毋庸諱言，是人們懶惰的天性和愿意因循舊歷的自然屬性，在自覺不自覺地防礙著我們修改和完善規章制度。找到了原因，解決問題的辦法也就有了。以下是我在運作企業時的經驗總結。

Undoubtedly, it is the lazy nature of people and the natural attribute of being willing to follow the old calendar that consciously or unconsciously hinders us from modifying and improving rules and regulations. Once the cause is identified, there is a solution to the problem. The following is a summary of my experience in operating a business.

非正式拋出話題，進行制度修改前的預熱。人們既然習慣了在原來的規章制度約束下的工作環境，那么當原有的規章制度制約著企業發展需要改變時，新制度的推出好不要搞突然襲擊，要循序漸進，看準機會引出話題，并輕描淡寫地議論上兩句。這時有心的人就會琢磨這句話的意思，并繼續尋找領導要修改規章制度根本原因，有時這些員工為了顯示自己的先知先覺的智慧，還會私下在要好的同事之間議論探討領導講話的意思，甚至就此問題展開針鋒相對的爭論。其實，這些有心的聰明員工在任何企業內部總有那么幾個（即使沒有，企業組織也會造就出來，這是企業組織和人的屬性共同作用的結果）。他們這樣做的過程等于是替領導做思想動員工作，他們不僅努力說服了自己，而且也說服了他周圍的人以適應即將出臺的新制度。所以，有經驗的領導，當他想要修改和補充制度時，往往會在這些有心的聰慧的下屬面前，非正式地拋出話題來，引導大家議論幾句后，又轉移到其他話題了。如此反復兩三次，預熱的過程基本完成。

Unofficially raise a topic to prepare for institutional changes. Since people are accustomed to working in an environment constrained by the original rules and regulations, when the existing rules and regulations constrain the development of the enterprise and need to be changed, the introduction of the new system should not be a sudden attack, but should be gradual, seize the opportunity to bring up the topic, and discuss it lightly in a few sentences. At this point, thoughtful individuals will ponder the meaning of this sentence and continue to search for the root cause of the leader's need to modify rules and regulations. Sometimes, these employees, in order to demonstrate their foresight and wisdom, will privately discuss and discuss the meaning of the leader's speech among close colleagues, and even engage in tit for tat debates on this issue. In fact, there are always a few intelligent employees with intentions within any enterprise (even if not, the enterprise organization will still create them, which is the result of the joint action of the enterprise organization and human attributes). Their process of doing so is equivalent to doing ideological mobilization work for the leader. They not only tried to persuade themselves, but also convinced the people around them to adapt to the upcoming new system. So, experienced leaders, when they want to modify and supplement systems, often informally bring up topics in front of these thoughtful and intelligent subordinates, guide everyone to discuss a few words, and then move on to other topics. After repeating this process two or three times, the preheating process is basically completed.

該怎樣推出新制度？

How to introduce a new system?

發揚民主，讓大家研討并展開爭論。當話題拋出，預熱過程完成后，就要及時在某一范圍的成員會議上作為眾多議題中的一個議題，讓與會人員廣泛參與討論。領導可以作為會議主持把問題正式地講出來，或提前安排一人做一陳述，后自己有引導性地且不流露出強制的痕跡，把所要修改完善的制度正反兩方面的意見都說出來，辯證地看待、分析所要修改的問題，然后讓與會人員充分展開民主討論。待大家議論得差不多了，就來個小結發言。

Promote democracy, let everyone discuss and engage in debate. After the topic is raised and the preheating process is completed, it should be promptly included as one of the many topics in a certain range of member meetings, allowing attendees to participate widely in the discussion. Leaders can act as meeting hosts to formally address issues, or arrange for one person to make a statement in advance. They can then guide and not show any signs of coercion, expressing both positive and negative opinions on the system to be modified and improved. They can dialectically view and analyze the issues to be modified, and then allow attendees to fully engage in democratic discussions. Once everyone has finished discussing, let's summarize and make a speech.

民主議論過程有三個作用：

The process of democratic discourse has three functions:

在沒有正式決定推出之前，讓大家議論，可以發現由于領導個體的角度、見識、信息不對稱等原因對此問題考慮的不周全地方，以便在制定制度時把好的意見吸收進去，這叫集思廣益，體現制定制度的民主性，樹立領導民主作風的風范。

Before a formal decision is made to launch the system, let everyone discuss and discover that due to the perspective, knowledge, information asymmetry, and other reasons of individual leaders, they have not fully considered this issue, so that good opinions can be absorbed when formulating the system. This is called brainstorming, reflecting the democratic nature of formulating the system, and establishing a leadership democratic style.

根據與會人員的議論，可以作些有針對性的探討和分析，有時與會人員之間就會開展這些討論和分析。在此過程中，作為領導可及時發現新問題，持贊同意見的人的背后動因，持反對意見者的背后動因，這樣在制度推出后的執行過程中就可以有的放矢，有針對性重點強化操作，這樣減少制度在實施過程中的盲區和盲點；

Based on the discussions of the attendees, targeted discussions and analyses can be conducted, and sometimes these discussions and analyses may be carried out among the attendees. In this process, as a leader, one can promptly identify new problems, identify the underlying motivations of those who agree and those who disagree. This way, in the implementation process after the system is launched, targeted and focused operations can be strengthened, reducing blind spots and blind spots in the implementation process of the system;

讓大家參與制度的討論過程也時一個宣傳貫徹的過程，大家在議論、探討、爭執過程中，相互也就有了對制度的更深的了解和認識，即使持反對意見的人也會在爭論中自覺和不自覺地接受其他各方的意見，進而明白修改制度的必要性和重要性，即使當場不同意，也會在聽取各方的意見后，進行換位思考，經過進一步的消化進而認同新制度，至少不會認為僅自己的看法正確，持反對意見的人經過反復的思考之后，至少認為修改制度有其道理的，于是他會在今后貫徹執行制度的過程中不會一味的抵觸。

Encouraging everyone to participate in the discussion process of the system is also a process of propaganda and implementation. During the process of discussion, discussion, and dispute, everyone has a deeper understanding and understanding of the system. Even those who hold opposing opinions will consciously and unconsciously accept the opinions of other parties in the debate, and then understand the necessity and importance of modifying the system. Even if they do not agree on the spot, they will listen to the opinions of all parties and engage in empathy, After further digestion and identification with the new system, at least one will not believe that their own views are correct. Those who hold opposing views, after repeated thinking, at least believe that modifying the system makes sense. Therefore, they will not blindly resist in the process of implementing the system in the future.

沒有這樣的民主過程，突然推出新制度，由于每個人的角度不同、想法的差異、素養的高低、秉性的急慢等因素，再加上制度本身的有可能偏差和漏洞，很容易遭致反對浪潮，結果制度剛剛推出，便形成事實上的擱淺，效益也就無從談起。

Without such a democratic process, the sudden introduction of a new system can easily lead to a wave of opposition due to factors such as individual perspectives, differences in ideas, levels of literacy, and urgency of character, as well as possible deviations and loopholes in the system itself. As a result, when the system is just launched, it becomes practically stalled, and the benefits cannot be discussed.

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