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對(duì)自己現(xiàn)在的工作沒什么感覺？那么對(duì)上一份工作有感覺嗎？你是否厭倦了每隔幾年就問自己“接下來怎么辦？”

詹妮·布萊克想幫助大家找到一個(gè)長期有效的答案。由于對(duì)自己的職業(yè)生涯不滿意，她在2011年辭去谷歌公司一份優(yōu)渥的工作，然后寫了一本書，并開啟了自己的咨詢事業(yè)。

布萊克選擇了迎接改變，而不是在職業(yè)道路上停滯不前。這給了她靈感，促使她寫出了最新作品《軸點(diǎn)：只有下一步才要緊》（Pivot: The Only Move That Matters Is Your Next One）。

布萊克把職業(yè)軸點(diǎn)定義為“對(duì)有效的東西加大投入，以便有目的地轉(zhuǎn)向一個(gè)新的相關(guān)方向”。從這個(gè)角度來說，確立軸點(diǎn)就是“一個(gè)有目的性，并且系統(tǒng)地靈活把握職業(yè)發(fā)展變化的過程”。

求職網(wǎng)站Monster最近和布萊克探討了人們?cè)鯓硬拍芙柚妮S點(diǎn)理論來擺脫職業(yè)停滯期并更好地適應(yīng)變化——無論他們的年齡、職業(yè)階段以及經(jīng)濟(jì)情況如何。

問：你的網(wǎng)站上說美國人平均每份工作只會(huì)干4-5年，而且在這段時(shí)間里，人們的工作性質(zhì)也會(huì)發(fā)生巨變?？紤]到這樣的變化，普通員工要怎樣做才更有可能獲得一個(gè)圓滿且成功的職業(yè)生涯呢？

答：這本書的要點(diǎn)圍繞一個(gè)名叫“軸點(diǎn)理論”的進(jìn)程展開，它分為四步：播種、審視、試行和起步。無論是自由職業(yè)者還是在公司給別人打工，有一件事大家都能做，那就是看看哪些東西真正適合你，看看自己的優(yōu)勢，最喜歡干什么，對(duì)什么有興趣，以及今后幾年學(xué)習(xí)哪些技能會(huì)讓你真的感到興奮。我把它稱為“播種”階段。

設(shè)立一個(gè)為期一年的愿景。我覺得，“你認(rèn)為五年后自己會(huì)怎樣”這類問題完全不著邊際，因?yàn)闆]有人真的有答案。但一年后你把工作干的很成功會(huì)是怎樣的情景呢？

問：我們每年都應(yīng)該尋找軸點(diǎn)嗎？

答：不是的，這并不是說我們要不斷地確立重大的職業(yè)軸點(diǎn)，當(dāng)然不是這個(gè)意思。你甚至可以為同一份工作確立軸點(diǎn)。軸點(diǎn)更多的是一種思維模式。比如說，想一想“哪些東西管用？接下來我想做什么，我怎樣才能通過一些小試驗(yàn)來達(dá)到目的？”

這種小試驗(yàn)也是軸點(diǎn)理論的一個(gè)重要組成部分。你可以就職業(yè)發(fā)展做一些小試點(diǎn)，以便測試一個(gè)新的方向，而且不會(huì)感到要一下子向上猛蹬幾步的壓力。

問：有沒有一些普遍存在的信號(hào)可以告訴你到了確立軸點(diǎn)的恰當(dāng)時(shí)間了？

答：在某些情況下，軸點(diǎn)會(huì)主動(dòng)找上門來。人們會(huì)遭遇裁員、公司重組、調(diào)換團(tuán)隊(duì)或者失去大客戶等情況。至于主動(dòng)確立軸點(diǎn)，有幾種方法可以讓你知道自己正站在這個(gè)點(diǎn)上。

人們只需要看看哪些起作用，看看下一步是什么，目的就是要采取行動(dòng)。就像每年都要練習(xí)一次一樣，他們要問：“好的，接下來這幾年什么東西會(huì)讓我最激動(dòng)？”這里不存在任何誘因，軸點(diǎn)思維就是一項(xiàng)常規(guī)練習(xí)。

此外，有時(shí)候我們會(huì)遇到意想不到的軸點(diǎn)。突然之間，我們覺得非常無聊或者“鴨梨山大”。這些都是實(shí)實(shí)在在的征兆，表明確立軸點(diǎn)的時(shí)間到了。有時(shí)我們會(huì)忽略這些跡象，或者沒有積極地反思現(xiàn)狀。這時(shí)候，軸點(diǎn)就會(huì)不期而至，那種感覺就像遭遇危機(jī)一樣。

問：恐懼顯然是阻止人們確立軸點(diǎn)的一大障礙。我們應(yīng)該怎樣面對(duì)這種恐懼，讓它不再成為攔路虎？

答：一個(gè)辦法是不要把這樣的恐懼當(dāng)成個(gè)人問題。要意識(shí)到職業(yè)道路上的變化會(huì)威脅到我們最基本的需求，比如衣、食和住。當(dāng)我們考慮改變職業(yè)發(fā)展路徑時(shí)會(huì)感到害怕，因?yàn)槲覀兊纳?jì)遇到了風(fēng)險(xiǎn)。

感到害怕也沒什么大不了的。它實(shí)際上表明你在做一些讓你興奮的事，而且你正在做出改變。變化往往會(huì)帶來恐懼。邁出的步子要小，保證它在你的“伸展區(qū)”里，而不是你的“恐慌區(qū)”。

在這本書里，我提出了“風(fēng)險(xiǎn)強(qiáng)度表”的概念，也就是人們內(nèi)心對(duì)風(fēng)險(xiǎn)的感覺。有些人現(xiàn)在待在舒適區(qū)里，一切安好。很快，你就會(huì)進(jìn)入停滯區(qū)。你會(huì)感到非常無聊，而且準(zhǔn)備好要做出改變了。對(duì)確立軸點(diǎn)的人來說，他們的甜點(diǎn)在伸展區(qū)里，這個(gè)區(qū)域讓他們覺得有挑戰(zhàn)性、有參與感而且心情激動(dòng)。如果你覺得自己進(jìn)入了恐慌區(qū)，也就是被害怕情緒所困，無法采取行動(dòng)時(shí)，你就會(huì)知道自己這一步邁的過于突兀，相對(duì)于你目前的位置來說轉(zhuǎn)向過大。出現(xiàn)這種情況時(shí)，就要再選擇一個(gè)跨度較小的行動(dòng)。

問：好的，讓我們假設(shè)萬事俱備，然后你按照此前的計(jì)劃改變了職業(yè)發(fā)展路徑，結(jié)果摔了個(gè)嘴啃泥。那么接下來怎么辦？

答：你采取任何行動(dòng)時(shí)都要知道哪些東西管用，哪些不管用以及接下來你想做哪些試驗(yàn)。只要能保持這種不斷學(xué)習(xí)的思維模式，并且問“我從中能學(xué)到什么？”，你就可以把軸點(diǎn)理論用于“失敗”。也就是說，對(duì)于失敗，你可以說：“好吧，這里面有哪些東西確實(shí)有用呢？哪些不管用呢？哪些是我想更多地去做的呢？我可以進(jìn)行怎樣的調(diào)整呢？”

很多時(shí)候，我發(fā)現(xiàn)軸點(diǎn)不起作用的原因是相對(duì)于他們現(xiàn)有的實(shí)力、興趣、經(jīng)驗(yàn)甚至目標(biāo)來說，人們想要轉(zhuǎn)的彎太急。通常，不管用的軸點(diǎn)意味著問題要?dú)w咎于這些核心元素中的一些。

一般來說，要通過這樣的過程養(yǎng)成一種習(xí)慣。每季度，或者每半年，我都會(huì)看看哪些東西最管用，接下來我想做什么，我想學(xué)習(xí)哪些技能，我想和哪些人建立聯(lián)系，以及我在工作中可以進(jìn)行哪些小試驗(yàn)。人們還可以把這些用到項(xiàng)目中去。這樣，如果在做項(xiàng)目或者進(jìn)行創(chuàng)意時(shí)卡了殼，就可以用這種辦法來尋求突破，把工作推進(jìn)下去。（財(cái)富中文網(wǎng)）

譯者：Charlie

審校：詹妮

Not really feeling your current job? Did you not really feel your last one, either? Are you getting tired of asking yourself, “What’s next?” every few years?

Jenny Blake wants to help you find a lasting answer. Unsatisfied in her career, she left a plumb job atGoogle in 2011 to write a book and launch her own consulting business.

By choosing to embrace change instead of staying stagnant in her career, Blake was inspired her to write her latest book, Pivot: The Only Move That Matters Is Your Next One.

Blake defines a career pivot as “doubling down on what is working to make a purposeful shift in a new, related direction.” Pivoting, in this sense, is “an intentional, methodical process for nimbly navigating career changes.”

Monster recently spoke with Blake about how everyone—regardless of age, career stage or bank account balance—can use her pivot method to get unstuck from a career plateau and get better at adapting to change.

Q. Your website states that the average employee tenure in America is just four to five years, and even those roles tend to change dramatically within that time. With all that change in mind, what can the everyday employee do to increase their chances of having a fulfilling, successful career?

A. The crux of the book is centered around a four-stage process [plant, scan, pilot and launch] called “the pivot method.” The one thing that anyone can do, whether they’re self-employed or working for someone else at a company, is look at what’s really working [for you], look at your strengths, what you most enjoy, what you’re interested in, what skills you would be really excited to learn in the coming years. That’s what I call the “plant” stage.

Set a vision for one year from now. I think the question, “Where do you see yourself in five years?” is totally obsolete because none of us can really know. But what does success look like in your role a year from now?

Q. We should be looking to pivot every year?

A. No, this doesn’t mean that we always have to be making dramatic career pivots all the time. It’s certainly not about that. You can even pivot within your role. Pivot is more of a state-of-mind to say, “What’s working? What do I want to do next and how can I run small experiments to get there?”

That small experiment piece is a really big part of the method, as well. You can run little career pilots to test a new direction without feeling the pressure to have to move up some giant rung on the ladder in one fell swoop.

Q. What are the universal signs that tell you it’s the right time to pivot?

A. In some cases, people get pivoted. They are laid off, their company reorganizes, they move teams, they lose a big client. But if it’s a proactive pivot, there are a couple ways to know when you’re at a pivot point.

One would just be looking at what’s working and what’s next just for the sake of doing it. Like an annual exercise to say, “OK what am I most excited about in the coming years?” It’s not instigated by anything, and that’s where the pivot mindset is a regular practice.

Barring that, sometimes we hit a pivot point we don’t really see coming. All of a sudden, we feel really bored or stressed. Those are physical signs that it’s time to pivot. Sometimes when we ignore them or we don’t proactively reflect on how things are going, we hit these pivot points almost by surprise, and that’s when they feel like a crisis.

Q. Fear is obviously a major roadblock that keeps people from pivoting. How should we confront this fear so that it doesn’t stand in our way?

A. One thing is not to take that fear personally. Recognize that career changes will threaten what seems like our most fundamental needs: food, clothing, shelter. When we think about a career change, it’s scary because our livelihood is at stake.

If you have fear, that’s OK. That’s actually a sign that you’re doing something exciting and you’re making a change. Change tends to incite fear. Look to take small next steps that are within your stretch zone, not your panic zone.

In the book, I share this notion of a “risk-o-meter,” your inner risk temperature. Some people are currently in their comfort zone, everything’s fine. When you hit a plateau, you go into that stagnation zone. You’re really bored and ready for a change. The sweet spot for pivoters is in their stretch zone, where they’re feeling challenged, engaged and excited. You’ll know if you’re trying to make a move that’s too sharp, too big of a turn from where you are now, if you feel like you’re in your panic zone, which is debilitating fear that prevents you from taking action. If that’s the case, look for a smaller next step instead.

Q. OK, so let’s say all the pieces are in place, and you make that career change you’ve been planning for…and you wind up falling on your face. What is the next step?

A. Any next move is going to be informative about what works, what doesn’t work and what next experiments you want to try. As long as someone can keep that learning mindset and say, “What can I learn from this?”, you can then apply the pivot method to a “failure.” So of the failure, you can say, “Well, what did work within this? What didn’t? What would I want to do more of? How can I adjust this?”

A lot of times when I’ve seen pivots not work, it’s because the person tried to turn too sharply from their current base of strengths, interests, experience and even what they wanted. Usually a pivot that doesn’t seem to work means going back to some of those core elements.

Make a habit out of the process, in general. Every quarter, or every six months, I look at what’s working best, what I want to do next, what skills I want to develop, who I want to connect with and what small experiments I can run in my business. That’s something people can also apply within projects, so if you get stuck on a project or a creative pursuit, it’s a method to get unstuck and keep things moving.