職場上，最消耗熱情的，並不是溝通本身，而是和「低認知」的人溝通In the workplace, what truly drains our passion is not communication itself, but communicating with people of “low cognition.”

一、這類人往往有兩個特徵：

1. 本位主義 ——只站在自己的角度思考，缺乏整體觀點。

2. 經驗至上 ——總是用自己的經歷當作唯一標準，缺乏理解他人的意願。

一、These individuals often show two traits:

1. Ego-centered thinking — they only see things from their own perspective.

2. Experience absolutism — they treat their past experience as the ultimate logic, unwilling to understand others.

二、當不得不和這樣的人互動時，我歸納了七個應對策略：

1. 找第三方拍板 ——讓有權威的人來定案，避免無謂拉扯。

2. 放過自己 ——接受認知差異，別過度糾結。

3. 保持距離 ——平常盡量減少接觸，把能量留給更有價值的溝通。

4. 預設框架 ——一開始就明確定義目標和範圍，避免話題發散。

5. 改變輸出方式 ——用流程圖、數據表、checklist，降低爭辯空間。

6. 建立紀錄 ——透過會議記錄、郵件、專案工具，保護自己並增加透明度。

7. 分類投入 ——在必要時只投入最低限度，不必樣樣全力以赴。

這些做法讓我明白，溝通並不是消耗，而是必須懂得「選擇性投入」。真正的熱情，應該留給值得的人與事，才會發揮最大的價值。

二、When we must interact with such people, I’ve found seven practical strategies:

1. Bring in a third party — let an authority figure finalize decisions and avoid endless debate.

2. Let go — accept cognitive gaps and stop overthinking.

3. Keep your distance — reduce unnecessary contact and save energy for meaningful work.

4. Set a framework upfront — define goals and scope clearly from the start to avoid drift.

5. Change your output format — use flowcharts, data tables, or checklists to minimize ambiguity.

6. Document everything — keep written records (emails, meeting notes, project tools) to protect yourself.

7. Scale your effort — give only the minimum required energy, and reserve your passion for what truly matters.

The key lesson: communication itself is not the problem — indiscriminate communication is.By choosing where to invest our passion, we can create far greater impact and preserve our energy for the battles that truly count.