356 | 这一转变将加速你的晋升之路

我们一生都被教导努力工作会带来成功。但在企业界，这某种程度上是个谎言。如果你想获得晋升并在职场生涯中成为领导者，实际上需要从埋头苦干转向建立人际关系，并让他人认可你的领导力。如果你已准备好从‘勤奋员工’转型为‘高潜力领导者’，请继续聆听，因为今天我将教你如何实现这一转变。欢迎来到《勇敢发声的艺术》，这是一档帮助职业女性发掘内在无限潜能的播客。

We get told our entire lives that hard work will lead us to success. But in the corporate world, this is kind of a lie. If you want to get promoted and become a leader in your corporate career, you actually have to shift away from hard work and focus instead on developing relationships and becoming known to others as a leader. If you are ready to stop being known as a hard worker and start being known as a highly capable, highly promotable leader, keep listening because today, I'm going to be teaching you how. Welcome to the art of speaking up, a podcast that helps professional women access the limitless potential that lies within them.

我是主持人杰西卡·古兹克，我的使命是帮你找到体内那股能彻底改变职业生涯的火花——以你可能从未想过的方式。非常高兴你的到来，现在正式进入节目。欢迎收听本播客，衷心感谢你的关注。

I'm your host, Jessica Guzik, and my mission is to help you find that spark inside you that has the power to transform your career in ways you may not have thought possible. I'm so excited that you're here. And now onto the show. Welcome to the podcast. Thank you so much for tuning in.

我对今天这期节目充满喜悦，因为我们要探讨晋升话题。想到女性获得晋升以及我能帮助她们实现这个目标，我内心感到无比快乐。如果你需要战略性的支持和指导来加速晋升之路，这期节目就是为你准备的。在讲解具体步骤前，我想先送上几句鼓励：首先，我认为渴望晋升、追求更多、为自己设定宏大目标，这是美好、健康且值得赞赏的。

I am full of joy for today's episode because we're talking about getting promoted. And the idea of women getting promoted and me helping women get promoted makes me feel really, really happy inside. So today's episode is for you if you want some strategic support and guidance to help you speed up your path to promotion. And I wanna share a few words of encouragement to you before I get into the how to and the steps of today's episode. And I just want to share that number one, I think it's good and healthy and awesome to desire a promotion, to want more, to want something big for yourself.

我深信作为女性，我们被社会规训得不敢怀有大志向。我们被期待保持渺小与顺从，只需支持他人（咳咳，特别是男性）去追逐宏伟目标。有时当我们怀揣大梦想时，甚至会感到一丝羞耻或不安。我提出这点，是为了让我们能解构并破除这种观念——追求目标梦想、为自己争取更多，是美妙而美好的事。特别是我的听众群体，天啊，你们是如此了不起的女性。

I really believe that as women, we are socially conditioned to not want big things. Like, we're supposed to be small and subservient, and we're just supposed to be there to support other people, cough, cough, men in going after big things. And I think sometimes there's like a teensy bit of stigma or shame that we feel when we have a big dream or a big desire. And I just wanted to name that so that we can unravel that and dismantle that and remind ourselves that going after our goals and dreams and wanting big things for ourselves is a wonderful, beautiful thing, especially because us as women and, oh my gosh, especially the women who listen to my podcast and who follow my work. You all are amazing.

当我想到女性对领导职位的渴望，以及那些关注我播客的女性听众，你们都是如此心怀慈悲、富有同理心的人。当你们成为领导者并追逐梦想时，实际上也在造福他人。你们正在让世界变得更美好。所以我想说的第一点是：为自己追求远大目标是正确且健康的。

But when I think about women wanting leadership positions and also I think about the type of women that I've met and worked with who follow my podcast. You're such heart centered, compassionate, empathetic women. And when you are in a position of leadership and you go after your dreams, that really benefits other people. You're actually also doing good in the world. So the first thing I wanna say is it's good and it's healthy to want big things for yourself.

你并不愚蠢，不贪婪，也不自我陶醉。你是有抱负的梦想家——在我看来这些特质无比美好。

You are not silly. You are not greedy. You are not self absorbed. You are ambitious, and you are a dreamer. And those are beautiful things in my opinion.

第二点：即使你内心一团乱麻，即使充满无数疑虑与不安全感，甚至完全不觉得自己准备好晋升，这种渴望也完全正常。我想强调：永远不要等待‘完美时刻’。在我的职场生涯中，每次晋升时大脑都会恐慌，总担心自己能否胜任。

And number two, it's okay for you to want a promotion even if you feel messy AF and even if you have a million doubts and a million insecurities and you don't at all feel internally ready for that promotion. I wanna normalize that as well, And I wanna say don't ever wait to feel ready. Don't ever wait to feel perfect. I never felt ready or perfect in my corporate career. Every uplevel I had, my brain freaked out, and there were fears and doubts about whether I was going to be able to handle it, whether I could do it.

我从不因此影响我的行动。我从不因此放弃申请心仪的工作、拒绝想要的机会或不去追求渴望的事物。我认为在混乱中坚持追求需要勇气。当你心怀畏惧且尚未完全准备好时仍勇往直前，这种勇气是巨大的。这不仅让你更可能成功，因为你瞄准的是宏伟目标，更会让你成为一个真正的强者。

I never let that impact my action. I never let that cause me to not apply for a job that I wanted or to say no to something that I wanted or not go after something that I wanted. I think going after things messy takes guts. I think going after something when you're a little bit scared and you don't feel fully ready, the courage that that takes is enormous. And I think it makes you not only more likely to succeed because you're going after the big things, but also I just think it makes you a total badass.

所以我想说，如果你梦想升职、成为高管、有朝一日进入C级管理层、甚至掌管整个组织——这些梦想都很棒。我希望你继续坚守它们，并愿意帮你实现。今天这期节目的目标，就是帮助你完成一个能加速晋升路径的关键转变。这个洞察源于我在客户群体中观察到的模式。

So I just wanna say that if you have dreams of getting promoted, becoming a high level executive, maybe you have dreams of being in a c suite one day, maybe you have dreams of running an entire organization. Those dreams are awesome, and I want you to continue to hold on to them, and I want to help you make those dreams a reality. So in today's episode, that is my goal. My goal is to help you make a very important shift that is necessary to help you speed up your path to promotion. This is based on a pattern that I saw coming up with my clients.

关注我工作的朋友可能知道，但新听众或许不了解：除了做播客，我还是一名教练，致力于帮助女性建立自信、成为会议室里的强有力声音、并加速她们的领导力发展。主要通过我的招牌项目「勇敢发声学院」实现。随着项目持续推进，我观察到一个清晰模式，今天必须专门讨论——因为这个模式反复出现的频率高到让我觉得必须做期专题。

So for those of you who've been following my work, you probably know. But if you're newer around here, in addition to being a podcaster, I'm a coach, and I support women in building confidence and becoming a powerful voice in the room and accelerating their paths to leadership. And I do that mainly through my signature program, the Art of Speaking Up Academy. And as I've done more and more rounds of that program, I have seen a very clear pattern emerging, and I wanted to talk about it in today's episode because the pattern I'm seeing is so consistent over and over and over. I was really feeling like, okay.

这个模式就是：陷入埋头苦干的习惯，却缺乏塑造领导者形象的策略。本期将深入探讨「职场勤勉者」与「树立领导声誉」的本质区别。如果你正拼命工作却怀疑自己被贴上「劳模」而非「领导者」标签，这期就是为你准备的。我将带你完成从勤勉执行者到战略领导者的转型。

I have to have an entire episode on this pattern. And the pattern is falling into habits of being a hard worker and not necessarily being strategic about developing a reputation as a leader. And today's episode is all about the difference between being a hard worker in your job versus developing a reputation as a leader. And if you're someone who does work really hard and you suspect that you might have more of a hard worker reputation versus a leader reputation, this episode is for you. I'm going to help you shift from hard worker to leader.

今天内容非常丰富：首先用类比阐释勤勉者与领导者的区别；接着帮你诊断是否陷入勤勉者思维模式，是否错失树立领导者形象的机会；最后给出从执行者转型为领导者的具体路线图。践行这些方法将显著加速你的晋升进程。

So I have a lot to cover in today's episode. First, I'm gonna explain the difference between hard worker versus leader, and I'm gonna use an analogy to teach you that in today's episode. And then I'm gonna help you diagnose if you are falling into hard worker patterns and if you might be missing amazing opportunities to position yourself as a leader. And finally, I'm going to give you a roadmap to help you pivot from hard worker to leader. If you do this, you will speed up your path to promotion.

最妙的是——这不需要你更拼命工作，不必接手没人愿做的项目。关键在于战略性和精准度。就像射击靶心：重要的不是射出多少子弹或箭矢，而是精准命中。职业晋升同样如此——不在于工作量，而在于如何精准塑造能推动你晋升的职业形象。

And the best thing about this is you do that by moving away from hard worker habits. So it's not about working more. It's not about raising your hand for the projects that nobody else wants to take. It's about being strategic, having precision. I think about it as like if you're trying to hit a target on a bull's eye, like you're trying to hit the bull's eye of a target, it's not about how many bullets or arrows you throw at the target.

接下来我们就解析：勤勉执行者与拥有领导者声誉之人的本质区别。

It's about precision. It's about having an accurate shot. Similarly, in your career when it comes to getting promoted, it's not about the amount of work you do. It's about positioning yourself in the right way to have the reputation that gets you promoted. So let's get started with explaining the difference between someone who is a hard worker versus someone who has a reputation as a leader.

而在今天的节目中，我将通过一个类比来教授这个方法。我们将以我的朋友艾米为例。我总是用艾米来做类比，解释所谓的“错误”做法。但我们要想象艾米和布伦达都在竞选他们小镇的地方政府职位。这是艾米对阵布伦达。

And the way that I'm gonna teach that in today's episode is through an analogy. So we are going to be using my friend Amy. I always use Amy in my analogies to explain the quote unquote incorrect way of doing things. But we're going to imagine that Amy and Brenda are both running for a local government position in their town. It is Amy versus Brenda.

现在，我希望你们想象一下，这个类比将有助于本集的教学目的。想象艾米是个非常勤奋的人。在这次地方选举的竞选期间，假设这个小镇叫企业镇。但在企业镇的竞选期间，艾米正忙于制定她的政策。她在做研究。

Now here's what I want you to imagine, and this analogy is gonna help with teaching purposes for this episode. I want you to imagine that Amy is a very hard worker. And during the campaign period for this local election, let's say this is the town of Corporatesville. But during the campaign period in Corporatesville, Amy is hard at work developing her policies. She's doing research.

她在阅读文件。她在制定计划。她在做预测，她埋头苦干，为当选后要做的事情准备最详细、最完善的计划。这就是她在竞选期间的时间分配，她提出了极其周密的计划。好了。

She's reading papers. She's creating plans. She's making projections, and she is heads down putting together the best, the most detail oriented plans for what she is going to do when she is elected. And that is how she spends her time during the campaign, and she comes up with incredibly robust plans. Okay.

这就是艾米。然后是布伦达。布伦达在竞选期间把时间一分为二。与艾米把所有时间都花在制定政策、做研究和准备工作不同，布伦达把时间对半分。她在竞选期间有一半时间在做艾米在做的事情。

That's Amy. Then there's Brenda. Brenda splits her time during the campaign. So unlike Amy who spent all of her time developing policies, doing the research, doing the work to prepare, Brenda splits her time fifty fifty. She spends half of her time during the campaign doing what Amy is doing.

做研究，看文件，制定计划，为当选后要做的事情做预测，真正在做幕后工作，为获得这个职位做准备。然而，她把另一半时间花在见面会和媒体活动上。所以除了制定这些计划、预测和研究，她花50%的时间在镇上四处走动，与人见面，回答问题，邀请媒体来拍摄她、提问，与社区互动，与人握手，举办活动让人们听她谈论政策，并让她能见到企业镇的居民。所以她的时间对半分。一半时间用于政策工作，另一半时间用于见面会、公关和与选民——企业镇的居民互动。

Doing research, looking at papers, creating plans, making projections for what she's going to do when she's elected, and really doing the back end work to have a plan for when she gets this position. However, she spends the second half of her time doing meet and greets and press events. So in addition to her putting together all of these plans and projections and research, she's spending 50% of her time going around town, meeting people, answering questions, and inviting the press to come and film her and ask her questions and interacting with the community and shaking people's hands and hosting events where people can see her speak about her policies and where she can meet the people of this town of Corporatesville. So her time is split fifty fifty. Half of her time is working on policy, and half of her time is doing meet and greets and PR and interacting with the people who are her voters, the people of Corporatesville.

现在我的问题是，你认为谁会赢得这次地方选举？我认为毫无疑问，布伦达会赢得这次选举，即使艾米的政策比布伦达的更好。原因是，如果你在竞选某职位，你不能只是躲在幕后读研究文件和制定计划。是的，你需要那些计划。为了做好工作，你需要做所有这些事情。

Now my question for you is who do you think is going to win this local election? I think for sure, Brenda is going to win this election even if Amy's policies are better than Brenda's policies. And the reason is is because if you're running for something and you're campaigning, you can't just be behind the scenes reading these research papers and putting together plans. Like, yes, you need those plans. And in order to do the job well, you need to do all those things.

但仅靠这些事情并不能帮你赢得选举。选举是由人民投票决定的。所以你需要建立关系，提高曝光度，这与为竞选职位所做的实际准备同样重要。这就是为什么即使艾米有最好的政策，投入的时间比布伦达多，她也很可能会输掉这次选举。这个类比非常适合我来教授这一点，因为在企业环境中，这更像是一场选举，而不是我们在学校时的情形。

But those things alone aren't what's going to help you win the election. The election is gonna be voted on by the people. And so you need to be building relationships and getting visible, and that is as important as the actual preparation for the role that you are running for. This is why even if Amy has the best policies and puts in more time than Brenda, she's probably going to lose this election. Now this is such a good analogy for me to teach this to you because in corporate, it's much more like an election than it is like when we're in school.

在学校里，我们学到的是付出最多努力、记忆最多知识、学习最刻苦的人会获得最高分。所以艾米采取的那种熬夜苦读、在幕后拼命用功的方式，在学校环境中确实行之有效。然而当我们进入职场后，却没人告诉我们：嘿，这已经和学校不一样了。在这里，最努力的人并不一定会得到最大的回报。

So in school, we learn that if you put in the work, the person who studies the most, memorizes the most, learns the most is the person who's gonna get the highest grade. So the approach that Amy is taking of really burning the midnight oil and doing all this work behind the scenes, that is the approach that works when we are in school. And then we get to corporate and no one ever tells us, hey. This isn't like school anymore. This is not a situation where the hardest worker is going to be rewarded the most.

仔细想想，如果这个逻辑成立，那么在你们公司，人们的工作量应该与职位高低成正比。比如你的上级应该比你更忙，他们的上司又要更忙，而公司CEO就该24小时连轴转。显然，我们都知道实际情况并非如此。

I mean, think about it. If this was true, then at your company, people's workload would correlate with their title. So, like, the person above you would be working more than you, and their boss would be working more than them. And like the CEO of your company would just be working nonstop twenty four seven. And of course, we can see how that doesn't make sense.

这是因为职场本质上更像是人际关系和声誉的博弈，而非单纯比拼努力程度的游戏。这更像是一场选举——当然你需要具备工作能力，需要有计划方案。但如果你不同等重视关系建设和声誉积累，就很难获得晋升。我的许多客户最初都没意识到这点，很多女性职场人也是如此。

And this is because in corporate, it's much more of a relationship game and a reputation game than it is a game of hard work. It's much more like an election where yes, of course, you need to be able to do the job. You need to have that plan. However, if you aren't equally focused on relationship building and building that reputation, it's going to be very hard for you to progress. And a lot of my clients aren't aware of this initially, and many women aren't.

顺便说，我在企业生涯中也经历过这种情况。这非常非常普遍。但我们多数人没意识到这是场关系游戏，只是拼命工作，感到停滞不前，看不到清晰的晋升路径，却困惑原因何在。每当有咨询者向我倾诉这种困境时，几乎——不敢说百分之百，但九成九的情况下——他们都没把晋升路径视为需要经营关系和战略声誉的选举。如果能把握这点，将极大加速他们的晋升进程。

And this happened to me too in my corporate career, by the way. So this is very, very normal. But a lot of us don't realize that it's a relationship game, and we're working very hard, and we're feeling stuck, and we don't see a clear path to promotion, and we're struggling to understand why. And whenever I am working with someone and they share this with me, 100% of the time, maybe not 100%, like, but in the high nineties, like 99% of the time, they're not thinking about their path to promotion as being like an election where they have to be developing relationships and building a strategic reputation. And that is a big piece that if they can nail that, it will really speed up their path to promotion.

我是在企业任职期间顿悟这点的。当时我刚加入新公司，对这个角色非常满意。但有一天上班时突然收到群发邮件，宣布团队晋升名单。我完全懵了，根本不知道会有这封邮件。

My realization of this happened when I was in my corporate career and I had started working at a new company, and I was really happy there and really enjoying this role. But I remember I came to work one day and this email got sent around, and it was like, hey. We're announcing promotions on the team. And I was so confused. I didn't know the email was coming.

我完全看不懂这封邮件。仔细查看后发现里面列了许多获得晋升的同事名字，却没有我。记得当时感到极度困惑：这是什么时候决定的？什么时候发生的？怎么会这样？

I didn't understand the email. And I looked in it, and it had a lot of people's names in it who were getting promoted, and my name wasn't in it. And I remember just feeling so confused and feeling like, when did this get decided? When did this happen? How did this happen?

我感觉自己完全被排除在决策圈外。同时也感到非常难堪，因为周围人都在成长，唯独我被落下了，这种羞辱感挥之不去。但正是在那时我突然明白：哦，我肯定漏掉了某些关键环节。对吧？有些我本该做却没做的事。

Like, I just felt completely out of the loop. I also felt super embarrassed because I felt very left out of all of this growth that was happening around me, and so there was an element of it that felt a little bit mortifying. But that's when I realized, oh, I'm missing something. Right? Like, there's something that I need to be doing that I'm not doing.

当我真正开始理解企业运作方式，明白它更多由人际关系驱动而非单纯埋头苦干时，我便调整了策略。从最初完全不懂晋升机制被边缘化，到后来洞悉幕后规则后迅速获得提拔——这正是我想帮你实现的转变。接下来我要分享几个关键信号，帮你诊断是否正处于'埋头苦干模式'。如果你更像艾米那样工作，这些信号将揭示你的成长机会。

And as I began to really understand how corporate works and how much it is driven by human relationships and not necessarily hard work, I was then able to adjust my approach. And then I went from, like, not understanding how promotions work and being fully left out to then I really started to get promoted very quickly once I started to understand how things worked behind the scenes. So that's what I want to help you with. So the next thing that I want to pivot to is I just want to share a few signs and signals that will help you diagnose if you are in hard worker mode. And if you are operating more like Amy, this will help you see if this is a growth opportunity for you.

阐述完这些征兆后，我会探讨突破路径——如何加速职业成长与晋升。若你出现以下特征：熬夜完成硬性任务却忽视人际关系建设，就像艾米那样注定无法胜选。典型信号包括：每日开工时首先思考'今天要完成什么任务？'——这正表明你困在苦干模式中。

And then after I lay that out, I'm gonna talk about the path forward and how you can set yourself up for faster growth and a faster path to promotion. So some signs that you are focused more on hard work and you're operating more like Amy where you're burning the midnight oil to do the hard work, but you're not gonna win the election because you're not doing the relationship building and all the people stuff. Some signs of this is if you log in to work for the day and the first place your mind goes to is what do I need to do today? What am I working on? That is a sign that you are in hard worker mode.

你的思维认定所有价值都来自'做什么'：执行什么项目？完成什么任务？但真正有力的思维转变（我们将深入探讨）在于：把'我在做什么'转为'我为谁服务'。

Your mind thinks that all of the value, all of the activity comes from the what. What is the project? What is the thing I'm executing? And actually, what's really powerful and the shift that I want you to make, which we're gonna talk more about is instead of thinking what am I working on, it's more who. Who am I supporting?

今天需要联系谁？哪些关键利益相关者将与我互动？若你总纠结于'处理什么工作内容'，说明你仍停留在苦干模式，而非战略性的关系与声誉建设模式。另一个征兆是会议准备时总想着'这个会议要讨论什么议题？'

Who do I need to connect to today? Who are my key stakeholders that I'm going to be interacting with? So if your mind is really thinking about the what, what am I working on? That's a sign that you're in hard worker mode and not as much in strategic relationship and reputation building mode. Another sign is if you're prepping for a meeting and your meeting prep is often a thought process of what is this meeting about?

我需要准备什么材料？会上要汇报什么？这种对'内容'的执着再次暴露你的思维仍局限于执行层面，困在'产出什么成果/交付什么'的苦干逻辑。会议准备时更应思考的是：与会者是谁？

What do I need to prep? What do I need to share in this meeting? Once again, this focus on the what is a clue that your mind comes back to execution, comes back to hard work, comes back to what am I working on, what is the output, what is the deliverable. When you're prepping for a meeting, you also want to be thinking again about who. Who is in the room?

我该如何打动他们？会前需要与谁预先沟通？这才是关系导向的思维方式。并非说工作内容不重要，但若你只关注'我要准备什么会议材料？议程是什么？'

What opportunity do I have to impress them? Who do I need to be touching base with before the meeting? So it's this much more relationship oriented view. And it's not that the what doesn't matter. It's not that your work doesn't matter.

那正是大脑处于'艾米模式'的信号——永远在纠结'我能产出什么？我能输出什么？'的恶性循环。

But if you're only thinking about the what, what am I working on? What am I bringing to this meeting? What is the agenda? That's a sign that your brain is in Amy mode. And it's always focusing on what what what what output can I do?

我能交付什么成果？你需要让自己的思维更接近布伦达模式，多问‘谁’。我能联系谁？我能支持谁？我能与谁建立关系？

What deliverable can I do? And you need your brain to be more in Brenda mode asking who. Who can I connect with? Who can I support? Who can I build my relationship with?

我能向谁展示我的工作价值？正是这个‘谁’的问题促使你走出去建立关系，在公司里更显眼，而这最终会让你获得晋升。好了，最后一个表明你处于艾米模式、即埋头苦干模式的信号是：你把大部分精力都花在了执行工作上。你可能会想，杰斯，我当然要把主要精力放在执行工作上。

Who can I demonstrate the value of my work to? And it's that who question that has you getting out there and building relationships and being more visible in your company, and that's ultimately what gets you promoted. Okay. The last sign that you're in Amy mode and you are in hard worker mode is that the bulk of your focus goes to executing your work. And you might be thinking, Jess, of course, the bulk of my focus goes to executing my work.

这就是我来这里的目的。如果你有这个想法，那就是你处于艾米模式的标志。很多时候，当我辅导那些难以获得晋升的人时，我常注意到他们把工作任务理解得过于字面化——只有项目A、B、C，全部精力都投入其中。而你需要做出的转变（许多人甚至没意识到这种可能性）是：除了项目ABC，你还需将大量注意力放在非执行性事务上。

That's what I'm here to do. And if you have that thought, that is a sign that you're in Amy mode. A lot of times what I see when I'm supporting someone and that person is struggling to get promoted, something that I often notice is that they take their workload very literally. They have project a, project b, and project c, and all of their focus is on project a and b and c. And the shift that you wanna make, which many people aren't even aware is a possible shift that you can make, is in addition to project a and b and c, you need to have a big chunk of your focus be on non execution related things.

所谓非执行性事务，我指的是关注人际互动、关系建设、绩效讨论和自我倡导。如果这些完全得不到你的关注，而所有精力都用于完成任务，这也是你处于艾米模式的信号——你过度聚焦于苦干，其实存在绝佳机会让你转向更具战略性的关系建设来获得晋升。现在你可能已准备好转型，这正是本期剩余内容要探讨的——我将带你完成四个关键转变，从工蜂模式转向战略关系建设模式。我们稍作休息后马上回来。

And when I say non execution related things, I mean focusing on people interactions, relationship building, performance discussions, advocating for yourself. If these things don't get any of your attention and all of your attention is going to getting things done, that's also a sign that you're in Amy mode, you're very focused on hard work, and there's a beautiful opportunity for you to focus on more of the strategic relationship building side of getting promoted. So at this point, you might be ready to make that pivot, and that's what we're gonna be talking about for the remainder of this episode. I'm gonna walk you through four really important shifts that will help you pivot from being in worker bee mode to being in more of a strategic relationship building mode. We're going to take a quick quick break and then we will dive right back into this.

若你已准备好采取必要的战略步骤争取晋升，培养能让你被注意到的表达力至关重要。这始于建立自信——内在越强大，外在就越敢发声，被视为思想领袖。接着需要精进沟通技巧，学会以自信又得体的方式推销自己和工作成果。如果你想培养领导者所需的自信与沟通能力，加速晋升进程，我邀请你加入我的招牌课程《勇敢发声学院》。

If you are ready to take the strategic steps necessary to get promoted, one of the most important things to develop is a voice that gets you noticed. It starts with building confidence. The stronger you feel inside, the more you'll speak up and be seen as a thought leader on the outside. From there, you'll want to learn to refine your communication skills so you know how to sell yourself and the impact of your work in a confident yet classy way. If you are ready to develop the confidence and communication skills you need to stand out as a leader and speed up your path to promotion, I want to invite you to come join me in my signature program, the art of speaking up academy.

在本课程中，你将遵循我的专属课程体系，我会指导你完成内在自信建设和外在领袖表达训练。由于《勇敢发声学院》经常满员，建议立即加入候补名单。候补成员可提前锁定席位，并享有专属福利。加入方式见节目说明链接或访问jessguzzitcoaching.com/academy。现在回到节目。

In this program, you'll follow my proprietary curriculum where I guide you through the inner work of building confidence and the outer work of speaking like a leader. Because the Art of Speaking Up Academy often sells out, I recommend joining the waitlist today. When you join the waitlist, you'll be invited to secure your spot early, and you will qualify for exclusive waitlist only program bonuses. To join the waitlist, head over to the link in the show notes or go to jessguzzitcoaching.com/academy. And now back to the episode.

好，我们继续。我已分析了艾米与布伦达的区别——前者专注苦干，后者侧重关系、能见度和声誉建设。接下来我将分享四个帮你实现转型的思维转变，这需要你从根本上重新审视自己。

Okay. So let's dive back in. I have talked about the difference between being an Amy versus being a Brenda, being someone who is focused on hard work versus being someone who is more focused on relationships and visibility and developing a strong reputation. And now for the remainder of this episode, I'm gonna share four shifts to help you make that happen. And these really require looking at yourself in a fundamentally different way.

他们要求你不再将自我价值仅仅与产出挂钩——不断生产、生产、再生产。他们真正希望你能认识到，你的领导力、智慧以及你为空间带来的能量才是价值所在。现在我们来探讨这四个转变。第一个是思维模式的转变，其余则是策略层面的转变。首先，我希望你改变思维定式：别再把自己视为公司雇来单纯输出成果的工具。

They require you to step away from seeing yourself as being valuable because you just produce and produce and produce, and they really require you to see yourself as valuable because of your leadership and your intellect and the power that you bring into a room. So let's go through the four shifts. The first shift is a mindset shift, and then the remaining shifts are tactical shifts. So the first shift that I want you to make is a mindset shift. I want you to stop thinking of yourself as someone who your company has hired to produce outputs.

我希望你停止将自己看作工蜂般的存在，停止认为自己的价值仅在于执行任务和制造产品。你要意识到，作为领导者的你、激励他人的方式、独特的思维方式、在场合中展现的气场、以及在公司建立的人际关系才是真正的价值源泉。请深刻理解：我本身的存在就极具价值——真实的我、本真的我值得被所有人认识。

I want you to stop thinking of yourself as a worker bee. Stop thinking of yourself as someone who just does things and produces things. And I want you to think about yourself as being valuable because of who you are as a leader, because of the way that you inspire people, because of the way that you think, because of the presence that you have in a room, because of the relationships that you have in the company. And I really want you to think about it as I am so valuable just me being me and me being who I am that people should know me. They should know who I am.

我应当与人建立联结，而非躲藏。我主动与人交流、伸出援手、展开对话、构建关系，这些行为本身就具有价值，因为我本身就是有价值的。这种认知转变非常微妙，我在企业生涯中就曾深陷这种误区。当我们缺乏自信、被不安全感困扰时，往往会用埋头苦干来掩饰内心想法，总觉得'没人喜欢真实的我'。

I should have relationships with people. I shouldn't be hiding. Me interacting with someone, me reaching out to someone, me talking with someone, me building relationships with someone is inherently valuable because I am inherently valuable. This is a really subtle thing that happens, and this for sure happened to me in my corporate career. But I think when our confidence isn't high and we're struggling with insecurities, I think we hide behind hard work because we think like no one likes me.

'我不够聪明'、'我不够风趣'、'我没有魅力'——于是我们通过'我要做出最出色的成果'、'我要超额完成任务'来补偿这种心态，认为只有这样才能赢得尊重。

I'm not smart. I'm not charming. I'm not charismatic. And so we compensate by thinking, well, I'm gonna produce the best stuff, and I'm gonna produce a lot of good stuff. And that's really what's gonna help people respect me.

更糟的是，我们不仅过度工作透支自己，还回避人际交往，因为潜意识里总觉得'别人不喜欢我'。挑战这种想法至关重要。你的大脑可能无法直接从'没人喜欢我，只能当工蜂'跳跃到'人人都喜欢我，都想和我交朋友'。如果这个思维跨越对你很困难也没关系，但必须用行动来打破'我不受欢迎'、'我必须隐藏'、'我不能主动建立关系'、'我本身没有价值'这些限制性信念。要明白：若想成为领导者，就必须培养这样的自信——不仅不躲藏，还要主动展示自我、建立人际网络、让彼此真正相识。

And then not only do we produce more and work super, super hard, but we hide from relationship building because in the back of our mind, we have this subtle thought that people don't like us. And it's really, really important to challenge that thought. And your brain might not be able to jump from like, oh, people don't like me, so I just have to be the worker bee to like, everyone likes me and everyone wants to be my friend. It's okay if it's hard for you to make that mental leap, but it is really important to take actions that challenge the belief that no one likes you or that you need to hide or that you can't reach out to build relationships with people or that you are not valuable just because of who you are. And it's really important to say, okay, if I want to be a leader, I have to have that level of confidence where I think so highly of myself that not only do I not wanna hide, but I wanna put myself out there to interact with people and build relationships and have people get to know me and me get to know other people.

因此我必须现在就开始行动。即使感到不安、即使浑身不自在、即使想躲起来、即使被这些情绪包围，我也要以自信者的姿态行动。这些行动不仅能帮我建立自信、打破自我设限的信念，更是加速晋升通道的关键。所以第一个转变就是思维转变：你本身就很有价值。

And so I need to start doing that now. I need to start doing that now even if I feel insecure, even if it feels uncomfortable, even if I feel like I should hide, even if I have all those feelings, I need to take the actions of someone who is confident. And those actions are not only gonna help me build the confidence and prove my limiting beliefs wrong, but also those are the actions that are going to speed up my path to promotion. So the first shift is a mindset shift. You are valuable.

你不必用过度工作来隐藏自我，也不必通过拼命表现和追求完美来证明价值。人们喜欢你，人们想要了解你。你在公司的一部分价值，就来自于你本真的样子——在于你如何通过互动让他人感受你的存在，以及你认识他们的方式。如果这个转变很艰难，没关系，慢慢来。

You don't have to hide through hard work, and you don't have to prove yourself by working the most and being perfect. People like you. People wanna get to know you. And part of your value in your company comes just from being you and who you are and the way that you make people feel through who you are in your interactions with them and in getting to know them. And again, if that's a hard shift to make, it's okay.

你不必一夜之间改变，但你必须下定决心与脑海中那个告诉你‘人们不喜欢你’的声音抗争。我认为当我们面临这类内心挣扎时，既要理解这种思维模式的扭转需要时间，也要怀着坚定的决心去突破它。我们必须告诉自己：我绝不让这种想法再影响我的决策。这就是第一个转变。

You don't have to make it overnight, but you do have to be committed to fighting against the part of your brain that tells you that people don't like you. I think when we have those types of struggles, we can have understanding and compassion that it might take us time to reverse that way of thinking and seeing ourselves, but we also have to have like a fierce dedication to fight through it. And we have to say, you know what? I am not letting this impact my decisions anymore. So that's the first shift.

第二个转变至关重要。拜托你一定要做到，我真心恳求你。因为我太希望你能实践这一点——它将彻底改变你的职业生涯。

The second shift is so important. Please please do this. Please. Like, I just I'm begging you. I want you to do this so badly because this will change your whole career.

我要你列出所有工作事项，写下当前正在处理的每个重大项目。然后在清单最顶端新增一个项目——因为它最为重要。这个项目名为‘人际关系建设’，它将永远存在于你的项目清单上。

I want you to list out all of your work streams. I want you to write down everything you're working on right now, every big project, and I want you to list them out. And then at the top of that list, I want you to add a new project, and it goes at the top because it's the most important. And the name of that project is relationship building. This is a project that will always be on your project list.

这个项目永无完结之日，始终是优先事项，其重要性不亚于你的实际工作。太多人没意识到人际关系建设需要持续投入。想想选举的例子：最终胜出的会是默默苦干的艾米，还是花费50%时间与企业镇居民建立关系的布伦达？

It will never be complete. It will always be a priority, and it is as important as the actual work you do. So many people don't realize that relationship building needs to be an ongoing work stream. But remember, in the election example, who's gonna win the election? Amy, who's working hard behind the scenes, or Brenda, who is spending 50% of her time building relationships with the people of Corporatesville?

当然是布伦达。明白吗？若想晋升、树立声誉、获得提拔，人际关系建设是关键——很大程度上取决于人们是否喜欢你、是否愿意为你争取机会、是否愿意提携你。你必须将其视为持续的工作重点，并警惕自己陷入功利性交往的陷阱。

Brenda. Right? Relationship building is key if you want to advance and develop a reputation and get promoted because a huge part of it really comes down to whether or not people like you and wanna fight for you and wanna pull you forward. So you have to treat relationship building as an ongoing work stream, and you have to recognize when you're falling into this pattern of viewing relationships transactionally. So transactional relationships means that you only reach out to someone in your company when you need something or when you have a project with them or when there's a really obvious need to collaborate with them.

功利性交往意味着你只在需要帮助、合作项目或明显需要协作时才会联系同事。这种做法非常功利——你从未尝试在事务之外建立任何关系。有趣的是，当我建议客户与利益相关者建立关系时，他们常担心这样显得虚伪做作。这时我会反问：难道只在有所求时才联系对方就不奇怪吗？

And that's a very transactional way of doing things. Like, you're not making any effort outside of that to build any sort of relationship with them. And it's so funny because a lot of times when I tell my clients to build relationships with stakeholders, they say like, well, I don't wanna be weird and fake and, like, reach out to them. And sometimes the way that I push back or pressure test that with them is I say, well, like, the alternative is to only reach out to them when you need something from them. And, like, we could argue that that's kind of weird.

对吧？只在有实际需求时才与人建立联系同样古怪。我希望你把人际关系建设视为常态工作。对于渴望晋升却困于声誉提升的客户，我常建议他们列出所有可能影响晋升路径的组织成员——通常包括你的上司，以及其他能为你美言、将你纳入团队或助力晋升审批的高层利益相关者。

Right? That we only relate to someone and we only connect with someone when we need something transactionally. So I want you to view it as I always have this work stream of relationship building. And one of the best ways to approach it, and this is also something I will often have my clients do if they are struggling to get promoted and working to improve their reputation, is make a list of everyone in your organization who could potentially positively impact your path to promotion. That typically includes your boss, and it includes other stakeholders who sit above you in the organization who could impact you getting promoted, who could put in a good word for you, who could pull you into a position on their team, who could help fight for the approval of your promotion.

对吧？任何能通过声音或影响力对此有所帮助的人，都把他们列入名单。当你有了这份利益相关者名单后，逐一评估你与每位的关系，按1到10分打分。1分意味着你们之间完全没有个人关系，纯粹是事务性的。

Right? Anyone whose voice or whose influence could help with that, put them on the list. And then when you have that list of stakeholders, you go down the list and you rate your relationship with each stakeholder on a scale of one to 10. A one means you have no interpersonal relationship with them at all. It's purely transactional.

只有当你需要从他们那里获取什么时才会联系他们。而10分则表示这个人了解你，你也了解他们。他们理解你的工作，你明白他们的优先事项。

You only reach out to them when you need something from them. And a 10 is that this person knows you. You know them. They understand the work you do. You understand their priorities.

你们之间有着牢固的人际关系。你会很自在地请他们帮忙。他们真心喜欢你，甚至能成为你的工作推荐人。10分意味着这是非常坚实的职业关系。

You have a strong interpersonal relationship with them. You'd feel very comfortable asking them for a favor. They really like you. They could be a job reference for you. A 10 means it's a really solid professional relationship.

你可以查看这份利益相关者名单及其评分，然后告诉自己：这个季度，我要把所有评分都提升1分。比如我和鲍勃的关系现在是7分，本季度的目标就是提升到8分。这非常实用，因为它能让你跳出'做什么'的思维模式——不再总想着'我在做什么项目？这次会议要准备什么？'

And you can look at that list of stakeholders and look at the rating that you gave to each stakeholder, And your job is to say, okay. This quarter, I wanna bump up all of these ratings by one point. So if I have a seven out of 10 relationship with Bob, this quarter, my goal is to get that relationship to an eight. And this is really useful because this gets your brain out of that what mode, out of that mode of thinking, what am I working on? What am I bringing to this meeting?

转而进入'与谁交往'的模式。我该和谁建立关系？谁是我的关键利益相关者？哦，鲍勃。鲍勃现在是7分，我要争取把他提升到8分。

And into this who mode. Who can I build relationships with? Who are my key stakeholders? Oh, Bob. Bob is at a seven, and I'm trying to get Bob to an eight.

那么我该怎么做呢？你可能会疑惑如何建立这些关系，其实只有两种方式。是的，起初可能会尴尬不适，但做得越多就越自然，最终会变得习以为常。

Okay. What should I be doing? Now you might be wondering you build those relationships, and there really are only two ways that it looks. And, yes, this can be awkward. This can be uncomfortable at first, but the more you do this, the less uncomfortable it is, and it just starts to feel normal and natural.

所以请克服任何不适感，相信我，这值得付出。建立关系的两种方式是：第一，与这些利益相关者进行非事务性的面对面交流。所谓非事务性面对面，是指你们坐下来交流时，不涉及具体事务。

So push through any discomfort. It's worth it. Trust me. But the two ways you build relationships is one, you get nontransactional FaceTime with these stakeholders. So when I say nontransactional FaceTime, I mean, you're sitting down and you have FaceTime with the stakeholder, but it's not transactional.

并非因为你有所求，或需要分享影响他们团队的关键工作内容。你们坐下来进行非事务性对话，旨在互相了解，理解他们的业务重点，并分享你正在推进的、可能长远助力他们的各种工作。也许短期内看不到效果，但双方都能感知到彼此在组织中的定位，从而更熟悉各自的工作领域。这就是建立关系的第一种方式——在日常紧急事务性会议和互动之外深入了解他人。第二种方式我称之为‘超级服务’。

It's not because you need something from them or you need to share something critical that you're working on that impacts their team. You're sitting down with them to have a less transactional conversation where you are getting to know them, you're getting to understand their business priorities, and you're sharing with them the different ways that you are working on things that could possibly help them in the long run. Maybe it's not an immediate thing, but each of you is getting a sense of where the other plugs into the organization so that you can become more familiar with the work that each of you both does. So that is the first way that you build relationships is that you get to know people outside of the immediate urgent day to day transactional meetings and interactions. The second way that you build relationships is by what I call super serving.

‘超级服务’意味着你多走一步，真正帮助利益相关者取得成功。美妙之处在于，这与培养人际关系相辅相成。因为当你通过非事务性接触了解他们的优先事项后，就处于绝佳位置来提供超级服务。你越了解他们的总体目标，就越能发现真正帮助他们的机会，创造更深层的价值。这两者密不可分，你应该持续经营人际关系。

Super serving means that you are going one step above to really help this stakeholder, to really help them win. And the beautiful thing is that super serving goes hand in hand with developing that interpersonal relationship with them. Because when you get that non transactional FaceTime with them and you chat with them about their priorities and you get to know them, that puts you in the perfect position to super serve them and really help them. Because the more you know about their goals in general, the more that you will be able to find opportunities to really help them and add deeper value. So these things go hand in hand and you should always be relationship building.

要持续了解关键利益相关者，并寻找超级服务的机会。顺便说明，超级服务不是指更拼命工作或投入更多时间，而是指：我清楚这位利益相关者的关注点，知道需要留意什么，懂得保持敏锐观察。

You should always be getting to know your key stakeholders and looking for ways to super serve them. By the way, super serving them doesn't look like working harder and putting in more hours. Super serving them means I know what's important to this stakeholder. I know what to watch out for. I know what to keep on the lookout for.

我擅长发现机会。当发现支持他们的契机时，我会主动对接团队资源，或调整项目方向以切实满足他们的需求。这不是关于增加工作量，而是超越自身团队优先事项，洞察他人需求，并据此灵活调整支持策略。另外，关于人际关系建设，我有一份免费资源可供参考。

I know how to spot opportunities. And when I do spot opportunities or I find ways to support them, I'm gonna plug in and connect them with someone on my team, or I'm gonna steer the direction of a project in a way that will be really useful to them. So it's not about working more. It's about having an awareness of other people's priorities beyond you and your team's priorities and making pivots and adjustments to help support those stakeholders based on what their priorities are. Now I just wanna mention that for relationship building, I have a free resource that will help you do this.

我设计了一份工作表，专门用于指导关系建设。其中包含与非事务性对话场景适配的提问建议。当你安排时间了解对方优先事项时，若不知如何展开对话，这份工作表能提供关键讨论话题指引。该资源摘自我创办的‘直言艺术学院’培训教材。

I have a worksheet that is designed to help you go about building these relationships. So the worksheet has suggested questions that you can ask to a stakeholder if you are having a nontransactional conversation with them. So if you set up time to catch up and understand what their priorities are, you might feel like it's hard to fill that time. You might not know how to do that. You might not know what to ask them or what to talk about.

这份工作表源自‘直言艺术学院’课程手册——这是我的辅导项目，现作为免费资源开放获取。节目备注中将附上链接，请查看备注获取资源。在继续讨论第三、四点前，我想简要说明人际关系如何助力晋升：这不是周一与鲍勃建立关系，周四就向主管申请升职的速成法。

This worksheet guides you through some of the key discussion topics that will help, and this worksheet is actually pulled from the Art of Speaking Up Academy workbook. So the Art of Speaking Up Academy is my coaching program, and I pulled this section from one of the Art of Speaking Up Academy workbooks, and I offer it as a free resource. I'm going to link it in the show notes, so check out the show notes for instructions on how to find this resource. Now before I go on to items three and four on the list, I just wanna quickly talk about how this relationship building will help you get promoted. It's not a situation where you're gonna build your relationship with Bob on Monday.

周五主管也不会立即打电话问鲍勃‘你觉得她如何？能胜任吗？’而鲍勃随口回应‘嗯，她不错’这么简单。

And then on Thursday, you're gonna ask your manager if you can get promoted. And then on Friday, your manager is gonna call Bob and be like, what do you think about her? Do you think she's ready? And Bob's gonna be like, yeah. She's great.

这更像是你要播下种子，与众多不同的利益相关者建立关系。其中一些种子会开花结果，使那些喜欢你、感到与你有关联的利益相关者最终为你发声。我们无法确切知道何时会发生、如何发生，以及具体是哪个利益相关者会真正帮助我们获得晋升。所以这不是一个精心计算的事情，更像是我们在整体上建立关系，因为这对我们有益，也对我们的利益相关者有帮助。

It's more like you're gonna plant seeds and you're going to build relationships with lots of different stakeholders. And some of those seeds are going to blossom into situations where that stakeholder ends up advocating for you because they like you and because they feel connected to you. And we don't exactly know when that's gonna happen, how it's gonna happen, and which is gonna be the particular stakeholder that really helps us get the promotion over the line. So it's not like a calculated thing. It's more like we are building relationships overall because that's good for us and that's helpful for our stakeholders.

当我们这样做时，终将在某个时候回馈我们。我们并不总是知道具体方式，但组织中喜欢你的人越多，尤其是高层喜欢你的人越多，当领导职位出现时，你被考虑的速度就越快。这就是运作的规律。晋升很大程度上取决于公司面对领导职位空缺时有许多合格候选人。并不是说候选人稀缺，比如‘哎呀，这个领导职位空缺了’。

And when we do that, that will come back to benefit us at some point. We don't always know how, but the more people who like you in an organization and especially the more people at a high level of seniority who like you in an organization, the faster you will be put on the table when a leadership position pops up. That is just how it works. So much of getting promoted comes down to the fact that companies have a lot of qualified candidates when a leadership role opens up. It's not like there's a scarcity of candidates where it's like, oh, this leadership position opened up.

可惜我们没有足够能力的人来胜任。更像是这个领导职位空缺了，57个人想要它，这甚至还不包括公司外部的人。我们该如何决定？因此你可以理解为什么人际关系会成为决胜因素，为什么人际关系如此重要，因为很多人都想要这些职位。而且很多人具备这些职位所需的技能，这时人际关系往往成为区分的关键。

Too bad we don't have anyone skilled enough to do it. It's more like this leadership position opened up, 57 people want it, and that doesn't even include the people outside of this company. How are we gonna figure this out? And so you can see then why the relationships would be the tiebreaker, why the relationships would matter so much because a lot of people want these positions. And there are a lot of people who have the skills for these positions, and often relationships become the differentiator.

就像艾米和布伦达的选举一样，正是面对面的交流和关系建立真正帮助布伦达锁定职位并赢得选举。好了，清单上还有两项。下一个非常直接，这完全可以单独做一期节目，但我将简要提及。

Just like in the election with Amy and Brenda, it is the FaceTime and the relationship building that really helped Brenda nail that position and win the election. Okay. Two more items on the list. This next one is really straightforward. This could be its own whole episode, but I'm gonna just give it brief mention.

否则这期节目会长达十七个小时。但下一点是，你需要定期与你的经理进行绩效和发展相关的对话。最低限度，你绝对应该至少每季度与经理讨论一次你的表现及未来在公司的发展可能。这是每年至少四次的绝对底线，但我认为更理想的是每月一次。你不该等到年底晋升时才来谈论你的表现。

Otherwise, this episode will be seventeen hours long. But the next one is you need to be having regular performance and development related conversations with your manager. The minimum, the absolute minimum that you should be having conversations with your manager about you and how you're performing and what your future could look like at the company should be once per quarter. That is the absolute minimum four times per year, but I think much more ideal would be once every thirty days. You don't want to wait until the very end of the year when the promotions are happening to be talking about your performance.

如果你每年只与经理讨论一两次绩效，你就是在延缓自己的晋升之路。这些时间你可以主动预约经理的日程表。培养你并给予反馈本就是他们的职责。我将来肯定会做一期节目专门讲解如何应对这类谈话。但现在，先把这些对话安排进日程，主动寻求经理的反馈，并分享你正在努力提升的方向，让他们了解你的关注点。

If you are only talking about your performance once or twice a year with your manager, you are slowing down your path to promotion. This is time that you can ask for on your manager's calendar. It is part of their job to develop you and to give you feedback. And I'm sure I will do a future episode where I talk about how to handle these conversations and how to approach these conversations. But for now, just get them on the calendar and ask your manager for feedback and share with your manager the growth that you are working on so they know where your head is at.

这是个很好的起点。好的。清单上最后一项——这也是我经常与客户探讨的——要学会推销你工作的价值。我们有两种方式来描述自己的工作：要么只是简单说明工作内容本身。

That is a great starting point. Okay. The final item on the list, this is something that I work with my clients on quite a lot, is to learn to sell the benefits of your work. So there are two ways that we can talk about our work. We can just explain what it is.

以下是我的工作成果。这是我和团队完成的，或者说我们可以推销它。当我们推销时，我们不仅仅谈论工作本身，而是推销工作的影响和益处。我们会阐述工作如何帮助利益相关者，如何助力公司发展，以及我们的工作创造的所有积极成果。这有助于我们被视为领导者。

Here's what I worked on. Here's what my team did, or we can sell it. When we sell it, we go beyond just talking about the work, and we sell the impact and the benefits of the work. And we talk about how our work is helping our stakeholders, how our work is helping the company, and all of the good things that our work is creating. This helps us be perceived more as a leader.

如果我们不宣传工作的价值，人们只会认为我们是个勤奋的员工。但当我们强调工作带来的好处和影响时，人们会立即视我们为更成熟、更有力的领导者，并将我们与为公司创造更大价值联系起来。因此，我们谈论工作的方式至关重要——要用高管语言突出工作如何与企业的宏观目标及高层利益相关者的诉求相契合。这个话题值得单独探讨，我会在节目笔记中附上深度解析的专题节目链接。

When we don't sell the benefits of our work, people just see us as a hard worker. However, when we sell the benefits of our work and we talk about the impact, people immediately view us as more mature, as being a stronger leader, and they associate us with creating greater value within the company. So the way that we speak about our work matters, and it's incredibly important for us to speak about our work in that executive language where we are highlighting how our work is plugging into the bigger goals of the business and of our senior level stakeholders. Now this is its own topic similar to some of the other stuff on this list. So I'm going to share with you in the show notes an episode where I go into this in-depth.

如果你想学习如何推销工作成果，如何用高管语言阐述工作以展现影响力并被视为领导者，我将为你链接一期深度解析的专题节目。这也是我在「勇敢发声学院」中会教授的内容：我的工作价值推销框架体系，通过情景演练让你能自然运用，彻底改变你谈论工作的方式。

So if you wanna learn how to sell the benefits of your work, how to speak about your work in the language of executives so that they see the impact you're creating and so that they see you as a leader, I'm going to link an entire episode that goes in-depth into that. And this is something that I will teach you if you work with me in the Art of Speaking Up Academy. I teach you my frameworks for how to sell the benefits of your work. You get to practice it. You get to apply it in different situations so that it feels very familiar and intuitive for you to do, and it is literally going to change how you talk about your work.

这将改变你主持会议的方式，改变你向他人解释事务的方式。你会开始用领导者的语言进行沟通，从而更快获得领导者身份的认可，加速你的晋升进程。若想深入学习，欢迎加入「勇敢发声学院」获取系统指导。

It's going to change how you run meetings. It's going to change how you explain things to people. You're going to start explaining things in the language of leaders. And as a result, you're going to be recognized as a leader faster, and this is going to contribute to you getting promoted more quickly. If you want to learn how to do this in-depth, I will teach you how in the Art of Speaking Up Academy.

了解学院详情并加入课程的最佳方式就是预约等候名单（链接见节目笔记）。我已分享四个关键转变：首先是心态转变，视自己为有价值且受人欢迎的存在；其次将关系建设视为持续的核心工作；第三是每季度（理想状态每月）与上级进行绩效发展对话；

And the absolute best way to learn more about the Academy and to join me in that program is to add yourself to the wait list, and I will put the wait list below in the show notes. So I shared the four shifts to make. One is a mindset shift to think of yourself as valuable and as someone who people want to connect with. Number two, to view relationship building as an ongoing work stream and your most important work stream. Number three, to have regular performance and development related conversations with your boss at least once a quarter, but ideally once a month.

第四是学会不仅谈论工作内容，更要阐述其对利益相关者和公司的宏观积极影响。晋升本质是战略博弈，无关加班加点——当然工作质量是基础，但对本节目听众而言这从来不是问题。

And number four, to learn how to speak not just about the work that you're doing, but about the bigger positive impact that it is having on your stakeholders and on your company. Getting promoted is truly a game of being strategic. It is not about working more. Yes, your work has to be good. You wanna be doing good quality work.

在我的咨询生涯中，从未遇到因能力不足而无法晋升的案例。所有寻求帮助的客户都具备优秀的工作能力，他们需要的只是突破认知局限的策略指导。

But for the people who listen to my show, this is not a problem for you. I've never ever had a client who came to me and said, hey, I'm stuck. I'm having troubles getting promoted. And I start working with them and learning about them. And I realized, oh, they're stuck because their work isn't good.

他们的表现并不好。如果你正在收听这个播客，表现可能对你来说不是问题。我真的希望你能相信我这一点。我也真心希望你能信任自己，相信你内心的直觉——你的工作很棒。关键在于你要从艾米的方法转向布伦达的方法。

Their performance isn't good. Performance is probably not an issue for you if you are listening to this podcast. And I really want you to trust me on that. And I really want you to trust yourself and your inner knowing that your work is good. It is about you shifting from the Amy method to the Brenda method.

从埋头苦干转向提升能见度和建立人际关系，并战略性地规划你处理工作的方式以及在公司里与人互动的模式。非常感谢你收听今天的节目。我知道这会是内容密集的长篇节目，很高兴我能顺利完成。我觉得还有更多想分享的内容，但或许我该留到未来的节目中再谈。如果你觉得本期内容很有帮助，请分享给可能从中受益或会喜欢《直言的艺术》播客的朋友，这将对我意义重大。

Shifting away from hard work and into visibility and relationship building and being strategic about how you approach the work you do and the way that you interact with people in your company. Thank you so much for tuning into today's episode. I knew this was gonna be like a long jam packed episode and I'm glad that I got through it. I feel like I have even more I wanna share, but I guess I'll just have to talk about this more in future episodes. If you found this really helpful, it would mean so much to me if you could share this with someone you know who would benefit from this information and who would enjoy The Art of Speaking Up podcast.

非常感谢你的收听，我们下周再见。拜拜。

Thank you so much for tuning in and I will catch you next week. Bye.