ted演講：你可能沒有得到的職場建議-資料下載頁
2024-12-02 23:21本頁面
【正文】 e just shared, that you have situations where at least 50 percent of your middle managers havent received clear messaging that they have to bee focused on the business, where its headed, and their role in taking it there, its 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(duì)于能不能達(dá)到他們的戰(zhàn)略財(cái)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?cè)谄渲邪缪莸慕巧?，那么也就不必驚訝為什么對(duì)于戰(zhàn)略一致性有信心的主管的比例會(huì)如此的低，這也是為什么他們需要?jiǎng)e人的幫忙?！ ts 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 arent seeing that, it could be a red flag that their organization isnt as aligned as it could potentially be. Its important for CEOs to also expect these proportional pools, and if they hear ments like, Well, she doesnt have enough business experience, ask the question, What are we going to do about that? 對(duì)于董事會(huì)來說很期待在每年的會(huì)議上看到一定比例的女性主管。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)，說明他們組織的一致性不如預(yù)期理想。對(duì)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(yàn)這樣的評(píng)論，那么就要問我們要怎樣去解決這個(gè)問題? Its important for . executives to make sure that the missing 33 percent is appropriately emphasized, and its 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(duì)于人事主管們來說確保失蹤的33% 被適當(dāng)?shù)貜?qiáng)調(diào)很重要，對(duì)于處在管理職位上的女性和男性來說審視我們對(duì)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(gè)平等的競爭環(huán)境?！ o let me close with the latest chapter in Tonyas story. Tonya ed 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 pany. 讓我用湯婭故事的最新章節(jié)來結(jié)束今天的演講。2個(gè)月前，湯婭給我發(fā)了郵件，她說她當(dāng)時(shí)面試了一個(gè)新職位，面試中，他們考察了她的商業(yè)才智和她對(duì)于行業(yè)的戰(zhàn)略觀點(diǎn)，她說她很高興地向我報(bào)告現(xiàn)在她有了一個(gè)新職位，直接向公司首席信息官報(bào)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 you?！ ∷詫?duì)你們中的一些人來說，失蹤的33%是一個(gè)讓你付諸行動(dòng)的想法，并希望對(duì)你們所有人都有所幫助，你會(huì)看到它是一個(gè)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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