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SusanColantuono_2013X-_没人告诉过你的职场潜规则_
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. 女性占了 50% 的中阶主管和专業职缺, 但在组织顶端的女性比例, 根本不到 17%。
represent:v.代表;表现;描绘;回忆;再赠送; middle management:n.干部; professional:adj.专业的;职业的;职业性的;n.专业人员;职业运动员; percentages:n.[数]百分率,百分比;命中率(percentage的复数); organizations:n.组织,构造,有机体(organization的复数);组织机构;
So some people hear that statistic and they ask, why do we have so few women leaders? 听到这个统计的人会问, 为什么女性领导者那么少？
statistic:n.统计学;统计数字;统计资料;(一项)统计数据;adj.统计(上)的;
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: 但我看到这个数据, 或是你们如果知道, 各个层级的领导人才概况, 你会发现一群为数众多、 杰出的女性领导者, 位在中阶管理的位置。 所以你反而会问:
manifests:vt.证明,表明; vi.显示,出现; n.载货单,货单; adj.显然的,明显的; tremendous:adj.极大的,巨大的;惊人的;极好的; awesome:adj.令人敬畏的;使人畏惧的;可怕的;极好的; resource:n.资源;资料;才智;财力;v.向…提供资金(或设备);
Why are there so many women mired in the middle and what has to happen to take them to the top? 为什么那么多女性 卡在中阶主管？ 她们若想再升迁, 要付出什么代价？
mired:v.陷入困境;处境艰难;陷入泥沼;(mire的过去分词和过去式)
So some of you might be some of those women who are in middle management and seeking to move up in your organization. 在座可能就有女性朋友 正面临这样的情况, 想办法要往上爬。
seeking:v.寻找;寻求;谋求;争取;(向人)请求(seek的现在分词)
Well, Tonya is a great example of one of these women. 「童雅」就是这样的一名女性。
I met her two years ago. 我两年前认识她时,
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 , 她是全球 50 大企業的副总。 那时她充满挫折地跟我说: 「我真的很努力想要增进自信、 决断力和个人风格。
vice:n.恶习;缺点;[机]老虎钳;卖淫;prep.代替;v.钳住;adj.副的;代替的; Fortune:n.财富;命运;运气;v.给予财富,偶然发生 frustration:n.挫折; improve:v.改进;改善; confidence:n.信心;信任;秘密;adj.(美)诈骗的;骗得信任的; assertiveness:n.魄力,自信; brand:v.铭刻于,铭记;打烙印于;印…商标于;n.商标,牌子;烙印;
I get terrific performance evals from my boss, my 360s in the organization let me know that my teams love working for me, 老板对我的评价也很高, 『 360 度考绩』也显示 我的团队很喜欢与我共事。
terrific:adj.极好的;极其的,非常的;可怕的; performance:n.性能;表现;业绩;表演;
I've taken every management course that I can here, 我去进修所有的管理课程,
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 . 我还有一个很棒的企業导师, 但我已经和两次升迁的机会 尽管我的主管知道 我很想往上升, 而且有意接下海外任务,
mentor:n.指导者,良师益友;vt.指导; advancement:n.前进,进步;提升; committed:adj.坚信的; v.做出错事; (commit的过去分词和过去式) assignment:n.分配:(分派的)工作,任务:
I don't understand why 我真的搞不懂为什么
I'm being passed over." 最后升的人都不是我？」
So what Tonya doesn't realize is that there's a missing 33 percent of the career success equation for women, and it's understanding what this missing 33 percent is that's required to close the gender gap at the top. 童雅不知道的是, 对女性有所谓的 「消失的 33% 」职场方程式。 去了解这「消失的 33%」的原因, 才会消除组织高层的性别差异。
career:n.职业;事业;生涯;经历; equation:n.方程式,等式;相等;[化学]反应式; gender:n.性别; gap:n.差距;间隙;缺口;间隔;v.使豁裂;豁开;
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. 若想要在组织内升迁, 就必须展现你的领导才能, 无论男女都是这样的。
apply:v.申请;涂,敷;应用;适用;请求;
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. 也就是你必须被认可, 有能力运用你的优势, 再让别人发挥长处, 创造或维持非凡的成果。
recognized:v.认识;认出;辨别出;承认;意识到;(recognize的过去分词和过去式) greatness:n.伟大;巨大; sustain:v.支持;支撑;遭受;证实; extraordinary:adj.非凡的;特别的;离奇的;临时的;特派的; outcomes:n.结果;成果;后果;出路;(outcome的复数) engaging:adj.有趣的; v.吸引住(注意力、兴趣); (engage的现在分词)
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. 换句话说, 你要运用你的技巧、天赋、能力, 去幫助组织达成 策略性的财务目标, 藉由有效率的团队合作, 无论是组织的内部或外部皆同。
strategic:adj.战略上的,战略的; financial:adj.金融的;财政的,财务的;
And although all three of these elements of leadership are important, when it comes to moving up in organizations, they aren't equally important. 虽然这三项关于领导的要素 当说到组织内的升迁时, 之间的重要性就不同了。
elements:n.要素;基本部分;少量;一群;(element的复数)
So pay attention to the green box as I move forward. 所以接下来请大家 注意绿色的部分。
pay attention to:注意
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. 在寻找、挑选有潜力的员工时, 可以爬到顶端的那种潜力, 和绿色框框相关的技巧和能力, 会比另外两项领导特质 受到两倍的重视。
identifying:n.识别,标识;标识关系;v.识别;(identify的现在分词) potential:n.潜能;可能性;[电]电势;adj.潜在的;可能的;势的; competencies:n.能力(competency的复数);胜任特征;职业能力素质;
These skills and competencies can be summarized as business, strategic, and financial acumen . 这些技巧和能力 可以被归纳为 商業、策略性、金融的敏锐度。
summarized:v.总结,概括;概述(summarize的过去式及过去分词形式); acumen:n.聪明,敏锐;
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. 换句话说,这套技能和 了解组织的前景、 组织的策略、 组织的财务目标, 还有了解自己在组织进步 过程中的定位有关系。
strategy:n.策略;行动计划;部署;战略;
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. 这就是消失的 33% , 中高阶女性比例的落差。 不是因为我们的能力或意愿不足, 而是职场建议里根本没这一条。
Here's what I mean by that. 举个例子给你们听。
Five years ago, I was asked to moderate a panel of executives , and the topic for the evening was "What do you look for in high-potential employees?" 5 年前,我被邀去主持一场 行政主管的会议。 那晚的主题是: 「如何挑选有潜力的员工？」
moderate:v.缓和; adj.适度的; n.持温和观点者(尤指政见); panel:n.镶板;仪表盘;钣金;(衣服上的)镶条;v.镶板(用木或玻璃板等镶嵌或装饰); executives:n.经理,主管领导,管理人员;领导层;行政部门(executive的复数)
So think about the three elements of leadership as I summarize for you what they told me. 回想一下刚刚讲过的, 总结出的 3 个领导特质;
They said, "We look for people who are smart and hard working and committed and trustworthy and resilient ." 他们说:「我们想找的人, 是聪明、认真、投入、 值得信任而且抗压性高。」
trustworthy:adj.可靠的;可信赖的; resilient:adj.弹回的,有弹力的;
So which element of leadership does that relate to? 所以这是哪一项特质？
Personal greatness. 个人才能。
Personal:adj.个人的;身体的;亲自的;n.人事消息栏;人称代名词;
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 ." 他们又说:「我们要的员工 要跟客户处得好、 对公司团队有幫助、 能有效协调、 可以顺利解决纷争, 整体来说要善于沟通。」
empower:vt.授权,允许;使能够; negotiate:v.谈判,商议;转让;越过; conflict:n.冲突;矛盾;争执;抵触;v.抵触; overall:v.全部; n.外套; adj.全面的; communicators:n.交流者;通讯器(communicator的复数);
Which element of leadership does that equate to? 这又是哪一项特质呢？
equate:vt.使相等;视为平等;vi.等同;
Engaging the greatness in others. 和别人的长处互相配合。
And then they pretty much stopped. 他们就讲到这,
So I asked, "Well, what about people who understand your business,where it's going, and their role in taking it there? 所以我接着问: 「嗯...那你们觉得那些 了解企業的发展走向, 然后知道自己能贡献什么的人呢？
And what about people who are able to scan the external environment, identify risks and opportunities, make strategy or make strategic recommendations ? 或着是那些能够 观察外在环境, 找出风险和机会后 拟定策略或提供建言的人呢？
external:n.外部;外观;形式;外部情况;adj.外部的;外面的;外界的;外来的; recommendations:n.推荐;推荐信;推荐规范(recommendation的复数形式);
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?" 又或者是那些可以 看着公司的财务报表, 了解财报透露出的讯息, 然后直接做出适当的处置, 或是提出适当的建议？」
financials:n.金融;财务; appropriate:adj.适当的;恰当的;v.占用,拨出;
And to a man, they said, "That's a given." 如果应征者是男性,大家都说: 「这是基本要求啊！」
So I turned to the audience of 150 women and I asked, "How many of you have ever been told that the door-opener for career advancement is your business, strategic and financial acumen, and that all the other important stuff is what differentiates you in the talent pool?" 所以我问当时台下的 150 名女性与会者: 「在座有多少人听到过, 要升迁的垫脚石就是 商業、策略性、金融的敏锐度。 然后其他的那些能力, 都只是加分用的？」
stuff:n.东西:物品:基本特征:v.填满:装满:标本: differentiates:区分;差别;使有差别;
Three women raised their hand, and I've asked this question of women all around the globe in the five years since, and the percentage is never much different. 只有 3 个人举手。 然后我这 5 年间, 问过全球各地的女性, 知道的人少得可怜。
So this is obvious , right? 大家都不知道？
obvious:adj.明显的;显著的;平淡无奇的;
But how can it be? 但怎么会这样呢？
Well, there are primarily three reasons that there's this missing 33 percent in the career success advice given to women? 主要有 3 个原因, 想成功的女性不知道 有所谓的「消失的 33%」。
primarily:adv.首先;主要地,根本上;
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. 当组织要提供女性指导时, 听到的都是一些古板的建议, 讲超过 40 年的那种。 非常明显地很少提到 商業、策略性、金融的敏锐度。
resources:n.[计][环境]资源; v.向…提供资金(resource的第三人称单数); conventional:adj.符合习俗的,传统的;常见的;惯例的; notable:adj.值得注意的,显著的;著名的;n.名人,显要人物; absence:n.没有;缺乏;缺席;不注意;
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. 大多数的建议都强调 个人特质的加强改进, 比方说要更果断、更有自信, 要发展出个人特色, 就是童雅之前想努力的部分。 或是教你怎么和别人共事, 比方说要会推销自己、 去找人指导、加强人际网路。 很明显没人说过 商業、策略性、金融的敏锐度 有多重要。
emphasizing:v.强调(emphasize的现在分词); confident:adj.自信的;确信的; enhance:v.提高;增强;增进; virtually:adv.事实上,几乎;实质上;
This doesn't mean that this advice is unimportant . 不代表上述的努力不重要。
unimportant:adj.不重要的;琐碎的;
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. 因为上述的建议 让我们能够从 菜鸟晋身到中阶主管。 但这些不足以 让女性往上突破, 从 50% 的女性所在的中阶, 升到高阶或行政的位置。
absolutely:adv.绝对地;完全地; essential:n.要点;要素;实质;必需品;adj.完全必要的;必不可少的;极其重要的;本质的; break through:突破;突围;有重要创见; senior:adj.大;级别(或地位)高的;成人的;高级水平的;n.上级;上司;较…年长的人;
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. 这就是为什么这些古板的建议, 被讲了 40 年但性别差异还是在, 一点也没变。
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. 第 2 个原因, 是关于童雅提到的, 主管很高的评价 和团队给的好评, 还有她努力去上的所有进修课。
feedback:n.反馈;反馈意见;回授;[电子]反馈;
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 你可能会觉得 她获得公司那边的 人才发展系统 和绩效管理系统建议, 让她知道发展
to develop business, strategic and financial acumen, but here again, that green square is quite small. 商業、策略性、金融的敏锐度有多重要。 但是你看,绿色的框框还是很小。
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, 平均来说, 人才和绩效管理系统 在我共事过的组织里面, 以三比一的程度 强调另外的两项领导特质, 而较不着重在 商業、策略性、金融敏锐度的重要性。
compared:adj.比较的,对照的; v.相比; (compare的过去式和过去分词)
which is why typical talent and performance systems haven't closed and won't close the gender gap at the top. 也就是为什么之前的人才和绩效管理系统 不曾也不会缩小 高阶人才的性别差异。
typical:adj.典型的;特有的;象征性的;
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? 童雅也提到了「企業导师」, 讲到这个很重要。 因为如果公司的 人才和绩效管理系统, 不能普遍提供 商業、策略性、金融的敏锐度 有多重要的资讯, 男性是怎么升上去的？
in general:总之,通常;一般而言;
Well, there are primarily two ways. 主要有两个方式:
One is because of the positions they're guided into, and the other is because of informal mentoring and sponsorship . 一个是他们被训练 要接下的位置。 另一个是私底下的指导 和支持。
informal:adj.非正式的;不拘礼节的;通俗的;日常使用的; mentoring:n.导师;顾问;v.指导;做…的良师;(mentor的现在分词) sponsorship:n.赞助;发起;保证人的地位;教父母身份;
So what's women's experience as it relates to mentoring? 所以女性的指导经验 又是怎么样呢？
Well, this comment from an executive that I worked with recently illustrates that experience. 最近和我共事的 一个行政主管 和我分享了他的经验。
recently:adv.最近;新近; illustrates:v.阐明;举例说明(illustrate的三单形式);给…加插图;
He was very proud of the fact that last year, he had two protégés: a man and a woman. 他很骄傲他去年, 收了一男一女两个学生。
And he said, "I helped the woman build confidence, 他说:「我幫女的建立自信心,
I helped the man learn the business, and I didn't realize that I was treating them any differently." 幫男的学做事。 我没有意识到我教的是不同的东西。」
treating:v.以…态度对待;把…看作;处理;讨论;(treat的现在分词)
And he was sincere about that. 他说的是实话。
sincere:adj.真诚的;诚挚的;真实的;
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. 所以这个意思就是, 身为主管,无论男女, 我们有既定的性别印象, 关于职场领导能力。 这些没来由的印象, 无益于减少高阶的性别差异。
mindsets:n.心态;倾向;习惯;精神状态; careers:n.职业(career的复数);事业;职业生涯;v.全速前进(career的三单形式); unexamined:adj.未经检查的,未经核对的;未经权衡的;
So how do we take this idea of the missing 33 percent and turn it into action? 所以我们怎么看待 「消失的 33% 」, 并且付诸行动？
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. 对女人来说,答案很明显, 我们要开始更加重视 发挥和展现已有的技能, 显示我们了解自己的工作、 企業的走向、 和自己的定位。
demonstrating:n.演示;v.证明;示威;显示;(demonstrate的现在分词)
That's what enables that breakthrough from middle management to leadership at the top. 这样才会让我们 从中阶主管 突破到高阶领导。
enables:v.使得; (enable的第三人称单数) breakthrough:n.突破;开始取得成功之时;adj.突破性的;
But you don't have to be a middle manager to do this. 但不只是中阶主管要这样。
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. 一名在生技公司的年轻科学家, 因为知道「消失的 33% 」的原因, 在将受财务影响的资料 纳入她的研究计画之后, 得到主管们普遍的正面回馈。
biotech:abbr.生物技术;生物科技(biotechnology); insight:n.洞察力;洞悉; weave:v.编,织;(用…)编成;编造(故事等);n.织法;编法;编织式样; impact:n.影响;效果;碰撞;冲击力;v.挤入,压紧;撞击;对…产生影响; update:vt.使现代化;更新;n.现代化;更新的信息; positive:adj.积极的;[数]正的,[医][化学]阳性的;确定的;n.正数;[摄]正片;
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: 所以我们不必把 100% 的责任都交给女人。 这样也不是明智之举,
In order for companies to achieve their strategic financial goals, executives understand that they have to have everyone pulling in the same direction. 若公司想要达到 策略性的财务目标, 行政主管也知道必须 要让大家有一致的目标。
In other words, the term we use in business is, we have to have strategic alignment . 也就是说,用商業的术语讲, 必须要有「战略一致性」。
alignment:n.队列,成直线;校准;结盟;
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. 虽然嘴巴上这样说, 根据最新的经济谘商局报告, 相信他们有 「战略一致性」。
according to:根据,据说; Conference:n.会议;研讨会;商讨会;体育协会(或联合会)
So for 63 percent of organizations, achieving their strategic financial goals is questionable . 所以对剩下 63% 的主管, 能不能达成策略性财务目标, 还是个问题。
questionable:adj.可疑的;有问题的;
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, 回想一下我刚说的, 如果有 50% 的中阶主管 不知道这些讯息, 不知道要专注在公司的業务、
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. 未来发展和自我定位, 难怪行政主管对于一致性的信心 会这么低。 这也是为什么 他们会需要别人幫忙。
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. 对董事会来说, 会期待每年看到 一定比例的女性主管 坐在会议桌上开会。
proportional:adj.比例的,成比例的;相称的,均衡的;n.[数]比例项; succession:n.连续;继位;继承权;[生态]演替;
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. 为什么呢？因为若不这样, 这可能是一个警讯, 代表公司的一致性 表现不如预期。
aligned:adj.对齐的;均衡的;v.结盟(align的过去式);使成一直线; potentially:adv.可能地,潜在地;
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," 对总裁来说, 性别比也很重要, 如果听到类似: 「她的经验可能还不够。」
ask the question, "What are we going to do about that?" 就要问: 「那我们怎么解决？」
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. 对人资主管来说, 确定「消失的 33% 」被适当强调 也很重要。 另一点很重要的是, 任职管理阶层的男性女性, 时时檢验那些关于性别、 职業和成就的既定印象, 确保为所有人创造公平的环境。
appropriately:adj.适当地;合适地;相称地; emphasized:v.强调,着重(emphasize的过去式); level playing field:公平竞争环境;公平竞争的环境;公平赛场;
So let me close with the latest chapter in Tonya's story. 最后让我以童雅的近况作结。
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. 童雅两周前寄 e-mail 给我。 她当时正在面试新的职位。 在面试当下, 他们考验了她的商業敏锐度 还有对产業的策略认知, 她很高兴地向我报告, 她现在的新职务 以后都直接向首席资讯长报告。
interviewed:v.对(某人)进行面试(或面谈); (媒体)采访(interview的过去分词和过去式) probed:探测;探索(probe的过去式和过去分词); insights:n.洞察力;眼力;深刻见解(insight的复数); directly:adv.直接地;立即;马上;正好地;坦率地;conj.一…就;
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. 所以对某些人来说,「消失的 33% 」 是一个可以付诸行动的概念, 也希望所有人 觉得这是个值得传播的概念。 能让组织更有效率, 幫助职業女性合理升迁, 并且拉近组织高层的性别差异。
effective:adj.有效的,起作用的;实际的,实在的;给人深刻印象; soar:v.翱翔;高飞;猛增;高耸;n.翱翔;上升高度;高飞范围;
Thank you. 谢谢！
(Applause) （掌声）