TED英语演讲一个简单的职场潜规则最新范文.docx

1、TED英语演讲一个简单的职场潜规则最新范文TED英语演讲：一个简单的职场潜规则工作中的每项任务都做对、每个正确的建议都听,但升迁都没你的份!为什么?Susan分享了一个简单又惊人的潜规则,一个从来没人跟你明说的事实。这场演讲看似针对女性听众,却能让男性、女性、新鲜人、职场老鸟都受益良多。下面是小编为大家收集关于TED英语演讲：一个简单又惊人的职场潜规则,欢迎借鉴参考。一个简单又惊人的职场潜规则Women represent 50 percent of middle management and professional positions, but the percentages of wom

2、en 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?女性占据50%的中层管理和专业职位,但在企业高层职务中女人所占的百分比,甚至还不到上述数字的三分之一。因此一些人听到这个统计数据后就会问,为什么女性领导者如此之少?But I look at that statistic and, if you, like me, believe

3、that leadership manifests at every level, you would see that theres 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?但是我看着这个统计数据,并且,如果你跟我一样

4、,相信那上面显示的各级别领导人数,你会看到中管管理有着数量惊人的杰出女性领导者,由此你会提出另一个问题：为什么有这么多女性卡在中层?她们怎样才能升到高层?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 i

5、n a Fortune 50 company, and she said to me with a sense of deep frustration, “Ive worked really hard to improve my confidence and my assertiveness and develop a great brand,你们中的一些人可能正是那些正在寻求升职的女性中层管理者。嗯,汤娅是这些女性中一个典型例子。我两年前认识她。那时她是一家财富50强企业的副总裁,她怀着一种深深的挫败感对我说：“我很努力去提升我的自信和魄力,并且将自己打造成一个很棒的品牌,I get ter

6、rific performance evals from my boss, my 360s in the organization let me know that my teams love working for me, Ive taken every management course that I can here, I am working with a terrific mentor, and yet Ive been passed over twice for advancement opportunities, even when my manager knows that I

7、m committed to moving up and even interested in an international assignment. I dont understand why Im being passed over.”我从上司那里得到了很好的评价,公司的360度测评让我知道,我的团队很喜欢为我工作,我参加了公司所有管理课程,我跟一个很优秀的导师一起工作,但是我已经错失了两次升职机会,尽管我的经理知道我一直致力于升职并且愿意接受海外派遣。我不明白为什么我会错失晋升的机会。”In order to move up in organizations, you have to

8、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.为了在组织中获得晋升,你必须要显现你的领导才能,这也适用于你们中的所有人,不管是女性还是男性。这意味着你必须运用你的长处

9、去获得认可,并让别人发挥优势去获得和维持非凡的成果。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 elemen

10、ts of leadership are important, when it comes to moving up in organizations, they arent equally important. So pay attention to the green box as I move forward.换句话说,它意味着你必须使用你的技巧、天赋和才能,帮助企业实现 战略财务目标,并且通过与企业内外的人有效地合作,以达到上述目标。虽然领导能力中的这三个要素都很重要,但当涉及到在组织中获得晋升时,它们的重要性是不一样的。接下来请注意绿色柱条。In seeking and identi

11、fying 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 fin

12、ancial acumen.在寻找和确定拥有高潜能那种能做到企业高层的潜能的员工时,技巧和能力,也就是图中的绿色柱条,它们的重要性是领导能力中其它两个要素的两倍。这些技巧和能力 可以总结为商业、战略和财务智慧。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 th

13、e organization forward. This is that missing 33 percent of the career success equation for women, not because its missing in our capabilities or abilities, but because its missing in the advice that were given.换句话说,这套技能必须要与理解企业发展方向、发展战略、财务目标相结合,并且要理解你在企业发展过程中所扮演的角色。这就是女性的事业成功方程式中那迷失的33%,不是因为我们的才能不足,

14、而是因为没能得到合理的建议。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.他们说,“我们寻

15、找那些能够与客户融洽相处,能够增强团队力量,能够有效谈判,能够妥善处理冲突的员工,总的来说就是非常善于沟通的人。“ 这又是哪个领导力要素呢?帮助他人发挥优势。And then they pretty much stopped. So I asked, “Well, what about people who understand your business, where its going, and their role in taking it there? And what about people who are able to scan the external environment

16、, 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?”这时他们默不作声。因此我就问,“嗯

17、,那你们怎么看待那些了解公司业务,知道公司走向,并且知道自己在其中扮演什么角色的人呢?你们怎么看待那些能够审视外部环境,识别危险和机遇,制定策略或者提出战略性建议的人呢?以及如何看待那些面对公司财务报表能理解它所透露出来的讯息,然后采取适当行动或者提出适当建议的人呢?So this is obvious, right? But how can it be? Well, there are primarily three reasons that theres this missing 33 percent in the career success advice given to women?

18、 When organizations direct women toward resources that focus on the conventional advice that weve been hearing for over 40 years, theres a notable absence of advice that relates to business, strategic and financial acumen.这很明显,对吧?但是为什么会这样呢?嗯,主要有三个原因可以解释为什么给女性关于成功职业的建议中有一个失踪的33%。当企业给女性提供指导时,一般都集中在传统的

19、建议,我们已经听了超过40年的那种建议,而对于那些跟商业、战略和财务目标有关的建议则很少提到。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 Tonyas been working on, and advice about working with other people, things like learn to

20、 self-promote, get a mentor, enhance your network, and virtually nothing said about the importance of business, strategic and financial acumen.大多数建议都是强调那些我们需要采取的个人行动,比如说变得更加坚定、更加自信,打造自己的个人品牌,也就是汤娅一直在努力实现的那些目标,以及一些关于如何与其他人共事的建议,比如说学会自我推销、找一个导师、增强你的人际网络。事实上没人说过商业、策略和财务智慧的重要性。This doesnt mean that this

21、 advice is unimportant. What it means is that this is advice thats absolutely essential for breaking through from career start to middle management, but its not the advice that gets women to break through from the middle, where were 50 percent, to senior and executive positions. And this is why conv

22、entional advice to women in 40 years hasnt closed the gender gap at the top and wont close it.但这并不意味着这个建议不重要。而是意味着这个建议是从职业生涯开端向中层管理突破所必需的建议,但它不是那种能让女性从中层管理这个女性占据50%份额的位置向高管职位突破的建议。这就是为什么这些给女性的传统建议在这40年间并没有缩小高层职位上的性别差异,而且将来也不会缩小。Now, the second reason relates to Tonyas comments about having had excel

23、lent 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 shes getting messages from her organization through the talent development systems and performance management systems that let her know how impo

24、rtant it is to develop business, strategic and financial acumen, but here again, that green square is quite small.接下来,第二个原因跟为什么汤娅在上级那里得到很好的评价、从团队里得到不错的反馈、并且参加了所有能参加的管理课程,却得不到晋升有关。你可能会认为她通过人才发展系统和绩效管理系统从公司获得了信息,让她知道发展商业、策略和财务智慧是多么重要,但是你看,绿色柱条还是非常小。On average, talent and performance management systems

25、 in the organizations that Ive 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 havent closed and wont close the gender gap at the top.平均来说,在我工作过的那些组织里的人才

26、和绩效管理系统对于另外两项领导能力要素的重视是商业、策略和财务智慧的三倍,这就是为什么传统的人才和绩效管理系统过去并没有,而且将来也不会缩小高层管理中的性别差异。Now, Tonya also talked about working with a mentor, and this is really important to talk about, because if organizations, talent and performance systems arent giving people in general information about the importance of

27、 business, strategic and financial acumen, how are men getting to the top? Well, there are primarily two ways. One is because of the positions theyre guided into, and the other is because of informal mentoring and sponsorship.汤娅也谈到过跟导师一起工作,这个真的很重要,因为如果组织的人才和绩效管理系统没有给大家提供关于商业、策略和财务智慧 重要性的信息,那么男性又是如何获

28、得提升的呢?主要来说有两种方式。一个是因为他们会被引导进入这些职位,另一个是私下的指导 和支持。So what this illustrates is that as managers, whether were women or men, we have mindsets about women and men, about careers in leadership, and these unexamined mindsets wont close the gender gap at the top. So how do we take this idea of the missing 3

29、3 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 were people who understand our businesses, where theyre headed, and our role in taking it there.所以这说明作为主管,不管我们是女是男,我们都对于女性和男性、 对

30、于他们的领导能力有不同的心态,而这些未经检验的心态不可能缩小高层管理中的性别差距。那我们要如何看待 失踪的33% 并采取措施呢?对于女性来说,答案很明显：我们必须开始集中更多精力 发展和展现那些我们已有的、能显示出我们是那种理解企业业务和发展走向以及自己定位的技能。Thats what enables that breakthrough from middle management to leadership at the top. But you dont have to be a middle manager to do this. One young scientist that wor

31、ks 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.这样,我们才能从中层管理向高层突破。我们不用等到中层管理才这样做。有一个生物技术公司的青年科学家利用她对失踪的33%的了解将财务影响数据编进了她做的一个项目更新报告里,然后获得了管理层 极大的正面反馈。So w

32、e dont want to put 100 percent of the responsibility on womens shoulders, nor would it be wise to do so, and heres 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 strat