ted演講：你可能沒(méi)有得到的職場(chǎng)建議-預(yù)覽頁(yè)
【正文】 此你會(huì)提出另一個(gè)問(wèn)題：為什么有這么多女性卡在中層?她們?cè)鯓硬拍苌礁邔? 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 pany, 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。我不明白為什么我會(huì)錯(cuò)失晉升的機(jī)會(huì)。雖然領(lǐng)導(dǎo)能力中的這三個(gè)要素都很重要，但當(dāng)涉及到在組織中獲得晉升時(shí)，它們的重要性是不一樣的。 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 its missing in our capabilities or abilities, but because its missing in the advice that were given. 換句話說(shuō)，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(cái)務(wù)目標(biāo)相結(jié)合，并且要理解你在企業(yè)發(fā)展過(guò)程中所扮演的角色?！ nd 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, identify risks and opportunities, make strategy or make strategic remendations? 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 remendations? 這時(shí)他們默不作聲。事實(shí)上沒(méi)人說(shuō)過(guò)商業(yè)、策略和財(cái)務(wù)智慧的重要性?！ ow, the second reason relates to Tonyas ments 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 shes 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(lái)，第二個(gè)原因跟為什么湯婭在上級(jí)那里得到很好的評(píng)價(jià)、從團(tuán)隊(duì)里得到不錯(cuò)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)。一個(gè)是因?yàn)樗麄儠?huì)被引導(dǎo)進(jìn)入這些職位，另一個(gè)是私下的指導(dǎo) 和支持。我們不用等到中層管理才這樣做。主管們很清楚這一點(diǎn)，但是根據(jù)世界大型企業(yè)聯(lián)合會(huì)的最新報(bào)告，只有37%的主管相信他們擁有戰(zhàn)略一致性。為什么呢?因?yàn)槿绻皇沁@樣的話，那可能就是一個(gè)危險(xiǎn)信號(hào)，說(shuō)明他們組織的一致性不如預(yù)期理想。 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
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