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一个你从未听过的发展建议 (秘籍)

Susan Colantuono: The career advice you probably didn’t get

女性占据
Women represent
50%的中层管理
50 percent of middle management
和专业职位
and professional positions,
但在企业高层职务中女人所占的百分比
but the percentages of women at the top of organizations
甚至还不到上述数字的三分之一
represent not even a third of that number.
因此一些人听到这个统计数据后就会问
So some people hear that statistic and they ask,
为什么女性领导者如此之少?
why do we have so few women leaders?
但是我看着这个统计数据
But I look at that statistic
并且 如果你跟我一样相信
and, if you, like me, believe
那上面显示的各级别领导人数
that leadership manifests at every level,
你会看到中层管理
you would see that there’s a tremendous,
有着数量惊人的
awesome resource of leaders
杰出女性领导者
who are leading in middle management,
由此你会提出另一个问题:
which raises a different question:
为什么有这么多女性
Why are there so many women
卡在中层
mired in the middle
她们怎样
and what has to happen
才能升到高层?
to take them to the top?
你们其中的一些人可能是
So some of you might be some of those women
正在寻求升职的
who are in middle management
女性中层管理者
and seeking to move up in your organization.
嗯 汤娅是这些女性中一个典型例子
Well, Tonya is a great example of one of these women.
我两年前认识她
I met her two years ago.
那时她是一家财富50强企业的副总裁
She was a vice president in a Fortune 50 company,
她怀着一种深深的挫败感对我说:
and she said to me with a sense of deep frustration,
我很努力去提升我的自信
“I’ve worked really hard to improve my confidence
和魄力 并且将自己打造成一个很棒的品牌
and my assertiveness and develop a great brand,
我从上司那里得到了很好的评价
I get terrific performance evals from my boss,
公司的360度测评让我知道
my 360s in the organization let me know
我的团队很喜欢为我工作
that my teams love working for me,
我参加了公司所有管理课程
I’ve taken every management course that I can here,
我跟一个很优秀的导师一起工作
I am working with a terrific mentor,
但是我已经错失了
and yet I’ve been passed over
两次升职机会
twice for advancement opportunities,
尽管我的经理知道
even when my manager knows
我一直致力于升职
that I’m committed to moving up
并且愿意接受海外派遣
and even interested in an international assignment.
我不明白为什么
I don’t understand why
我会错失晋升的机会
I’m being passed over.”
汤娅没有意识到的
So what Tonya doesn’t realize
是对于女性来说
is that there’s a missing 33 percent
在事业成功方程式中有一个失踪的33%
of the career success equation for women,
并且要想理解这个失踪的33%是什么
and it’s understanding what this missing 33 percent is
这就需要减小高层中的性别差异
that’s required to close the gender gap at the top.
为了在组织中获得晋升
In order to move up in organizations,
你必须要显现你的领导才能
you have to be known for your leadership skills,
这也适用于你们中的所有人
and this would apply to any of you,
不管是女性还是男性
women or men.
这意味着你必须
It means that you have to be recognized
运用你的长处去获得认可
for using the greatness in you
并让别人发挥优势
to achieve and sustain extraordinary outcomes
去获得和维持非凡的成果
by engaging the greatness in others.
换句话说
Put in other language,
它意味着你必须使用你的技巧
it means you have to use your skills
天赋和才能
and talents and abilities
帮助企业实现
to help the organization achieve
战略财务目标
its strategic financial goals
并且通过与企业内外的人
and do that by working effectively with others
有效地合作 以达到上述目标
inside of the organization and outside.
虽然领导能力中的这三个要素
And although all three of these elements
都很重要
of leadership are important,
但当涉及到在组织中获得晋升时
when it comes to moving up in organizations,
它们的重要性是不一样的
they aren’t equally important.
接下来请注意
So pay attention to the green box
绿色柱条
as I move forward.
在寻找和确定
In seeking and identifying
拥有高潜能的员工时
employees with high potential,
可以爬到高层的那种潜力
the potential to go to the top of organizations,
技巧和能力
the skills and competencies
也就是图中的绿色柱条
that relate to that green box
它们的重要性
are rated twice as heavily
是领导能力中其它两个要素的两倍
as those in the other two elements of leadership.
这些技巧和能力
These skills and competencies
可以总结为商业、
can be summarized as business,
战略和财务智慧
strategic, and financial acumen.
换句话说 这套技能必须要与
In other words, this skill set has to do
理解企业发展方向
with understanding where the organization is going,
发展战略、
what its strategy is,
财务目标相结合
what financial targets it has in place,
并且要理解
and understanding your role
你在企业发展过程中所扮演的角色
in moving the organization forward.
这就是女性的事业成功方程式中
This is that missing 33 percent
那迷失的33%
of the career success equation for women,
不是因为我们的才能
not because it’s missing in our capabilities
不足
or abilities,
而是因为
but because it’s missing in the advice
没能得到合理的建议
that we’re given.
接下来我举个例子
Here’s what I mean by that.
5前年 我应邀主持
Five years ago, I was asked to moderate
一场高管会议
a panel of executives,
当晚的主题是
and the topic for the evening was
对于高潜力的员工 你最看着他们的哪些特点?
“What do you look for in high-potential employees?”
想一想我根据他们所说
So think about the three elements of leadership
为你们总结出来的三个领导力要素
as I summarize for you what they told me.
他们说 我们寻找那些
They said, “We look for people
聪明、勤奋、坚定、
who are smart and hard working and committed
可靠和抗压力强的员工
and trustworthy and resilient.”
这与哪个领导力要素相关呢?
So which element of leadership does that relate to?
个人的卓越能力
Personal greatness.
他们说 我们寻找那些
They said, “We look for employees
能够与客户融洽相处
who are great with our customers,
能够增强团队力量
who empower their teams,
能够有效谈判
who negotiate effectively,
能够妥善处理冲突的员工
who are able to manage conflict well,
总的来说就是非常善于沟通的人
and are overall great communicators.”
这又是哪个领导力要素呢?
Which element of leadership does that equate to?
帮助他人发挥优势
Engaging the greatness in others.
这时他们默不作声
And then they pretty much stopped.
因此我就问
So I asked,
嗯 那你们怎么看待
“Well, what about people
那些了解公司业务
who understand your business,
知道公司走向
where it’s going,
并且知道自己在其中扮演什么角色的人呢?
and their role in taking it there?
你们怎么看待那些能够
And what about people who are able
审视外部环境
to scan the external environment,
识别危险和机遇
identify risks and opportunities,
制定策略或者提出战略性建议的人呢?
make strategy or make strategic recommendations?
以及如何看待那些
And what about people who are able
面对公司财务报表
to look at the financials of your business,
能理解它所透露出来的讯息
understand the story that the financials tell,
然后采取适当行动
and either take appropriate action
或者提出适当建议的人呢?
or make appropriate recommendations?”
对于男性 他们表示
And to a man, they said,
这些都是理所当然的
“That’s a given.”
因此我转向现场的
So I turned to the audience
150位女性观众 然后问她们
of 150 women and I asked,
你们当中有多少人曾经被告知过
“How many of you have ever been told
职场晋升的敲门砖
that the door-opener for career advancement
是你的商业、战略和财务智慧
is your business, strategic and financial acumen,
然后其它的重要能力
and that all the other important stuff
才是将你与人才库中的其他人区分开来的?
is what differentiates you in the talent pool?”
只有三位女性举手
Three women raised their hand,
而这五年来这个问题我也
and I’ve asked this question of women
问过全球各地女性
all around the globe in the five years since,
得到的答复都差不多
and the percentage is never much different.
这很明显 对吧?
So this is obvious, right?
但是为什么会这样呢?
But how can it be?
嗯 主要有三个原因可以解释
Well, there are primarily three reasons
为什么给女性关于成功职业的建议中
that there’s this missing 33 percent
有一个失踪的33%
in the career success advice given to women?
当企业给女性
When organizations direct women
提供指导时
toward resources
一般都集中在传统的建议
that focus on the conventional advice
我们已经听了超过40年的那种建议
that we’ve been hearing for over 40 years,
而对于那些跟商业、战略和财务目标
there’s a notable absence of advice that relates
有关的建议则很少提到
to business, strategic and financial acumen.
大多数建议都是强调
Much of the advice is emphasizing
那些我们需要采取的个人行动
personal actions that we need to take,
比如说变得更加坚定、更加自信
like become more assertive, become more confident,
打造自己的个人品牌
develop your personal brand,
也就是汤娅一直在努力实现的那些目标
things that Tonya’s been working on,
以及一些关于如何与其他人共事的建议
and advice about working with other people,
比如说学会自我推销、
things like learn to self-promote,
找一个导师、增强你的人际网络
get a mentor, enhance your network,
事实上没人说过
and virtually nothing said
商业、策略
about the importance of business, strategic
和财务智慧的重要性
and financial acumen.
但这并不意味着这个建议不重要
This doesn’t mean that this advice is unimportant.
而是意味着这个建议
What it means is that this is advice
是从职业生涯开端向中层管理
that’s absolutely essential for breaking through
突破所必需的建议
from career start to middle management,
但它不是那种
but it’s not the advice
能让女性
that gets women to break through
从中层管理 这个女性占据50%份额的位置
from the middle, where we’re 50 percent,
向高管职位突破的建议
to senior and executive positions.
这就是为什么这些给女性的传统建议
And this is why conventional advice to women
在这40年间并没有缩小 高层职位上的性别差异
in 40 years hasn’t closed the gender gap at the top
而且将来也不会缩小
and won’t close it.
接下来 第二个原因
Now, the second reason
为什么汤娅
relates to Tonya’s comments
在上级那里得到很好的评价、
about having had excellent performance evals,
从团队里得到不错的反馈、
great feedback from her teams,
并且参加了所有能参加的管理课程
and having taken every management training program
却得不到晋升有关
she can lay her hands on.
你可能会认为她
So you would think that she’s getting
通过人才发展系统
messages from her organization
和绩效管理系统
through the talent development systems
从公司获得了信息
and performance management systems
让她知道发展商业、策略、财务智慧
that let her know how important it is
是多么重要
to develop business, strategic and financial acumen,
但是你看 绿色柱条还是非常小
but here again, that green square is quite small.
平均来说
On average,
在我工作过的那些组织里的
talent and performance management systems
人才和绩效管理系统
in the organizations that I’ve worked with
对于另外两项领导能力要素
focus three to one
的重视
on the other two elements of leadership
是商业
compared to the importance of business,
策略和财务智慧的三倍
strategic and financial acumen,
这就是为什么传统的人才和绩效管理系统
which is why typical talent and performance systems
过去并没有 而且将来也不会缩小
haven’t closed and won’t close
高层管理中的性别差异
the gender gap at the top.
汤娅也谈到过跟导师一起工作
Now, Tonya also talked about working with a mentor,
这个真的很重要
and this is really important to talk about,
因为如果组织的
because if organizations,
人才和绩效管理系统
talent and performance systems
没有给大家提供
aren’t giving people in general
关于商业、策略和财务智慧
information about the importance of
重要性的信息
business, strategic and financial acumen,
那么男性又是如何获得提升的呢?
how are men getting to the top?
主要来说有两种方式
Well, there are primarily two ways.
一个是因为
One is because of the positions
他们会被引导进入这些职位
they’re guided into,
另一个是私下的指导
and the other is because of informal mentoring
和支持
and sponsorship.
关于指导
So what’s women’s experience
女性又有怎样的体验呢?
as it relates to mentoring?
最近与我共事的
Well, this comment from an executive
一位主管
that I worked with recently
向我介绍了他的经验
illustrates that experience.
他感到很自豪 因为去年
He was very proud of the fact that last year,
他收了两个徒弟:一男一女
he had two protégés: a man and a woman.
他说:“我帮这个女徒弟建立自信
And he said, “I helped the woman build confidence,
帮这个男徒弟学习业务
I helped the man learn the business,
我没有意识到我教他们的东西
and I didn’t realize that I was treating them
有任何不同
any differently.”
他说的是实话
And he was sincere about that.
所以这说明
So what this illustrates is that
作为主管 不管我们是女是男
as managers, whether we’re women or men,
我们都对于女性和男性
we have mindsets about women and men,
对于他们的领导能力有不同的心态
about careers in leadership,
而这些未经检验的心态
and these unexamined mindsets
不可能缩小高层管理中的性别差距
won’t close the gender gap at the top.
那我们要如何看待
So how do we take this idea
失踪的33%
of the missing 33 percent
并采取措施呢?
and turn it into action?
对于女性来说 答案很明显:
Well, for women, the answer is obvious:
我们必须开始集中更多精力
we have to begin to focus more
发展和展现那些
on developing and demonstrating
我们已有的
the skills we have
能显示出我们是那种理解
that show that we’re people who understand
企业业务和发展走向
our businesses, where they’re headed,
以及自己定位的技能
and our role in taking it there.
这样 我们才能
That’s what enables that breakthrough
从中层管理
from middle management
向高层突破
to leadership at the top.
我们不用等到中层管理才这样做
But you don’t have to be a middle manager to do this.
有一个生物技术公司的青年科学家
One young scientist that works in a biotech firm
利用她对失踪的33%的了解
used her insight about the missing 33 percent
将财务影响数据编进了
to weave financial impact data
她做的一个项目更新报告里
into a project update she did
然后获得了管理层
and got tremendous positive feedback
极大的正面反馈
from the managers in the room.
我们不想将责任
So we don’t want to put 100 percent
100%的压在女性肩膀上
of the responsibility on women’s shoulders,
这样做也不理智 原因如下:
nor would it be wise to do so, and here’s why:
为了让公司达到
In order for companies to achieve
战略性财务目标
their strategic financial goals,
主管们明白他们必须
executives understand that they have to have
让所有人向同一个方向使劲
everyone pulling in the same direction.
换句话用商业术语来说
In other words, the term we use in business is,
我们必须要有战略一致性
we have to have strategic alignment.
主管们很清楚这一点
And executives know this very well,
但是根据世界大型企业联合会的最新报告
and yet only 37 percent,
只有37%的主管
according to a recent Conference Board report,
相信他们拥有
believe that they have that
战略一致性
strategic alignment in place.
所以有63%的组织
So for 63 percent of organizations,
对于能不能达到他们的战略财务目标
achieving their strategic financial goals
还存有疑问
is questionable.
想一下我刚才所说的
And if you think about what I’ve just shared,
如果你有至少50%的
that you have situations where at least 50 percent
中层管理
of your middle managers
没有收到明确的信息
haven’t received clear messaging
不知道他们必须专注于业务和
that they have to become focused on the business,
它的走向以及他们在其中扮演的角色
where it’s headed, and their role in taking it there,
那么也就不必惊讶
it’s not surprising that that percentage
为什么对于战略一致性有信心的主管的比例
of executives who are confident about alignment
会如此的低
is so low,
这也是为什么他们
which is why there are other people
需要别人的帮忙
who have a role to play in this.
对于董事会来说
It’s important for directors on boards
很期待在每年的会议上
to expect from their executives
看到一定比例的
proportional pools of women when they sit down
女性主管
once a year for their succession discussions.
为什么呢?因为如果不是这样的话
Why? Because if they aren’t seeing that,
那可能就是一个危险信号
it could be a red flag
说明他们组织的一致性
that their organization isn’t as aligned
不如预期理想
as it could potentially be.
对于首席执行官来说
It’s important for CEOs
这一比例也很重要
to also expect these proportional pools,
如果他们听到类似于
and if they hear comments like,
“她没有足够的商业经验”这样的评论
“Well, she doesn’t have enough business experience,”
那么就要问
ask the question,
我们要怎样去解决这个问题?
“What are we going to do about that?”
对于人事主管们来说
It’s important for H.R. executives
确保失踪的33%
to make sure that the missing 33 percent
被适当地强调很重要
is appropriately emphasized,
而对于处在管理职位上的
and it’s important for women and men
女性和男性来说
who are in management positions
审视对于女性和男性、
to examine the mindsets we hold
事业和成功 所持有的不同心态也很重要
about women and men, about careers and success,
确保我们是在为所有人
to make sure we are creating a level playing field
创造一个平等的竞争环境
for everybody.
让我用汤娅故事的最新章节
So let me close with the latest chapter
来结束今天的演讲
in Tonya’s story.
2个月前 汤娅给我发了邮件
Tonya emailed me two months ago,
她说她当时面试了一个新职位
and she said that she had been interviewed for a new position,
面试中 他们考察了
and during the interview, they probed
她的商业才智
about her business acumen
和她对于行业的战略观点
and her strategic insights into the industry,
她说她很高兴地向我报告
and she said that she was so happy to report
现在她有了一个新职位
that now she has a new position
直接向公司首席信息官
reporting directly to the chief information officer
报告
at her company.
所以对你们中的一些人来说 失踪的33%
So for some of you, the missing 33 percent
是一个让你付诸行动的想法
is an idea for you to put into action,
并希望对你们所有人都有所帮助
and I hope that for all of you,
你会看到它是一个值得传播的想法
you will see it as an idea worth spreading
它可以帮助组织提高效率
in order to help organizations be more effective,
帮助女性获得升迁
to help women create careers that soar,
以及帮助缩小高层管理中的性别差距
and to help close the gender gap at the top.
谢谢
Thank you.
(掌声)
(Applause)

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视频概述

知名女性领导人Leading Women总裁苏珊·科兰图诺说:员工想要升官发财,就必须发展自己的技巧、天赋和才能,帮助企业实现战略财务目标;运用自己的长处去获得认可;通过与他人的有效合作,达成目标。所以努力很重要,但更重要的是朝着对的方向去发展!

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翻译译者

Ljimnn

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赖皮

视频来源

https://www.youtube.com/watch?v=JFQLvbVJVMg

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