  • 3 min read

Transform Yourself into the Leader Others Want to Follow - Learning Charisma

Charisma is a skill that can be learned, even if not everyone is a natural-born charismatic leader. By understanding the principles of charisma, we can incorporate its magical qualities into our lives. We can cultivate deep trust among our followers by guiding them toward a clear vision. With hard work and the right strategies, we can become leaders who are admired and respected.

Max Weber, a prominent early 20th-century German sociologist, was the first to popularize the term "charisma." Charismatic leaders can use reasoned discourse to build moral credibility and ignite the passions of their followers. This leads the followers to feel a sense of purpose, inspiration to accomplish great things, and sometimes even blind faith. Research identifies nine verbal and three non-verbal techniques to achieve this.

Firstly, charismatic speakers can help the audience understand, relate to, and remember their message by using metaphors, similes, and analogies. As an IT consultant, I often need to translate technical information into business language for senior management. For example, I compare our scrum team developers to a Navy SEAL squad to illustrate the need for cross-functionality. This analogy clearly communicates the importance of adaptability within an agile team.

Secondly, using stories and personal experiences can make a message more engaging and relatable. Charismatic leaders have a unique way of verbal expression and can find common ground with their audience. For instance, Steve Jobs' 2005 Stanford Commencement Address powerfully connected with people by sharing pivotal moments in his life. His stories are not just moving, but they also inspire me to excel in what I love to do.

Thirdly, contrasts provide a straightforward method to blend logic and emotion, making your stance more memorable. John F. Kennedy's famous words, "Ask not what your country can do for you; ask what you can do for your country," serve as a potent example of using contrasts effectively.

Fourthly, rhetorical questions can foster engagement. Martin Luther King Jr.'s "I Have a Dream" speech is an exemplary piece that employs this technique, inspiring hundreds of thousands of civil rights supporters.

Fifthly, the "rule of three" is a reliable persuasion technique that simplifies any message into key points. Abraham Lincoln's Gettysburg Address employed this strategy effectively.

Sixthly, making moral statements or expressing the collective sentiment can enhance a leader's credibility. These expressions exhibit the leader's character, persuading the audience to follow them.

Seventhly, setting high aspirations and displaying passion can further motivate followers. This passion can only manifest if the leader genuinely believes in their vision and has faith in their team.

In addition to verbal techniques, non-verbal cues like animated speech, facial expressions, and gestures can also be impactful. Though these non-verbal cues may not be suitable for everyone, they make the message more accessible to the audience.

Recently, I was promoted to team leader in my IT consulting firm, allowing me to apply these techniques in a complex project involving a mobile app for a Hong Kong airline. By mastering skills that go beyond public speaking, I can build stronger emotional connections with team members and earn their respect.

The best way to master these techniques is through preparation and practice. These skills prepare me for both public speaking and individual conversations, where I need to be both persuasive and spontaneous. For instance, every three weeks, I must demo our team's latest product. Using a balanced combination of verbal and non-verbal techniques has significantly improved the reception of my presentations. The notion that I can't improve because I wasn't born charismatic is a fallacy. Through training and practice, I've managed to narrow the charisma gap, making me a more effective leader for our project.

  • in podcast
  • 3 min read

Transform Yourself into the Leader Others Want to Follow - Learning Charisma

Hello, hello, and welcome to "Continuous Improvement," the podcast where we explore ways to become better leaders and make a difference in our fields. I'm your host, Victor, and today we're diving into the fascinating world of charisma.

Charisma, that magical quality that some leaders possess, can actually be learned. That's right - even if you weren't born with a natural charisma, you can develop the skills to become a charismatic leader. In today's episode, we'll uncover the principles of charisma and discuss some strategies to incorporate its powerful qualities into our lives.

But before we dive in, let's take a look at the origins of charisma. The term was popularized by Max Weber, a prominent German sociologist in the early 20th century. Charismatic leaders have the ability to build trust, inspire followers, and guide them towards a clear vision.

One of the first techniques we can explore is the use of metaphors, similes, and analogies. As an IT consultant myself, I often find myself translating technical information into business language for senior management. Comparing our scrum team developers to a Navy SEAL squad, for example, helps illustrate the need for cross-functionality within an agile team.

Another powerful technique is storytelling. Charismatic leaders have a special way of connecting with their audience by sharing personal experiences and stories. Just think of Steve Jobs' iconic Stanford Commencement Address in 2005, where he captivated listeners by recounting pivotal moments in his life. Those stories not only moved people but also inspired them to excel in what they love to do.

Contrasts also play a significant role in making a message more memorable. Take John F. Kennedy's famous line, "Ask not what your country can do for you; ask what you can do for your country." By juxtaposing the individual with the collective, Kennedy crafted a powerful and lasting message.

Rhetorical questions are yet another tool in a charismatic leader's arsenal. We've all heard Martin Luther King Jr.'s iconic "I Have a Dream" speech, where he used rhetorical questions to engage and inspire hundreds of thousands of civil rights supporters.

And let's not forget the persuasive power of the "rule of three." Abraham Lincoln's Gettysburg Address is a prime example of using this strategy to distill any message into key points, making it more concise and impactful.

Making moral statements or expressing collective sentiment can also enhance a leader's credibility. These expressions reveal the leader's character, convincing the audience to follow in their footsteps.

Additionally, setting high aspirations and displaying passion can further motivate followers. This passion stems from genuinely believing in the vision and having faith in the team. When leaders lead with conviction, their charisma shines through.

Now, while we've focused on verbal techniques so far, we shouldn't overlook the power of non-verbal cues. Animated speech, facial expressions, and gestures can amplify a message's impact, making it more accessible to the audience. Of course, not all non-verbal cues work for everyone, but they can be valuable tools when used appropriately.

As with any skill, practice makes perfect. Preparing and practicing these techniques allows us to become more persuasive and spontaneous in both public speaking and individual conversations. By narrowing the charisma gap, we can build stronger emotional connections with our team members and earn their respect.

Personally, I've been implementing these techniques in my role as a team leader in my IT consulting firm. Recently, we embarked on a complex project involving a mobile app for a Hong Kong airline. Through the mastery of skills that go beyond public speaking, I've been able to forge stronger bonds with my team members and deliver more impactful presentations.

So, let go of the notion that charisma is a talent reserved for a lucky few. Break that fallacy! Through training and practice, we can all become more charismatic leaders. And who knows, you might just surprise yourself with the influential impact you can have.

That's it for today's episode of "Continuous Improvement." I hope you found these insights on charisma helpful and I encourage you to explore these techniques further in your own leadership journey.

Remember, true leadership is about continuous improvement - always striving to be better than you were yesterday.

Thank you for joining me today. Until next time, stay curious and keep improving!

  • in zh
  • 1 min read

將自己轉變為他人希望追隨的領導者 - 學習魅力

魅力是一種可以學習的技能，即使並非每個人都是天生的魅力型領導者。通過理解魅力的原理，我們可將其神奇的品質融入我們的生活中。我們可以通過為我們的追隨者指引清晰的願景，來培養他們對我們的深厚信任。通過努力工作和正確的策略，我們可以成為被人們欽佩和尊重的領導者。

20世紀初期的德國著名社會學家馬克斯·韋伯首次使“魅力”這個詞廣為人知。魅力型領導者可以使用理性的論述來構建道德信譽，並點燃他們的追隨者的激情。這讓追隨者產生目標感，有靈感去完成偉大的事情，甚至有時會產生盲目的信念。研究確定了九種語言技巧和三種非言語技巧以實現這一目標。

首先，具有魅力的演說者可以通過比喻、擬人和類比讓聽眾理解、聯繫和記住他們的訊息。作為一名IT顧問，我經常需要將技術信息翻譯成高層管理人員可以理解的商業語言。例如，我將我們的敏捷開發團隊比作海豹突擊隊，來說明需要橫向協作的重要性。這樣的比喻清楚地傳達了敏捷團隊內部的適應性的重要性。

其次，使用故事和個人經驗可以使訊息更具吸引力和可關聯性。魅力型領導者有一種獨特的語言表達方式，能和他們的聽眾找到共同點。例如，史蒂夫·賈伯斯在2005年的斯坦福開學演講中，通過分享他人生中的關鍵時刻，與人們產生了強烈的關聯性。他的故事不僅觸動人心，而且激勵我去追求我所熱愛的事業。

第三，對比是一種簡單明了的方法，可把邏輯和情感結合在一起，使你的立場更加令人瞩目。約翰·F·肯尼迪的名言：“不要問你的國家能為你做什麼，而應該問你能為你的國家做什麼”，就是有效使用對比的一個深刻的例子。

第四，修辭問句能夠引發聽眾的參與。馬丁·路德·金恩的“I Have a Dream”演講就是一個使用了這種技巧的典範，激勵了數以十萬計的民權支持者。

第五，“三段法”是一種讓任何信息變得簡單的可靠說服技巧。亞伯拉罕·林肯的葛底斯堡演說就是有效運用了這種策略的例子。

第六，發表道德陳述或表達集體情感可以提升領導者的信譽。這些表達展現了領導者的品格，說服聽眾跟隨他們。

第七，設定高度的期望和展現激情可以進一步激勵追隨者。只有領導者真誠地相信自己的願景並對自己的團隊有信心，這種激情才能顯現出來。

除了語言技巧外，非語言暗示，如生動的言語，面部表情和手勢，也可以產生影響。雖然這些非語言暗示可能不適合每一個人，但他們使訊息更容易被聽眾接收。

最近，我在我的IT諮詢公司被提升為團隊領導，使我能夠在一個涉及香港航空公司手機應用程序的複雜項目中應用這些技巧。通過掌握超越公眾演講的技巧，我可以與團隊成員建立更強烈的情感聯繫，並贏得他們的尊重。

掌握這些技巧的最佳方式是通過準備和練習。這些技巧讓我無論在公共演講還是個別對話中都能讓我具有說服力且自然流暢。例如，每三個星期，我必須展示我們團隊的最新產品。使用言語和非語言技巧的平衡組合，顯著提高了我演示的接受度。認為我不能提高，因為我不是天生的魅力型人物，這是一種謬論。通過訓練和練習，我成功地縮小了魅力差距，使我成為我們項目中更有效的領導者。