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如何造就更多桑德伯格

如何造就更多桑德伯格

Patricia Sellers 2012年02月16日
本周六,CNN.com網(wǎng)站發(fā)表了一篇文章,標(biāo)題是《怎樣才能造就更多的桑德伯格?》(How to have more Sheryl Sandbergs.)。答案何在?作者寇妮?E.馬丁和凱蒂?奧倫斯坦認(rèn)為,關(guān)鍵在于“同伴壓力”。

????近日,謝麗爾?桑德伯格話題不斷。上周,我們?cè)凇敦?cái)富》(Fortune)網(wǎng)站的“明信片”(Postcards)專欄回顧了《紐約時(shí)報(bào)》(the New York Times)關(guān)于桑德伯格的一篇人物特寫。文章指出,桑德伯格對(duì)于年輕商界女性的期待似乎絲毫不亞于她作為Facebook的首席運(yùn)營(yíng)官對(duì)這家公司所表現(xiàn)出來(lái)的雄心。簡(jiǎn)而言之就是:放手去做,主宰世界。

????本周六,CNN.com網(wǎng)站發(fā)表了一篇文章,標(biāo)題是《怎樣才能造就更多的桑德伯格?》(How to have more Sheryl Sandbergs.)。答案何在?作者寇妮?E.馬丁和凱蒂?奧倫斯坦認(rèn)為,關(guān)鍵在于“同伴壓力”。

????兩位作者就職場(chǎng)女性不夠進(jìn)取的原因給出了自己的看法:“我們很少想過(guò)要做出一些特立獨(dú)行的事情來(lái),比如寫一篇意見(jiàn)書,要求老板給自己升職等等。就算想過(guò),也不會(huì)付諸行動(dòng)。畢竟,身邊的姐妹們和女同事都不這樣做,我們?yōu)槭裁匆@樣做呢?”

????換句話說(shuō),只有社會(huì)上涌現(xiàn)更多的桑德伯格,才能造就更多的桑德伯格。

????如今,《財(cái)富》500強(qiáng)企業(yè)的“掌門”當(dāng)中,只有18人是女性,我們顯然需要更多的女性榜樣。排名第34的大型石油企業(yè)——巴西石油公司(Petrobras)前不久剛?cè)蚊窭_?福斯特為公司歷史上第一位女性CEO。這是個(gè)可喜的進(jìn)步,不過(guò)企業(yè)高層的“男女平等運(yùn)動(dòng)”進(jìn)展還不夠快。

????就在我們尋找女性典范之時(shí),我恰巧碰到了一位女強(qiáng)人來(lái)訪。當(dāng)年,正是她給了《財(cái)富》雜志靈感,創(chuàng)造性地推出了“最具影響力女性排行榜”(Fortune Most Powerful Women)。1996年,時(shí)任廣告巨頭奧美(Ogilvy & Mather,隸屬于WPP集團(tuán))CEO的夏洛特?比爾斯登上了《財(cái)富》封面,成了我筆下的封面故事《女性的性別與權(quán)力》(Women Sex & Power)的主人公。如今76歲的她依然寶刀不老,最近更是推出了一部新書,名為《我寧愿當(dāng)頭兒》(I'd Rather Be in Charge)。她路過(guò)我家時(shí),進(jìn)來(lái)坐了一會(huì)。我們討論了一下女性與權(quán)力的問(wèn)題。

????她認(rèn)為,當(dāng)今女性領(lǐng)導(dǎo)者太少的原因是:她們沒(méi)有什么模式可以遵循。

????“人們要求女性展示領(lǐng)導(dǎo)才能的時(shí)候,她們常常會(huì)不知所措,因?yàn)樗齻儗?duì)領(lǐng)導(dǎo)別人沒(méi)什么概念,”比爾斯對(duì)我說(shuō)。

????比爾斯說(shuō),雖然人們普遍認(rèn)為女性比男性更加情緒化,但是喜歡在辦公場(chǎng)合公開宣泄情緒的恰恰是男性。這一點(diǎn)給男性帶來(lái)的好處是:“男性可以真實(shí)地表達(dá)自己的感受,不僅讓人難以忘懷,而且令人信服?!?/p>

????男性在謀求升職的問(wèn)題上要(遠(yuǎn)比女性)在行。比爾斯說(shuō):“他們知道自己的勇氣底線在哪里、適應(yīng)力有多強(qiáng),也知道自己能不能‘唬弄住’老板。”男性之所以如此成功,和他們年輕的時(shí)候熱愛(ài)運(yùn)動(dòng)有很大關(guān)系——聰明的女孩也該多運(yùn)動(dòng)。

????職場(chǎng)女性受制于種種社會(huì)偏見(jiàn),往往會(huì)質(zhì)疑甚至拒絕提拔,這正是42歲的桑德伯格在她的《財(cái)富》經(jīng)典文章《離開之前不要放棄》(Don’t Leave Before You Leave)中所告誡的現(xiàn)象。比爾斯建議女性在面對(duì)升遷機(jī)會(huì)時(shí),不要再怯生生地問(wèn):“您確定要提拔我嗎?”,而應(yīng)該大膽地問(wèn):“我有哪些優(yōu)點(diǎn)讓您決定提拔我?”

????這主意不錯(cuò)。這位《廣告狂人》(Mad Men)時(shí)代的廣告專家引起了我的好奇心:幾十年后,當(dāng)桑德伯格開始寫回憶錄的時(shí)候,會(huì)有多少女性會(huì)坐上了企業(yè)高管的寶座呢?

????譯者:Nasca

????Sheryl Sandberg keeps on giving. Journalistically, that is. Last week, here on Postcards, we riffed on the New York Times profile of Sandberg, whose ambition for young women in business seems to match her ambition for Facebook, where she is COO. That is: Just do it...take over the world.

????On Saturday, CNN.com ran a story titled "How to have more Sheryl Sandbergs." The key? "Peer influence," posed the authors, Courtney E. Martin and Katie Orenstein.

????The authors explained what results when too few peers go for it, career-wise: "In many cases, the impulse to do something out of the norm of our peer group, like write an opinion piece or ask for a promotion, has simply never occurred to us. If it does, we don't act on it. Our girlfriends aren't doing it. Our female colleagues aren't doing it. Why should we?"

????In other words, we need more Sheryl Sandbergs to create more Sheryl Sandbergs.

????Today, when only 18 women lead Fortune 500 companies, we need more role models. Graca Foster was just designated the first female CEO of a major oil company: Brazil-based Petrobras, No. 34 on Fortune's Global 500. Great, but progress toward equality at the top remains slow.

????As we look for new models and peers, coincidentally, I had a recent visit from the woman who sparked the creation of Fortune Most Powerful Women. In 1996, Charlotte Beers, who was then CEO of ad giant Ogilvy & Mather (WPP), appeared on Fortune's cover for a story that I wrote called "Women Sex & Power." Now 76 and still irrepressible, Beers has a new book called "I'd Rather Be in Charge," and she stopped by to compare notes on women and power.

????Why too few women are taking charge today, as she sees the situation: There is no blueprint for women leaders to follow.

????"When asked to show their leadership capacity, women miss the cues because they don't know what leadership is supposed to look like," Beers told me.

????While women are generally viewed as more emotional than men, it is the men, Beers says, who tend to display emotion more openly in the office. And to their advantage: "Men can express exactly how they feel and make it memorable and persuasive," she says.

????As for getting promoted at work, men are much more adept: "Men know their bravery threshold, how resilient they are, and whether they can bluff their way through," Beers contends. Men's success largely relates to playing sports in their youth--which girls would be wise to do more of too.

????Women at work, bound to a narrower band of socially acceptable behavior, often question--or even worse, turn down--promotions. This is what Sandberg, 42, warns against in her classic Fortune essay, "Don't Leave Before You Leave." Instead of reacting to a promotion opportunity with a timid "Are you sure?," Beers favorite line: "What makes you think I can do this?"

????Good advice. The ad maven from the Mad Men era got me wondering: How many women will we see at the top decades from now, when Sandberg delivers her memoirs?

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