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You’re doing everything right at work, taking all the right advice, but you’re just not moving up. Why? Susan Colantuono shares a simple, surprising piece of advice you might not have heard before quite so plainly. This talk, while aimed at an audience of women, has universal takeaways -- for men and women, new grads and midcareer workers.

你做了工作中所有正确的事情，采用了所有正确的建议，但就是没升职。为什么会这样？苏珊·科兰图诺分在此分享了一个简单又令人惊讶的你可能从来没有这么明白地听人说起过的建议。这个演讲的目标听众虽然是女性，但也有普遍适用性——不管是对男性还是女性，职场新人或是处于职业生涯中期的人们。

- Audio -

- Transcript -

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. So some people hear that statistic and they ask, why do we have so few women leaders? 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: Why are there so many women mired in the middle and what has to happen to take them to the top?

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？ 但是我看着这个统计数据 并且，如果你跟我一样，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 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, I get terrific performance evals from my boss, my 360s in the organization let me know that my teams love working for me, I've taken every management course that I can here, 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. I don't understand why I'm being passed over."

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， 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。“

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.

汤娅没有意识到的 是对于女性来说 在事业成功方程式中有一个失踪的33%， 并且要想理解这个失踪的33%是什么。 这就需要减小高层中的性别差异。

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. 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. 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 elements of leadership are important, when it comes to moving up in organizations, they aren't equally important. So pay attention to the green box as I move forward.

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 运用你的长处去获得认可， 并让别人发挥优势 去获得和维持非凡的成果。 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 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. These skills and competencies can be summarized as business, strategic, and financial acumen. 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 it's missing in our capabilities or abilities, but because it's missing in the advice that we're given.

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。 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， 而是因为 没能得到合理的建议。

Here's what I mean by that. 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?" So think about the three elements of leadership as I summarize for you what they told me.

接下来我举个例子。 5前年，我应邀主持 一场高管会议， 当晚的主题是 “对于高潜力的员工， 你最看着他们的哪些特点？“ 想一想我根据他们所说 为你们总结出来的三个领导力要素。

They said, "We look for people who are smart and hard working and committed and trustworthy and resilient." So which element of leadership does that relate to? Personal greatness.

他们说，“我们寻找那些 聪明、勤奋、坚定、 可靠和抗压力强的员工。“ 这与哪个领导力要素相关呢？ 个人的卓越能力。

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 it's 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 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，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？“

And to a man, they said, "That's a given."

对于男性，他们表示， “这些都是理所当然的。“

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?" 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.

因此我转向现场的 150位女性观众，然后问她们， “你们当中有多少人曾经被告知过 职场晋升的敲门砖 是你的商业、战略和财务智慧， 然后其它的重要能力 都只是将你与人才库中的 其他人区分出来而已？" 只有三位女性举手， 而这五年来这个问题我也 问过全球各地女性， 得到的答复都差不多。

So this is obvious, right? But how can it be? Well, there are primarily three reasons that there's this missing 33 percent in the career success advice given to women? 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. 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.