Want to truly succeed? Lift others up while you climb | The Way We Work, a TED series

- When it comes to our careers,

翻译人员: Meiqi Jia 校对人员: Helen Chang

当谈论到我们的职业，

the analogy we've been given is a ladder.

职业晋升通常被比喻为阶梯。

We're climbing, climbing, climbing,

我们一直在攀爬，

seeing just how high we can get,

看我们到底可以爬多高。

but if we wanna be a part of organizations

但是如果我们想成为

that are diverse and inclusive

多样包容，并且充分反映当今世界的

and truly reflect the world that we live in,

组织的一员，

that's simply not enough.

这是远远不够的。

While we climb, we also need to lift.

当我们在攀爬的时候， 我们还需要举起。

【我们如何运作】

(light music)

（音乐）

It's no secret that our companies and organizations

众所周知，

我们的公司和组织很少有

rarely have leadership teams that represent

代表他们社团的领导队伍。

the communities they serve.

That makes them less effective in their work,

这导致了低工作效率，

less innovative, and less profitable too.

低的创造力，

和更低的利润。

We need more women steering the ship,

我们需要更多的女性来掌舵，

more people of color at the helm,

更多有色人种来指挥，

more folks with disabilities in charge,

更多的残疾人来看管，

more immigrants setting the tone,

更多的移民来营造企业氛围，

more queer and trans folks calling the shots.

更多同性恋和跨性别群体拥有决定权。

所以无论你是一位隶属于

So whether you're a new hire who's a proud member

以上组织的新职工，

of one or more of these groups

or a longtime leader who is none of the above,

或是一名并不属于以上 任何群体的资深的领导，

each of us has a role to play in making this happen.

每一个人都应在这件事情上起到作用。

Success is no longer about our individual ambitions,

成功不再仅仅关于个人野心，

but about how we build something greater together.

而是关于我们怎样一起 创建更伟大的事情。

My mother introduced me to this concept

我的母亲告诉了我这个 当攀爬的时候举起他人的概念。

of lifting while you climb.

She was an absolute powerhouse in her work,

她对于工作充满热情，

and she spent so much of her time working with younger

并且花费了很多时间帮助 年轻的黑人女性。

black women to help advance them too.

She would remind me that the point of success

她会提醒我，

成功的意义并不是仅仅是为了成功。

isn't success for success's sake.

She said that when you climb that ladder

她说，当你在爬阶梯到顶的时候，

and you get to the top,

you can take a moment to enjoy the view,

你可以休息一下享受风景，

but you must be principally concerned

但是你必须专注使用全部力量

with using all of your might to throw the ladder

将梯子扔给那些在你后面的人。

back down for those who are coming behind you.

There's no point in being the first

在我们是最后一名的时候 当第一是毫无意义的。

if we're also the last.

So here are three ways that all of us,

有三种方式可以让我们学习这个精神，

whether you're a first in your company

无论你是公司的佼佼者 或是遗留遗产中的一员。

or a part of a deep legacy,

can embrace this spirit.

One, question your surroundings.

第一：

对你的环境提出质疑。

One of the benefits and really the consequences of privilege

特权所带来的好处及后果是 与你经历相同的的人共事。

is being around people whose experiences mirror your own.

So when you're at the table,

所以当你在交谈时，

I wanna ask you to really examine who's there with you.

你需要认真的审视谁在你身旁，

And even more importantly, who isn't.

并且更重要的是， 谁不在。

Do you see women, people of color,

你看得到女性，

people with disabilities, people who look like

有色人种，

残障人士，

与你的顾客、客户、病患 和社区相似的人吗？

your customers, clients, patients, and community?

If not, I need you to ask why.

如果不，请问问为什么。

Calling it out matters.

发声很重要。

If we don't name it, we can't change it.

如果我们不指出来， 什么都改变不了。

Once you notice these disparities,

一旦你发现这些差异，

let's do something about it.

我们应该作出改变。

For example, we have a lot of data

比如，

很多数据表明女性在做报告的时候 比男性更容易被打断。

that women get interrupted during presentations

more than men do.

So make counting this an activity that you try

所以在很多人将要 报告的时候记录这个事情。

in meetings where there's multiple people presenting.

Keep a tally, how often do women or nonbinary folks

统计女性或其他性别群体 被打断的次数，

get interrupted and how often are men getting interrupted?

有多少男性被打断了？

Add up your tally at the end of the week,

在一周的末尾统计这个次数，

and if you notice discrepancies, talk about them.

如果你发觉了任何不符， 与他们交流。

Talk about them in the moment.

在当下与他们交流。

Address it in the meeting if you can.

如果可以的话在例会中解决这件事。

Practice saying hey Fred, I think you interrupted June.

尝试说，“弗雷德，我觉得你打断了琼。

琼，你可以重复你刚才说的话吗。”

June, can you repeat that?

Or if that feels like too much,

如果这不可行，

you can just hand the mike back to June.

你可以直接与琼沟通。

Hey June, what were you saying?

“琼，你刚才在说什么？ 我好像错过了。”

I think I missed it.

When you notice it happening, speak up.

当这件事发生了，站出来。

It's a chance to give yourself and others

这是一个帮助自己和他人的机会。

the opportunity to show up better.

Two, aim for sponsorship over mentorship.

第二，

相较辅导他人，争取资助。

Mentorship is making a connection for someone,

辅导他人是为别人而联结， 给予他人建议，

giving them advice, helping them know

when to ask for a promotion.

让他们知道什么时候应该争取晋升。

It's great, but we can do even better.

这很棒，但是我们可以做得更好。

资助他人是用你的特权、职位、权利

Sponsorship is using your privilege, your position,

your power to give opportunities to someone else

去给予那些传统意义上 被排除的人们机会。

who's traditionally been excluded.

It's not just saying that someone would excel

并不是说人们会在 孤注一掷的项目上做得很好，

in a make or break project,

but getting in there and helping them make it

但是真的帮助他们跨越终点线。

across the finish line.

It's sending their finished project to senior leaders

把他们的最终成果交给高管们，

and letting them know how strong you thought it was.

并且让他们知道 你觉得他们做的很棒。

When the work gets picked up and used,

当这样的工作被发现，

it's reminding people where it came from

会提醒别人工作是哪里来的， 由谁完成的。

and who produced it.

If mentorship happens behind the scenes,

如果辅导在背后发生，

sponsorship happens right there in the front.

资助将在前面。

Not just before the meeting but in the meeting.

不仅仅在会议前， 而是在会议中。

Not just on the private thread but in that big group email

不仅仅在私下， 而是在群发邮件里。

because the platitudes, the kind of half stepping,

因为这些陈词滥调，

这种优柔寡断，

it's not cutting it.

并不会影响什么。

Finally, pass on the chance for glory.

最后，将这样引以为豪的机会传下去。

Think about how you can create opportunities

想一想你可以怎么样为那些没有 这样机会的员工创造机会。

for the people in your organization

who might not get them as often.

The next time you're asked to do a panel,

当下次你被邀请做分享会，

consider offering your seat to someone

考虑把你的位子让给那些可能 因为他们的种族、性别或残疾，

who also has bold and imaginative ideas

but might be overlooked because of their race or gender

而被忽略的人，

or disability and then help that person prepare.

并且帮助他准备。

Take someone who wouldn't normally have access

带领那些通常没有机会参会的人一起，

to the meeting and bring them in with you,

not to observe, but to present with you.

不是去观察，

而是与你一起报告。

If you've been running an ideation session for awhile,

当你已经带领了很久创新会议， 让新人接手。

pass it on to someone new.

Keep the calendar invite intact, talk them through

保持同样的邀请人，

与他们沟通之前会议的利弊，

what's worked in the past and what hasn't

so that they can excel too.

让他们也可以成功。

Pass on your institutional knowledge.

将你的知识传授给他们，

It's on the leadership of your company

在你的公司和组织的带领下，

or your organization to set goals and metrics

制定雇佣多元化员工的目标。

for hiring equitably and bringing in more diverse employees

but when it comes to inclusion and celebrating others,

但是当提到包容和颂扬他人， 你可以起到帮助。

you can help with that.

You can go to someone who doesn't share your identities

你可以去找到那些 与你身份不相同的人去共同完成项目。

to partner on a project.

You can amplify the work of a colleague

你可以放大那些 与他人不同的同事的工作成果。

who might be the only person like them on the team.

You may think about where you first started in this work

或许你会想到你新入职的时候， 为你所学的东西而感到骄傲，

and feel so proud of what you've learned

and how brave you've been as you've climbed.

并且赞许你攀爬时的勇气。

I need you to hold that feeling.

我需要你保持这个感觉。

Please hold that feeling,

请保持，

but also chase that feeling,

但与此同时追逐这种感觉，

because what good is our power and success,

因为如果我们获得的权力和成功的背后 是那些被我们遗忘在后的人们，

what use is it making it to the top

if all it affords us is a bird's eye view

有何好处？只剩下 鸟瞰每个被扔下者的视野罢了。

of everyone we've left behind?

If your journey in inclusion feels easy,

如果你感觉这趟包容性旅程很简单，

you have packed too light,

你的行装太轻了。

so feel proud, feel uplifted, feel accomplished

所以为自己感到骄傲，

感受到被抬起，

为你在达到公平 所投入的精力感到有所成就。

in your commitment to equity,

but also feel like you have more work to do

与此同时， 感知你还要做更多，

because lifting, it's difficult.

因为 举起--

很困难，而你的帮助 --

And your help, it's essential.

至关重要。

(light music)