想升职? 不妨和老板争一争!

Here's a popular myth: Managers who butt heads with the boss fail to get ahead. But often, the opposite is true.
这是一个以讹传讹的说法：顶撞上司的管理者很难获得晋升。但事实常常与之相反。

Knowing how to disagree agreeably with higher-ups increases your chances for advancement, career coaches, management consultants and recruiters say.
职业教练、管理顾问和招聘者一致表示，了解如何恰当地与上司争论会增加你的晋升机会。

'It takes courage and emotional intelligence to stand up to your boss,' observes Kenton R. Hill, an executive coach in Portland, Ore., who wrote 'Smart Isn't Enough,' a 2010 book. 'You're more likely to land a bigger role if you help your boss be successful,' he adds.
2010年出版的《仅仅聪明是不够的》（Smart Isn't Enough）一书的作者、俄勒冈州波特兰的高管教练肯顿•R•希尔（Kenton R. Hill）说，“与上司对抗需要勇气和情商。如果你帮助你的老板取得成功，你获得重用的可能性会大大增加。”

Executive recruiters 'question your integrity' if you're a candidate who claims that you've never clashed with your supervisor, writes Russell S. Reynolds, Jr., founder of an eponymous big search firm, in his new memoir, 'Heads.' Tales of seamless harmony suggest 'you lack the power of your own convictions,'' he says in an interview.
罗盛•S•雷诺兹二世(Russell S. Reynolds, Jr.）是大型猎头公司罗盛咨询公司（Russell Reynolds Associates Inc.）的创始人，他在其最新回忆录《Heads》中写道，如果你在求职时声称从未与上司起过冲突，猎头就会“质疑你的诚实度”。他在一次访谈中说，无懈可击的和谐相处经历使人觉得“你缺乏坚持自身信念的能力”。

John Stroup, CEO of Belden Inc., a maker of electrical cables, says he's more apt to promote managers who are savvy about challenging him.
电缆制造企业百通公司（Belden Inc.）CEO约翰•斯特鲁普（John Stroup）说，他更倾向于提拔那些擅长挑战他的经理。

However, he cautions that it's not a good move right off the bat. At his previous employer, Danaher Corp.,he saw some newly recruited senior managers wash out because they urged him to adopt approaches used by their old company without first establishing their credibility, he recalls.
但是，他告诫说，从一开始就反对上司并不好。他回忆起在他之前所在的丹纳赫公司（Danaher Corp.），一些新招募的高级经理终被淘汰，就是因为他们在首先还未建立自身信誉的时候就力劝斯特鲁普采用他们的老东家惯用的方法。

Mr. Stroup prevailed in a disagreement with his Danaher supervisor about a risky strategic shift because they had developed a strong rapport. That man, an executive vice president, 'recognized my strengths,' Mr. Stroup recollects. 'I felt comfortable enough to push my point of view.'
斯特鲁普在丹纳赫时与他的上司就一个冒险的战略转变进行过争论并且赢得了那次争论，因为他们的关系已经非常融洽了。斯特鲁普回忆说，那位执行副总裁“认可我的能力，我感到有足够的把握劝他接受我的观点。”

The skeptical boss let him offer certain customers complete solutions for their specific needs-a departure from standard operating procedure. The idea was a success, and Mr. Stroup, a division president, was appointed a group executive not long after.
这位心存疑惑的上司同意让斯特鲁普为一部分客户提供全面的方案以满足他们的特定需求──这是偏离标准流程的做法。这个主意成功了，不久以后时任部门总裁的斯特鲁普就被任命为了集团高管。

Even recently hired executives can benefit from locking horns with the boss, provided they choose battles wisely, keep their cool and build a compelling case that boosts their superior's reputation, leadership experts say.
领导力专家说，即使是刚入职不久的主管也可从与老板的争执中获益，只要他们明智地选择时机，保持冷静并且做出引人注目的足以提高上司声誉的业绩。

'Disagreement is great as long as it's fact-based,' says one senior executive, who was hired to run a key unit for a big retailer in 2009. (He asked to remain anonymous so as not to embarrass his onetime employer.)
一位在2009年受聘运营一家大型零售商核心部门的高管说，“有不同意见很好，只要它是基于事实之上的。”（他要求保持匿名，以免使其从前的雇主遭遇尴尬。）

The executive, who reported to the CEO, did not agree with his boss, who long believed that small-business owners patronizing his business unit were shopping to supply their firms. Rather than airing his disagreement, he first spent 90 days analyzing purchase data and found that those customers mainly bought goods for their families.
这位向CEO汇报的高管不同意他老板的观点，后者一直认为光顾他的业务部门的小企业主是在为他们的企业采购。但他没有立即与老板争论，而是首先花了90天时间分析采购数据，并且发现这些客户主要是为其家庭采购物品。