TED演講：你可能沒有得到的職場建議
工作中的每項任務(wù)都做對、每個正確的建議都聽，但升遷都沒你的份!為什么?Susan分享了一個簡單又驚人的潛規(guī)則，一個從來沒人跟你明說的事實。這場演講看似針對女性聽眾，卻能讓男性、女性、新鮮人、職場老鳥都受益良多。下面是小編為大家收集關(guān)于TED演講：你可能沒有得到的職場建議，歡迎借鑒參考。
演說題目：你可能沒有得到的職場建議!
演說者：Susan Colantuono
中英對照演講稿
Women represent 50 percent of middle management and professional positions, but the percentages of women at the top of organizations represent not even a third of that number. So some people hear that statistic and they ask, why do we have so few women leaders?
女性占據(jù)50%的中層管理和專業(yè)職位，但在企業(yè)高層職務(wù)中女人所占的百分比，甚至還不到上述數(shù)字的三分之一。因此一些人聽到這個統(tǒng)計數(shù)據(jù)后就會問，為什么女性領(lǐng)導(dǎo)者如此之少?
But I look at that statistic and, if you, like me, believe that leadership manifests at every level, you would see that there's a tremendous, awesome resource of leaders who are leading in middle management, which raises a different question: Why are there so many women mired in the middle and what has to happen to take them to the top?
但是我看著這個統(tǒng)計數(shù)據(jù)，并且，如果你跟我一樣，相信那上面顯示的各級別領(lǐng)導(dǎo)人數(shù)，你會看到中管管理有著數(shù)量驚人的杰出女性領(lǐng)導(dǎo)者，由此你會提出另一個問題：為什么有這么多女性卡在中層?她們怎樣才能升到高層?
So some of you might be some of those women who are in middle management and seeking to move up in your organization. Well, Tonya is a great example of one of these women. I met her two years ago. She was a vice president in a Fortune 50 company, and she said to me with a sense of deep frustration, "I've worked really hard to improve my confidence and my assertiveness and develop a great brand,
你們中的一些人可能正是那些正在尋求升職的女性中層管理者。嗯，湯婭是這些女性中一個典型例子。我兩年前認(rèn)識她。那時她是一家財富50強企業(yè)的副總裁，她懷著一種深深的挫敗感對我說：“我很努力去提升我的自信和魄力，并且將自己打造成一個很棒的品牌，
I get terrific performance evals from my boss, my 360s in the organization let me know that my teams love working for me, I've taken every management course that I can here, I am working with a terrific mentor, and yet I've been passed over twice for advancement opportunities, even when my manager knows that I'm committed to moving up and even interested in an international assignment. I don't understand why I'm being passed over."
我從上司那里得到了很好的評價，公司的360度測評讓我知道，我的團隊很喜歡為我工作，我參加了公司所有管理課程，我跟一個很優(yōu)秀的導(dǎo)師一起工作，但是我已經(jīng)錯失了兩次升職機會，盡管我的經(jīng)理知道我一直致力于升職并且愿意接受海外派遣。我不明白為什么我會錯失晉升的機會。”
In order to move up in organizations, you have to be known for your leadership skills, and this would apply to any of you, women or men. It means that you have to be recognized for using the greatness in you to achieve and sustain extraordinary outcomes by engaging the greatness in others.
為了在組織中獲得晉升，你必須要顯現(xiàn)你的領(lǐng)導(dǎo)才能，這也適用于你們中的所有人，不管是女性還是男性。這意味著你必須運用你的長處去獲得認(rèn)可，并讓別人發(fā)揮優(yōu)勢去獲得和維持非凡的成果。
Put in other language, it means you have to use your skills and talents and abilities to help the organization achieve its strategic financial goals and do that by working effectively with others inside of the organization and outside. And although all three of these elements of leadership are important, when it comes to moving up in organizations, they aren't equally important. So pay attention to the green box as I move forward.
換句話說，它意味著你必須使用你的技巧、天賦和才能，幫助企業(yè)實現(xiàn) 戰(zhàn)略財務(wù)目標(biāo)，并且通過與企業(yè)內(nèi)外的人有效地合作，以達到上述目標(biāo)。雖然領(lǐng)導(dǎo)能力中的這三個要素都很重要，但當(dāng)涉及到在組織中獲得晉升時，它們的重要性是不一樣的。接下來請注意綠色柱條。
In seeking and identifying employees with high potential, the potential to go to the top of organizations, the skills and competencies that relate to that green box are rated twice as heavily as those in the other two elements of leadership. These skills and competencies can be summarized as business, strategic, and financial acumen.
在尋找和確定擁有高潛能——那種能做到企業(yè)高層的潛能——的員工時，技巧和能力，也就是圖中的綠色柱條，它們的重要性是領(lǐng)導(dǎo)能力中其它兩個要素的兩倍。這些技巧和能力 可以總結(jié)為商業(yè)、戰(zhàn)略和財務(wù)智慧。
In other words, this skill set has to do with understanding where the organization is going, what its strategy is, what financial targets it has in place, and understanding your role in moving the organization forward. This is that missing 33 percent of the career success equation for women, not because it's missing in our capabilities or abilities, but because it's missing in the advice that we're given.
換句話說，這套技能必須要與理解企業(yè)發(fā)展方向、發(fā)展戰(zhàn)略、財務(wù)目標(biāo)相結(jié)合，并且要理解你在企業(yè)發(fā)展過程中所扮演的角色。這就是女性的事業(yè)成功方程式中那迷失的33%，不是因為我們的才能不足，而是因為沒能得到合理的建議。
They said, "We look for employees who are great with our customers, who empower their teams, who negotiate effectively, who are able to manage conflict well, and are overall great communicators." Which element of leadership does that equate to? Engaging the greatness in others.
他們說，“我們尋找那些能夠與客戶融洽相處，能夠增強團隊力量，能夠有效談判，能夠妥善處理沖突的員工，總的來說就是非常善于溝通的人。“ 這又是哪個領(lǐng)導(dǎo)力要素呢?幫助他人發(fā)揮優(yōu)勢。
And then they pretty much stopped. So I asked, "Well, what about people who understand your business, where it's going, and their role in taking it there? And what about people who are able to scan the external environment, identify risks and opportunities, make strategy or make strategic recommendations? And what about people who are able to look at the financials of your business, understand the story that the financials tell, and either take appropriate action or make appropriate recommendations?"
這時他們默不作聲。因此我就問，“嗯，那你們怎么看待那些了解公司業(yè)務(wù)，知道公司走向，并且知道自己在其中扮演什么角色的人呢?你們怎么看待那些能夠?qū)徱曂獠凯h(huán)境，識別危險和機遇，制定策略或者提出戰(zhàn)略性建議的人呢?以及如何看待那些面對公司財務(wù)報表能理解它所透露出來的訊息，然后采取適當(dāng)行動或者提出適當(dāng)建議的人呢?
So this is obvious, right? But how can it be? Well, there are primarily three reasons that there's this missing 33 percent in the career success advice given to women? When organizations direct women toward resources that focus on the conventional advice that we've been hearing for over 40 years, there's a notable absence of advice that relates to business, strategic and financial acumen.
這很明顯，對吧?但是為什么會這樣呢?嗯，主要有三個原因可以解釋為什么給女性關(guān)于成功職業(yè)的建議中有一個失蹤的33%。當(dāng)企業(yè)給女性提供指導(dǎo)時，一般都集中在傳統(tǒng)的建議，我們已經(jīng)聽了超過40年的那種建議，而對于那些跟商業(yè)、戰(zhàn)略和財務(wù)目標(biāo)有關(guān)的建議則很少提到。
Much of the advice is emphasizing personal actions that we need to take, like become more assertive, become more confident, develop your personal brand, things that Tonya's been working on, and advice about working with other people, things like learn to self-promote, get a mentor, enhance your network, and virtually nothing said about the importance of business, strategic and financial acumen.
大多數(shù)建議都是強調(diào)那些我們需要采取的個人行動，比如說變得更加堅定、更加自信，打造自己的個人品牌，也就是湯婭一直在努力實現(xiàn)的那些目標(biāo)，以及一些關(guān)于如何與其他人共事的建議，比如說學(xué)會自我推銷、找一個導(dǎo)師、增強你的人際網(wǎng)絡(luò)。事實上沒人說過商業(yè)、策略和財務(wù)智慧的重要性。
This doesn't mean that this advice is unimportant. What it means is that this is advice that's absolutely essential for breaking through from career start to middle management, but it's not the advice that gets women to break through from the middle, where we're 50 percent, to senior and executive positions. And this is why conventional advice to women in 40 years hasn't closed the gender gap at the top and won't close it.
但這并不意味著這個建議不重要。而是意味著這個建議是從職業(yè)生涯開端向中層管理突破所必需的建議，但它不是那種能讓女性從中層管理——這個女性占據(jù)50%份額的位置——向高管職位突破的建議。這就是為什么這些給女性的傳統(tǒng)建議在這40年間并沒有縮小高層職位上的性別差異，而且將來也不會縮小。
Now, the second reason relates to Tonya's comments about having had excellent performance evals, great feedback from her teams, and having taken every management training program she can lay her hands on. So you would think that she's getting messages from her organization through the talent development systems and performance management systems that let her know how important it is to develop business, strategic and financial acumen, but here again, that green square is quite small.
接下來，第二個原因跟為什么湯婭在上級那里得到很好的評價、從團隊里得到不錯的反饋、并且參加了所有能參加的管理課程，卻得不到晉升有關(guān)。你可能會認(rèn)為她通過人才發(fā)展系統(tǒng)和績效管理系統(tǒng)從公司獲得了信息，讓她知道發(fā)展商業(yè)、策略和財務(wù)智慧是多么重要，但是你看，綠色柱條還是非常小。
On average, talent and performance management systems in the organizations that I've worked with focus three to one on the other two elements of leadership compared to the importance of business, strategic and financial acumen, which is why typical talent and performance systems haven't closed and won't close the gender gap at the top.
平均來說，在我工作過的那些組織里的人才和績效管理系統(tǒng)對于另外兩項領(lǐng)導(dǎo)能力要素的重視是商業(yè)、策略和財務(wù)智慧的三倍，這就是為什么傳統(tǒng)的人才和績效管理系統(tǒng)過去并沒有，而且將來也不會縮小高層管理中的性別差異。
Now, Tonya also talked about working with a mentor, and this is really important to talk about, because if organizations, talent and performance systems aren't giving people in general information about the importance of business, strategic and financial acumen, how are men getting to the top? Well, there are primarily two ways. One is because of the positions they're guided into, and the other is because of informal mentoring and sponsorship.
湯婭也談到過跟導(dǎo)師一起工作，這個真的很重要，因為如果組織的人才和績效管理系統(tǒng)沒有給大家提供關(guān)于商業(yè)、策略和財務(wù)智慧 重要性的信息，那么男性又是如何獲得提升的呢?主要來說有兩種方式。一個是因為他們會被引導(dǎo)進入這些職位，另一個是私下的指導(dǎo) 和支持。
So what this illustrates is that as managers, whether we're women or men, we have mindsets about women and men, about careers in leadership, and these unexamined mindsets won't close the gender gap at the top. So how do we take this idea of the missing 33 percent and turn it into action? Well, for women, the answer is obvious: we have to begin to focus more on developing and demonstrating the skills we have that show that we're people who understand our businesses, where they're headed, and our role in taking it there.
所以這說明作為主管，不管我們是女是男，我們都對于女性和男性、 對于他們的領(lǐng)導(dǎo)能力有不同的心態(tài)，而這些未經(jīng)檢驗的心態(tài)不可能縮小高層管理中的性別差距。那我們要如何看待 失蹤的33% 并采取措施呢?對于女性來說，答案很明顯：我們必須開始集中更多精力 發(fā)展和展現(xiàn)那些我們已有的、能顯示出我們是那種理解企業(yè)業(yè)務(wù)和發(fā)展走向以及自己定位的技能。
That's what enables that breakthrough from middle management to leadership at the top. But you don't have to be a middle manager to do this. One young scientist that works in a biotech firm used her insight about the missing 33 percent to weave financial impact data into a project update she did and got tremendous positive feedback from the managers in the room.
這樣，我們才能從中層管理向高層突破。我們不用等到中層管理才這樣做。有一個生物技術(shù)公司的青年科學(xué)家利用她對失蹤的33%的了解將財務(wù)影響數(shù)據(jù)編進了她做的一個項目更新報告里，然后獲得了管理層 極大的正面反饋。
So we don't want to put 100 percent of the responsibility on women's shoulders, nor would it be wise to do so, and here's why: In order for companies to achieve their strategic financial goals, executives understand that they have to have everyone pulling in the same direction. In other words, the term we use in business is, we have to have strategic alignment. And executives know this very well, and yet only 37 percent, according to a recent Conference Board report, believe that they have that strategic alignment in place.
我們不想將責(zé)任100%的壓在女性肩膀上，這樣做也不理智，原因如下：為了讓公司達到 戰(zhàn)略性財務(wù)目標(biāo)，主管們明白他們必須讓所有人向同一個方向使勁。換句話說，用商業(yè)術(shù)語來說就是，我們必須要有戰(zhàn)略一致性。主管們很清楚這一點，但是根據(jù)世界大型企業(yè)聯(lián)合會的最新報告，只有37%的主管相信他們擁有戰(zhàn)略一致性。
So for 63 percent of organizations, achieving their strategic financial goals is questionable. And if you think about what I've just shared, that you have situations where at least 50 percent of your middle managers haven't received clear messaging that they have to become focused on the business, where it's headed, and their role in taking it there, it's not surprising that that percentage of executives who are confident about alignment is so low, which is why there are other people who have a role to play in this.
所以有63%的組織，對于能不能達到他們的戰(zhàn)略財務(wù)目標(biāo)還存有疑問。想一下我剛才所說的，如果你有至少50%的中層管理沒有收到明確的信息，不知道他們必須專注于業(yè)務(wù)和它的走向以及他們在其中扮演的角色，那么也就不必驚訝為什么對于戰(zhàn)略一致性有信心的主管的比例會如此的低，這也是為什么他們需要別人的幫忙。
It's important for directors on boards to expect from their executives proportional pools of women when they sit down once a year for their succession discussions. Why? Because if they aren't seeing that, it could be a red flag that their organization isn't as aligned as it could potentially be. It's important for CEOs to also expect these proportional pools, and if they hear comments like, "Well, she doesn't have enough business experience," ask the question, "What are we going to do about that?"
對于董事會來說很期待在每年的會議上看到一定比例的女性主管。為什么呢?因為如果不是這樣的話，那可能就是一個危險信號，說明他們組織的一致性不如預(yù)期理想。對于首席執(zhí)行官來說，這一比例也很重要，如果他們聽到類似于“她沒有足夠的商業(yè)經(jīng)驗”這樣的評論，那么就要問“我們要怎樣去解決這個問題?”
It's important for H.R. executives to make sure that the missing 33 percent is appropriately emphasized, and it's important for women and men who are in management positions to examine the mindsets we hold about women and men, about careers and success, to make sure we are creating a level playing field for everybody.
對于人事主管們來說確保失蹤的33% 被適當(dāng)?shù)貜娬{(diào)很重要，對于處在管理職位上的女性和男性來說審視我們對于女性和男性、事業(yè)和成功所持有的不同心態(tài)也很重要，確保我們是在為所有人創(chuàng)造一個平等的競爭環(huán)境。
So let me close with the latest chapter in Tonya's story. Tonya emailed me two months ago, and she said that she had been interviewed for a new position, and during the interview, they probed about her business acumen and her strategic insights into the industry, and she said that she was so happy to report that now she has a new position reporting directly to the chief information officer at her company.
讓我用湯婭故事的最新章節(jié)來結(jié)束今天的演講。2個月前，湯婭給我發(fā)了郵件，她說她當(dāng)時面試了一個新職位，面試中，他們考察了她的商業(yè)才智和她對于行業(yè)的戰(zhàn)略觀點，她說她很高興地向我報告現(xiàn)在她有了一個新職位，直接向公司首席信息官報告。
So for some of you, the missing 33 percent is an idea for you to put into action, and I hope that for all of you, you will see it as an idea worth spreading in order to help organizations be more effective, to help women create careers that soar, and to help close the gender gap at the top.Thank you。
所以對你們中的一些人來說，失蹤的33%是一個讓你付諸行動的想法，并希望對你們所有人都有所幫助，你會看到它是一個值得傳播的想法，它可以幫助組織提高效率，幫助女性獲得升遷，以及幫助縮小高層管理中的性別差距。謝謝。
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