but the percentages of women at the top of organizations represent not even a third of that number.

但處於高階地位的女人卻不到三分之一

So some people hear that statistic and they ask, why do we have so few women leaders?

所以有些人聽完這個統計，都會問為什麼女領袖這麼稀少？

But I look at that statistic and, if you, like me,

但我看了統計後，如果你們跟我一樣

believe that leadership manifests at every level,

相信每一個階段都可以證明領導能力

you would see that there's a tremendous, awesome resource of leaders who are leading in middle management,

你就會發現一件關於中階主管的驚人事情

which raises a different question: Why are there so many women mired in the middle

並提出另一個問題：為什麼那麼多女性身陷在中階主管的地位呢？

and what has to happen to take them to the top?

而他們能靠什麼來提升地位呢？

So some of you might be some of those women who are in middle management and seeking to move up in your organization.

在座有些人可能就是中階主管，並努力尋求升遷機會

Well, Tonya is a great example of one of these women.

Tonya就是這些女性的最好範例

I met her two years ago. She was a vice president in a Fortune 50 company,

我兩年前認識她，她在一家世界50強的公司擔任副總

and she said to me with a sense of deep frustration,

她挫敗地告訴我：

"I've worked really hard to improve my confidence and my assertiveness and develop a great brand,

「我很努力地提升自信及魅力，還開發了很好的商標

I get terrific performance evals from my boss, my 360s in the organization let me know that my teams love working for me,

老闆讚賞我的好表現，我也知道我的同仁很喜歡為我工作

I've taken every management course that I can here,

我也上了公司開的所有管理課程

I am working with a terrific mentor, and yet I've been passed over twice for advancement opportunities,

我的合作夥伴表現也很棒，但兩次的升遷機會，我竟然都被刷掉了

even when my manager knows that I'm committed to moving up and even interested in an international assignment.

即使我的主管知道我一定要升遷，而且對國際任務有興趣

I don't understand why I'm being passed over."

我不知道為什麼我會被刷掉」

So what Tonya doesn't realize is that there's a missing 33 percent of the career success equation for women,

Tonya不知道女性喪失了百分之33成功的平等待遇

and it's understanding what this missing 33 percent is that's required to close the gender gap at the top.

我們知道這喪失的百分之33是因為高階主管地位的性別隔閡

In order to move up in organizations, you have to be known for your leadership skills,

為了升遷，你必須認識你的領導力

and this would apply to any of you, women or men.

這適用於每個人，不管男生或女生

It means that you have to be recognized for using the greatness in you to achieve

意思是你必須了解自己的長處並善用它

and sustain extraordinary outcomes by engaging the greatness in others.

從他人身上獲得特別的收穫

Put in other language, it means you have to use your skills and talents and abilities

換一種方式說，就是你要用自己的技術、天資及能力

to help the organization achieve its strategic financial goals

謀得策略，幫公司達成財經目標

and do that by working effectively with others inside of the organization and outside.

並有效率地和公司同仁及廠商合作

And although all three of these elements of leadership are important,

雖然這三項領導特質很重要

when it comes to moving up in organizations, they aren't equally important.

但它們對於升遷是一點幫助也沒有

So pay attention to the green box as I move forward.

所以注意看我在操控的綠盒子

In seeking and identifying employees with high potential,

要找出員工的最大潛能

the potential to go to the top of organizations,

升遷的最大潛能

the skills and competencies that relate to that green box are rated twice as heavily as those in the other two elements of leadership.

技術及能力，都和這個綠盒子有關，這兩項領導特質比其他特質還要重要

These skills and competencies can be summarized as business, strategic, and financial acumen.

技術和能力可以代表工作、策略和對財務的敏銳度

In other words, this skill set has to do with understanding where the organization is going,

換句話說，除了要有這項技能，還要了解公司未來方向

what its strategy is, what financial targets it has in place,

公司的營運策略是什麼，財務目標在哪裡

and understanding your role in moving the organization forward.

更要知道你在公司裡扮演什麼樣的角色

This is that missing 33 percent of the career success equation for women,

這就是女性喪失百分之33成功的平等待遇的原因

not because it's missing in our capabilities or abilities,

不是因為我們的能力不足

but because it's missing in the advice that we're given.

而是因為我們沒有提出建議

Here's what I mean by that.

舉個例子說明

Five years ago, I was asked to moderate a panel of executives,

五年前，我為一群業務主管講課

and the topic for the evening was "What do you look for in high-potential employees?"

那天的主題是「在潛力十足的員工身上可以找到什麼？」

So think about the three elements of leadership as I summarize for you what they told me.

聽聽看他們說的三個領導特質

They said, "We look for people who are smart and hard working and committed and trustworthy and resilient."

他們說：「我們在找精明、努力、忠誠、可靠又精力充沛的人」

So which element of leadership does that relate to? Personal greatness.

到底哪些特質和領導力相關呢？

They said, "We look for employees who are great with our customers,

他們又說：「我們在找會照顧顧客、

who empower their teams, who negotiate effectively,

領導團隊、有效協調、

who are able to manage conflict well, and are overall great communicators."

化解衝突而且好溝通的員工」

Which element of leadership does that equate to?

哪些特質和領導力有關係呢？

Engaging the greatness in others.

有好的人際關係

And then they pretty much stopped.

他們就沒繼續說下去了

So I asked, "Well, what about people who understand your business, where it's going,

我就問：「了解你的人呢？

and their role in taking it there? And what about people who are able to scan the external environment,

他們扮演什樣角色？還有能快速適應環境的人呢？

identify risks and opportunities, make strategy or make strategic recommendations?

他們發現危機和轉機，又可以提出策略性的建議

And what about people who are able to look at the financials of your business,

還有能為你處理財務問題的人呢？

understand the story that the financials tell, and either take appropriate action or make appropriate recommendations?"

他們會管理財務，還會採取適當的動作或給予適當的建議

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

其他有個男人說：「那是假定的事實」

So I turned to the audience of 150 women and I asked,

所以我看著150位女性觀眾並問她們：

"How many of you have ever been told that the door-opener for career advancement is your business,

「在座有多少人曾被告知要用自己的事業、策略和財務敏銳度來談判，爭取升遷機會

strategic and financial acumen, and that all the other important stuff is what differentiates you in the talent pool?"

而你其他的重要特質卻被埋沒了？」

Three women raised their hand, and I've asked this question of women all around the globe in the five years since,

三位女士舉手，我在五年內，已經問過全世界的女性

and the percentage is never much different.

但比例從來不變

So this is obvious, right? But how can it be?

這很荒謬，對不對？但有什麼辦法解決嗎？

Well, there are primarily three reasons that there's this missing 33 percent in the career success advice given to women?

而這就是為什麼百分之33的女性無法順利升遷的三個基本原因

When organizations direct women toward resources

公司主導女性接受

that focus on the conventional advice that we've been hearing for over 40 years,

我們聽超過40年的常見建議時

there's a notable absence of advice that relates to business, strategic and financial acumen.

有些明顯的建議和商業、策略及財務敏銳度相關

Much of the advice is emphasizing personal actions that we need to take,

大多數的建議都著重在個人行為上

like become more assertive, become more confident, develop your personal brand,

像Tonya一直努力要更果斷點、要更有自信、要建立個人品牌

things that Tonya's been working on, and advice about working with other people,

還要能與人合作

things like learn to self-promote, get a mentor, enhance your network,

提升自我能力、找到指導老師和加強人脈

and virtually nothing said about the importance of business, strategic and financial acumen.

其實都對商業、策略和財務敏銳度無關

This doesn't mean that this advice is unimportant.

這不代表這個建議不重要

What it means is that this is advice that's absolutely essential for breaking through from career start to middle management,

而是代表這個建議非常有助於突破基層位置，成為中階主管

but it's not the advice that gets women to break through from the middle,

但這不是幫助女性從中階主管突破

where we're 50 percent, to senior and executive positions.

成為高階主管的好方法

And this is why conventional advice to women in 40 years hasn't closed the gender gap at the top and won't close it.

而這就是為什麼40年來，女性常接受建議，到現在，性別隔閡仍沒有突破，未來也不會突破

Now, the second reason relates to Tonya's comments about having had excellent performance evals,

第二個有關Tonya亮麗的工作表現

great feedback from her teams, and having taken every management training program she can lay her hands on.

團隊的熱烈回應及自己不斷地進修，她完全靠自己的力量完成所有事情

So you would think that she's getting messages from her organization through the talent development systems

你一定覺得公司有發給她才能發展系統

and performance management systems that let her know how important it is to develop business,

及表現管理系統所寄的信，讓她知道事業發展

strategic and financial acumen, but here again, that green square is quite small.

策略及對財務的敏銳度有多重要，但又回到這個主題，綠框框非常小

On average, talent and performance management systems in the organizations that I've worked with

在我任職過的公司中，通常才能和表現管理系統

focus three to one on the other two elements of leadership compared to the importance of business,

把重點放在其他兩項領導特質上，和事業

strategic and financial acumen, which is why typical talent and performance systems haven't closed and won't close the gender gap at the top.

策略及財務敏銳度的重要性相比較，而這就是為什麼典型的才能和表現系統無法彌補性別隔閡，未來也沒有辦法彌補

Now, Tonya also talked about working with a mentor,

現在，Tonya也有前輩指導她

and this is really important to talk about, because if organizations,

這是最重要的事，因為如果組織

talent and performance systems aren't giving people in general information about the importance of business,

才能及表現系統沒有給人們最重要的事業

strategic and financial acumen, how are men getting to the top?

策略及財務敏銳度相關資訊，一個人要如何升遷？

Well, there are primarily two ways. One is because of the positions they're guided into,

其實有兩種方法，其一是依照他們所導向的職位

and the other is because of informal mentoring and sponsorship.

其二是因為不正式的顧問指導和保證人的地位

So what's women's experience as it relates to mentoring?

女性的經驗和顧問指導有什麼關係呢？

Well, this comment from an executive that I worked with recently illustrates that experience.

最近和一位長官工作時，我證實了這個經驗

He was very proud of the fact that last year, he had two protégés: a man and a woman.

去年他有兩位徒弟，一位是男性，一位是女性，他為此感到非常驕傲

And he said, "I helped the woman build confidence, I helped the man learn the business,

他說：「我教這女孩建立自信，我教這男孩學習事業

and I didn't realize that I was treating them any differently." And he was sincere about that.

我沒有發現我用不一樣的方式教導他們」他非常誠實地說

So what this illustrates is that as managers, whether we're women or men,

所以這說明了成為一位主管，不管我們是男是女

we have mindsets about women and men, about careers in leadership,

我們都會用不同心態來面對性別和事業上的領導力

and these unexamined mindsets won't close the gender gap at the top.

而這些不正確的心態無法解決高階管理階層的性別隔閡

So how do we take this idea of the missing 33 percent and turn it into action?

我們到底該怎麼看待這喪失的百分之33，並將它扭轉成動力呢？

Well, for women, the answer is obvious:

對女性來說，這答案很可笑

we have to begin to focus more on developing and demonstrating the skills we have

我們開始把重點放在發展和證明我們有的技能上

that show that we're people who understand our businesses, where they're headed, and our role in taking it there.

這樣表示我們是懂事業的人，我們也知道我們在事業中扮演的角色

That's what enables that breakthrough from middle management to leadership at the top.

而那能讓我們從中階管理階層突破至高階管理階層

But you don't have to be a middle manager to do this.

但你不需要以中階主管的角度來完成這件事

One young scientist that works in a biotech firm used her insight about the missing 33 percent

一位在生技公司工作的年輕科學家用她的洞察力看失去的這百分之33

to weave financial impact data into a project update she did

她把財務影響數據輸入最近更新的計畫

and got tremendous positive feedback from the managers in the room.

她從主管的房間得到正面的回應

So we don't want to put 100 percent of the responsibility on women's shoulders,

所以我們不想把全部的責任都丟給女性扛

nor would it be wise to do so, and here's why: In order for companies to achieve their strategic financial goals,

那也不是明智的做法，原因是：為了幫公司達成策略性財務目標

executives understand that they have to have everyone pulling in the same direction.

主管知道每一位同仁努力的方向都必須是一致的

In other words, the term we use in business is, we have to have strategic alignment.

換句話說，商業上的用詞，戰略一致性

And executives know this very well, and yet only 37 percent, according to a recent Conference Board report,

主管也知道這個術語，但根據Conference Board 最近的報告，只有百分之37的人

believe that they have that strategic alignment in place.

相信他們的戰略是一致

So for 63 percent of organizations, achieving their strategic financial goals is questionable.

所以公司百分之63的人對於能不能達成策略性財務目標仍有疑問

And if you think about what I've just shared,

思考一下我剛才的分享

that you have situations where at least 50 percent of your middle managers

如果你遇過至少一半的中階主管

haven't received clear messaging that they have to become focused on the business,

他們還沒有收到訊息，說明他們應該要把重點放在事業上

where it's headed, and their role in taking it there,

放在他們扮演的角色上

it's not surprising that that percentage of executives who are confident about alignment is so low,

我不會因為只有那幾位對財務一致性有自信的長官感到意外

which is why there are other people who have a role to play in this.

這就是為什麼有其他人要扮演這個角色

It's important for directors on boards to expect from their executives proportional pools of women

董事會有沒有每年進行一次升遷討論會

when they sit down once a year for their succession discussions.

讓成比例的女性升遷是很重要的一件事

Why? Because if they aren't seeing that, it could be a red flag that their organization isn't as aligned as it could potentially be.

為什麼？因為如果他們忽略，他們企業的戰略一致性就根本不可能成功

It's important for CEOs to also expect these proportional pools, and if they hear comments like,

執行長看清性別比例問題也很重要，如果他們的回應是

"Well, she doesn't have enough business experience," ask the question, "What are we going to do about that?"

「她沒有足夠的企業經驗，我們該怎麼解決呢？」

It's important for H.R. executives to make sure that the missing 33 percent is appropriately emphasized,

人力資源主管也應該要確定是否適度地強調這喪失的百分之33

and it's important for women and men who are in management positions

在管理地位的男女也應該注意

to examine the mindsets we hold about women and men,

我們對性別

about careers and success, to make sure we are creating a level playing field for everybody.

事業和成功的正確心態，確保這些機制適合每個人

So let me close with the latest chapter in Tonya's story.

我用Tonya的故事做結論

Tonya emailed me two months ago, and she said that she had been interviewed for a new position, and during the interview,

Tonya兩個月前寄信給我，她已經申請了新職位，面試中

they probed about her business acumen and her strategic insights into the industry,

他們試探她的營業本領和她對公司的策略看法

and she said that she was so happy to report that

她對這場面試感到開心

now she has a new position reporting directly to the chief information officer at her company.

現在她有新職位，成為公司裡的資訊科技主管

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,

所以對在座的一些人來說，百分之33這個想法會讓你更努力，我希望這對在座各位都有用

you will see it as an idea worth spreading in order to help organizations be more effective,

你將會了解到為了提升公司的效率，這個想法值得流傳

to help women create careers that soar, and to help close the gender gap at the top.

來幫助女性升遷，並解決高階地位的性別隔閡

Thank you.

謝謝大家