风度可以后天练就 助你走上人生巅峰

Dear Annie:My company is on a June fiscal year, so we’re having our annual round of employee evaluations now, and mine was (again) pretty discouraging. I’m really good at what I do, with great technical skills, which my boss acknowledged. But he also said I’m not ready to move up to the next level of management because I lack “executive presence.”
亲爱的安妮：我的公司在六月份结束一个财政年度，因此我们现在正在进行一年一度的员工绩效评估，而我的评估结果（再一次）令人失望。我对自己的工作非常擅长，有着出色的技术能力，我的老板也承认这一点。但他说我还没有做好在管理岗位上更进一步的准备，原因是我缺少“高管风度”。

One of the reasons I left my last employer was that my boss at that company kept saying I was “not ready” for a promotion despite being great at my job, so unfortunately this isn’t the first time I’ve heard this. But what can I do about it? What exactly does “executive presence” mean, anyway? —Stymied Again
我之所以离开上一家公司，原因之一正是由于那家公司的老板总是认为，虽然我的工作非常出色，但我还没有做好升职的“准备”。所以，很可惜。这已经不是我第一次听到同样的评语。但我该怎么办？“高管风度”到底指的是什么？——S.A.

Dear Stymied:Interesting question, since “executive presence” often determines whose career takes off like a rocket and whose doesn’t. Yet it’s hard to define. Most of us know it when we see it, in any CEO or public figure who commands attention with a seemingly magical combination of charisma and credibility. And, since this kind of personal magnetism seems to come naturally to the people who’ve got it (which is usually a carefully cultivated illusion, but more about that in a minute), it’s tempting to think you have to be born with it.
亲爱的S.A.：很有意思的问题，因为“高管风度”往往会决定谁将一飞冲天，而谁将停滞不前。但我们很难明确定义什么是“高管风度”。如果我们看到万众瞩目的CEO或者公众人物，他们像变魔术一样将超凡魅力与可信度组合在一起，这时大多数人都会知道什么是“高管风度”。而由于这些人似乎自然而然地表现出这些个人魅力（其实它通常是一种精心培养出的错觉，稍后会详细谈到这一点。），因此我们禁不住会想，这些气质肯定是与生俱来的。

Wrong, according to Sylvia Ann Hewlett, author of a new book called Executive Presence: The Missing Link Between Merit and Success. She set out to break “executive presence” down into its component parts and then analyze each one, relying partly on a detailed survey of 268 senior executives.
《高管风度：优点与成功之间缺失的环节》（Executive Presence: The Missing Link Between Merit and Success）一书的作者西尔维娅o安妮o休利特认为，这种观点大错特错。她对268位资深高管进行了详细调查，据此将“高管风度”进行了分解，并对每一个部分进行了分析。

Your situation isn’t unusual, she says. Lots of people are terrific at what they do, but they hit a plateau mid-career for the same reason. “It isn’t a question of competence at your job,” she says. “It’s a question of getting people to give you the chance to prove you are capable of more.” Learning the subtle tricks that add up to executive presence is often how people get that chance, and “it’s not as complicated as it may seem.”
她表示，你的情况很常见。许多人在本职工作中表现出色，但却因为同样的原因，在职业中期遭遇瓶颈。她说：“这与一个人在本职工作中的能力无关。而是要让人们给你机会，证明自己能够做到更多。”学会构成高管风度的那些微妙技巧，往往可以帮助人们得到那个机会，而且这个过程“并没有看起来那么复杂。”