The career advice you probably didn't get | Susan Colantuono

Prevodilac: Aleksandar Kovačević Lektor: Mile Živković

Women represent

Žene čine

50 percent of middle management

50 procenata šefova odseka

and professional positions,

i radnih mesta,

but the percentages of women at the top of organizations

ali udeo žena na vrhu organizacija

represent not even a third of that number.

nije ni trećina te brojke.

So some people hear that statistic and they ask,

Kada se pogleda ta statistika, neko bi pitao

why do we have so few women leaders?

zašto je tako malo žena koje vode?

But I look at that statistic

Ako se slažete sa mnom

and, if you, like me, believe

da vođa ima na svim nivoima kompanije,

that leadership manifests at every level,

kada se pogledaju brojke,

you would see that there's a tremendous,

vidi se da

awesome resource of leaders

na srednjem nivou

who are leading in middle management,

postoji ogroman broj vođa,

which raises a different question:

te se nameće pitanje:

Why are there so many women

zašto je toliko žena

mired in the middle

zastalo na sredini

and what has to happen

i šta mora da se uradi

to take them to the top?

da bi stigle do vrha?

So some of you might be some of those women

Među vama možda ima

who are in middle management

baš tih žena koje su šefovi odseka

and seeking to move up in your organization.

i žele da napreduju.

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

Tonja je odličan primer ovoga.

I met her two years ago.

Upoznale smo se pre dve godine.

She was a vice president in a Fortune 50 company,

Radi kao podpredsednik u jednoj

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

od 50 najjačih kompanija i požalila mi se:

"I've worked really hard to improve my confidence

,,Dosta sam radila na samopouzdanju

and my assertiveness and develop a great brand,

i isticanju i razvila sam dobar brend,

I get terrific performance evals from my boss,

šef je odlično ocenio moj rad,

my 360s in the organization let me know

iz organizacije su mi javili

that my teams love working for me,

da timovi uživaju da rade sa mnom,

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

pohađala sam sve moguće kurseve menadžmenta,

I am working with a terrific mentor,

radim sa odličnim mentorom,

and yet I've been passed over

a opet su me dvaput

twice for advancement opportunities,

preskočili pri unapređenju,

even when my manager knows

iako šef zna

that I'm committed to moving up

da želim da napredujem,

and even interested in an international assignment.

čak i da radim u inostranstvu.

I don't understand why

Ne razumem

I'm being passed over."

zbog čega me preskaču.''

So what Tonya doesn't realize

Tonja ne shvata

is that there's a missing 33 percent

da u jednačini za uspeh kod žena

of the career success equation for women,

fali jedna trećina,

and it's understanding what this missing 33 percent is

a da bismo izjednačili polove na vrhu

that's required to close the gender gap at the top.

moramo da razumemo tu trećinu.

In order to move up in organizations,

Morate da važite za dobrog vođu

you have to be known for your leadership skills,

kako biste napredovali u organizacijama,

and this would apply to any of you,

i to se odnosi

women or men.

i na muškarce i na žene.

It means that you have to be recognized

To znači da morate

for using the greatness in you

da koristite sopstvenu veličinu

to achieve and sustain extraordinary outcomes

i da probudite veličinu u drugima

by engaging the greatness in others.

kako bi došlo do izuzetnih rezultata.

Put in other language,

Drugim rečima,

it means you have to use your skills

morate da koristite svoje veštine,

and talents and abilities

talente i sposobnosti

to help the organization achieve

kako bi organizaciji pomogli da ostvari

its strategic financial goals

svoje strateške i finansijske ciljeve,

and do that by working effectively with others

putem efektivne saradnje sa ljudima

inside of the organization and outside.

unutar i van organizacije.

And although all three of these elements

Iako su sva ova

of leadership are important,

tri elementa vođstva

when it comes to moving up in organizations,

važna za napredovanje,

they aren't equally important.

nisu svi podjednako važni.

So pay attention to the green box

Zato dok budem pričala

as I move forward.

obratite pažnju na zeleni pravougaonik.

In seeking and identifying

Kad kompanije traže

employees with high potential,

radnike koji imaju

the potential to go to the top of organizations,

visok potencijal za napredovanje,

the skills and competencies

veštine koje se nalaze

that relate to that green box

u tom zelenom pravougaoniku

are rated twice as heavily

se dvostruko više vrednuju od onih

as those in the other two elements of leadership.

u okviru druga dva elementa.

These skills and competencies

Ove veštine i sposobnosti

can be summarized as business,

se odnose na poznavanje

strategic, and financial acumen.

posla, strategije i finansija.

In other words, this skill set has to do

Drugim rečima, odnose se na

with understanding where the organization is going,

razumevanje pravca u kom se kompanija kreće,

what its strategy is,

njene strategije

what financial targets it has in place,

i finansijskih ciljeva,

and understanding your role

kao i spostvenog doprinosa

in moving the organization forward.

njenom napretku.

This is that missing 33 percent

To je trećina koja nedostaje

of the career success equation for women,

u jednačini uspeha za žene,

not because it's missing in our capabilities

ne zato što nismo u mogućnosti

or abilities,

da to postignemo,

but because it's missing in the advice

već zato što nas niko

that we're given.

nije posavetovao u tom pravcu.

Here's what I mean by that.

Pod tim mislim na sledeće.

Five years ago, I was asked to moderate

Pre pet godina sam bila

a panel of executives,

voditelj diskusije među direktorima,

and the topic for the evening was

a tema večeri je bila:

"What do you look for in high-potential employees?"

,,Šta mora da ima zaposleni sa visokim potencijalom?''

So think about the three elements of leadership

Dok vam pričam kako su odgovorili,

as I summarize for you what they told me.

razmislite o tri elementa vođstva.

They said, "We look for people

Rekli su: ,,Tražimo pametne,

who are smart and hard working and committed

vredne, posvećene, pouzdane,

and trustworthy and resilient."

i otporne ljude.''

So which element of leadership does that relate to?

Na koji se onda element to odnosi?

Personal greatness.

Sopstvenu veličinu.

They said, "We look for employees

Rekli su: ,,Tražimo zaposlene

who are great with our customers,

koji dobro umeju sa mušterijama,

who empower their teams,

koji izvlače najbolje iz svog tima,

who negotiate effectively,

koji uspešno pregovaraju,

who are able to manage conflict well,

koji dobro izlaze na kraj sa konfliktima,

and are overall great communicators."

i uopšte dobro komuniciraju.''

Which element of leadership does that equate to?

Koji element vođstva to čini?

Engaging the greatness in others.

Buđenje veličine u drugima.

And then they pretty much stopped.

I tu su otprilike stali.

So I asked,

Onda sam pitala:

"Well, what about people

,,A šta je sa ljudima

who understand your business,

koji razumeju poslovanje,

where it's going,

u kom pravcu ide

and their role in taking it there?

i svoju ulogu u njemu?

And what about people who are able

I šta je sa onima koji

to scan the external environment,

umeju da opažaju okolinu,

identify risks and opportunities,

da prepoznaju rizike i prilike,

make strategy or make strategic recommendations?

da osmisle i predlože strategiju?

And what about people who are able

I šta je sa onima

to look at the financials of your business,

koji pogledaju finansije

understand the story that the financials tell,

i razumeju šta one znače

and either take appropriate action

i u skladu sa tim mogu

or make appropriate recommendations?"

da delaju ili daju predloge?''

And to a man, they said,

I svi do jednog su rekli:

"That's a given."

,,To se podrazumeva.''

So I turned to the audience

Okrenula sam se ka

of 150 women and I asked,

150 žena u publici i pitala:

"How many of you have ever been told

,,Kome od vas su rekli

that the door-opener for career advancement

da je za napredovanje u karijeri

is your business, strategic and financial acumen,

neophodno poznavanje posla, strategije i finansija,

and that all the other important stuff

a da sve ovo ostalo

is what differentiates you in the talent pool?"

služi da se istaknete?''

Three women raised their hand,

Tri su podigle ruku,

and I've asked this question of women

i u narednih pet godina

all around the globe in the five years since,

sam isto pitala žene širom sveta

and the percentage is never much different.

i procenat se ne razlikuje mnogo.

So this is obvious, right?

Znači da je u pitanju očita stvar?

But how can it be?

Ali, kako je to moguće?

Well, there are primarily three reasons

Postoje tri osnovna razloga

that there's this missing 33 percent

zbog kojih fali ova trećina

in the career success advice given to women?

saveta za uspešnu karijeru kod žena.

When organizations direct women

Kad organizacije ženama ukažu

toward resources

na knjige

that focus on the conventional advice

koje izlažu savete

that we've been hearing for over 40 years,

koje slušamo već 40 godina,

there's a notable absence of advice that relates

primeti se da u njima nema saveta

to business, strategic and financial acumen.

vezanih za poznavanje posla, strategije i finansija.

Much of the advice is emphasizing

Dobar deo saveta se odnosi

personal actions that we need to take,

na to kako treba da postupamo,

like become more assertive, become more confident,

na primer da se istaknemo, budemo samopouzdanije,

develop your personal brand,

da razvijemo svoj brend,

things that Tonya's been working on,

sve što je Tonja radila,

and advice about working with other people,

kao i na to kako da radimo sa drugima,

things like learn to self-promote,

kako da istaknemo svoj doprinos,

get a mentor, enhance your network,

da nađemo mentora, povećamo mrežu kontakata,

and virtually nothing said

a gotovo da nema pomena

about the importance of business, strategic

o razumevanju posla,

and financial acumen.

strategije i finansija.

This doesn't mean that this advice is unimportant.

To ne znači da takvi saveti nisu važni.

What it means is that this is advice

To su saveti koji su

that's absolutely essential for breaking through

nam neophodni kako bi sa

from career start to middle management,

samog početka karijere stigle do srednjeg nivoa,

but it's not the advice

ali ti saveti nam neće

that gets women to break through

pomoći da sa

from the middle, where we're 50 percent,

srednjeg nivoa, gde nas ima 50 posto

to senior and executive positions.

pređemo na mesta direktora.

And this is why conventional advice to women

Zbog toga već 40 godina uobičajeni saveti

in 40 years hasn't closed the gender gap at the top

ne uspevaju da izjednače polove na vrhu,

and won't close it.

niti će uspeti.

Now, the second reason

Drugi razlog se odnosi

relates to Tonya's comments

na to što je Tonja pomenula,

about having had excellent performance evals,

kako je njen rad dobro ocenjen,

great feedback from her teams,

da je dobila pohvale od timova

and having taken every management training program

i da je pohađala sve kurseve menadžmenta

she can lay her hands on.

koje je uspela da nađe.

So you would think that she's getting

Pomislili bi da joj

messages from her organization

kroz program

through the talent development systems

za razvoj talenata

and performance management systems

organizacija daje do znanja

that let her know how important it is

koliko je zapravo bitno

to develop business, strategic and financial acumen,

poznavati posao, strategiju i finansije

but here again, that green square is quite small.

ali i tu je zeleni pravugaonik prilično mali.

On average,

Programi za razvoj talenata

talent and performance management systems

u organizacijama sa kojima sam radila

in the organizations that I've worked with

se uglavnom

focus three to one

tri puta više

on the other two elements of leadership

fokusiraju na druge elemente vođstva

compared to the importance of business,

u odnosu na poznavanje posla,

strategic and financial acumen,

strategije i finansija,

which is why typical talent and performance systems

i zbog toga i nisu

haven't closed and won't close

niti će uspeti da uklone

the gender gap at the top.

razliku među polovima na vrhu.

Now, Tonya also talked about working with a mentor,

Tonja je pominjala i rad sa mentorom,

and this is really important to talk about,

i o tome je bitno pričati,

because if organizations,

jer kako muškarci uspevaju

talent and performance systems

da stignu do vrha

aren't giving people in general

ako uzmemo da programi

information about the importance of

za razvoj talenata ne daju ljudima

business, strategic and financial acumen,

informacije o važnosti poznavanja

how are men getting to the top?

poslovanja, strategije i finansija?

Well, there are primarily two ways.

Postoje dva glavna načina.

One is because of the positions

Jedan je to što ih

they're guided into,

vode do tog položaja,

and the other is because of informal mentoring

a drugi se neformalni

and sponsorship.

mentori i sponzori.

So what's women's experience

Kakvo iskustvo žene

as it relates to mentoring?

imaju sa mentorima?

Well, this comment from an executive

Ono se oslikava

that I worked with recently

u priči o direktoru

illustrates that experience.

sa kojim sam nedavno radila.

He was very proud of the fact that last year,

Bio je veoma ponosan na to što je

he had two protégés: a man and a woman.

prethodne godina imao i muškog i ženskog štićenika.

And he said, "I helped the woman build confidence,

Rekao je: ,,Ženi sam pomogao sa samopouzdanjem,

I helped the man learn the business,

a muškarca sam učio zanatu,

and I didn't realize that I was treating them

a nisam ni shvatio

any differently."

da sam napravio razliku.''

And he was sincere about that.

I to je ozbiljno mislio.

So what this illustrates is that

To nam govori da

as managers, whether we're women or men,

bez obzira da li smo muškarci ili žene,

we have mindsets about women and men,

kao menadžeri imamo različite stavove

about careers in leadership,

o muškarcima i ženama, o karijeri

and these unexamined mindsets

i vođstvu, i ovi stavovi neće izjednačiti polove

won't close the gender gap at the top.

na vrhu ako ih ne preispitamo.

So how do we take this idea

Kako onda da to

of the missing 33 percent

što znamo o trećini koja nedostaje

and turn it into action?

pretvorimo u delo?

Well, for women, the answer is obvious:

Ženama je to očito:

we have to begin to focus more

moramo više da

on developing and demonstrating

obratimo pažnju

the skills we have

na razvijanje i pokazivanje veština

that show that we're people who understand

i da pokažemo kako razumemo

our businesses, where they're headed,

posao, kako se razvija

and our role in taking it there.

i kako možemo da doprinesemo.

That's what enables that breakthrough

To će nam omogućiti

from middle management

da sa srednjeg nivoa

to leadership at the top.

pređemo na vrh.

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

Ali to se ne odnosi samo na šefove odseka.

One young scientist that works in a biotech firm

Jedna devojka koja radi kao naučnik

used her insight about the missing 33 percent

u biotehnološkoj firmi je iskoristila

to weave financial impact data

poznavanje te trećine kako bi u projekat

into a project update she did

na kom je radila ubacila podatke

and got tremendous positive feedback

o finansijama, i svi menadžeri

from the managers in the room.

su to izuzetno pozitivno ocenili.

So we don't want to put 100 percent

Ne želimo da sva odgovornost

of the responsibility on women's shoulders,

leži na ramenima žena,

nor would it be wise to do so, and here's why:

niti bi to bilo pametno, zbog sledećeg:

In order for companies to achieve

direktori znaju da je neophodno

their strategic financial goals,

da svi rade ka istoj stvari

executives understand that they have to have

kako bi kompanija postigla

everyone pulling in the same direction.

strateške i finansijske ciljeve.

In other words, the term we use in business is,

Poslovnim rečnikom, treba

we have to have strategic alignment.

da budu strateški usaglašeni.

And executives know this very well,

Iako direktori to dobro znaju,

and yet only 37 percent,

prema izveštaju organizacije "Conference Board",

according to a recent Conference Board report,

svega 37% smatra

believe that they have that

da kod njih postoji

strategic alignment in place.

takva usaglašenost.

So for 63 percent of organizations,

Znači da je za 63% organizacija

achieving their strategic financial goals

postizanje strateških i finansijskih ciljeva

is questionable.

pod znakom pitanja.

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

Ako uzmete u obzir to što sam rekla:

that you have situations where at least 50 percent

da bar 50%

of your middle managers

šefova odseka

haven't received clear messaging

nije primilo k znanju

that they have to become focused on the business,

da treba da se usredsrede na posao,

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

pravac njegovog razvitka i sopstveni doprinos;

it's not surprising that that percentage

onda ne iznenađuje

of executives who are confident about alignment

da tako malo direktora veruje

is so low,

da je postiglo usaglašenost

which is why there are other people

i zbog toga i drugi

who have a role to play in this.

treba da se priključe.

It's important for directors on boards

Bitno je da članovi upravnog odbora

to expect from their executives

pri godišnjoj oceni kadrova

proportional pools of women when they sit down

od direktora očekuju

once a year for their succession discussions.

srazmeran broj ženskih kandidata.

Why? Because if they aren't seeing that,

Zašto? Ako to ne očekuju,

it could be a red flag

to možda ukazuje

that their organization isn't as aligned

da organizacija nije

as it could potentially be.

u potpunosti usaglašena.

It's important for CEOs

Bitno je i da izvršni direktori

to also expect these proportional pools,

očekuju takvu ravnopravnost među kandidatima,

and if they hear comments like,

a ako bude komentara poput:

"Well, she doesn't have enough business experience,"

,,Ona nema dovoljno iskustva u poslu.''

ask the question,

da pitaju:

"What are we going to do about that?"

,,Kako ćemo to da rešimo?''

It's important for H.R. executives

Bitno je da se članovi kadrovske službe

to make sure that the missing 33 percent

potrude i naglase

is appropriately emphasized,

tu trećinu koja nedostaje,

and it's important for women and men

a važno je i da menadžeri,

who are in management positions

i muškarci i žene,

to examine the mindsets we hold

preispitaju stavove

about women and men, about careers and success,

o ženama i muškarcima, o karijeri i uspehu,

to make sure we are creating a level playing field

kako bi bili sigurni da svi imaju

for everybody.

ravnopravnu šansu.

So let me close with the latest chapter

Završila bih poslednjim vestima

in Tonya's story.

o Tonji.

Tonya emailed me two months ago,

U imejlu od pre dva meseca

and she said that she had been interviewed for a new position,

je rekla da je bila na razgovoru za novu poziciju

and during the interview, they probed

i da su joj tokom razgovora

about her business acumen

postavili pitanja vezana

and her strategic insights into the industry,

za poznavanje posla i njen pogled na industriju

and she said that she was so happy to report

i radovalo je što može da kaže

that now she has a new position

da je sad na novom radnom mestu

reporting directly to the chief information officer

gde joj je pretpostavljeni

at her company.

šef odseka za informacije.

So for some of you, the missing 33 percent

Neki od vas će znanje

is an idea for you to put into action,

o trećini koja nedostaje da pretvore u delo,

and I hope that for all of you,

a nadam se da svi shvataju

you will see it as an idea worth spreading

da tu ideju treba širiti

in order to help organizations be more effective,

kako bi organizacije bile uspešnije,

to help women create careers that soar,

kako bi žene razvile uspešne karijere

and to help close the gender gap at the top.

i kako bismo uklonili razliku među polovima na vrhu.

Thank you.

Hvala vam.

(Applause)

(Aplauz)