让老板成就你的未来.

　　You&aposd like to be considered for a promotion to a management position. How should you let your boss know about your desire to move up? You do not want to give the impression that you want your boss&aposs job. You&aposd also like to make it clear that you&aposre not looking to leave the company, unless you have no choice.

　　你希望能晋升到一个管理岗位。你该如何让上司知道自己的升迁愿望呢?你可不希望让老板以为自己想抢他的饭碗。而且，除非被逼无奈，你也不希望让别人觉得你想跳槽吧。

　　In an ideal world, mentioning to your boss that you&aposd like to be promoted would be easy. After all, plenty of companies pay lip service to the idea that a big part of managers&apos mission is developing the talent under them and mentoring tomorrow&aposs leaders.

　　在理想情况下，向上司表示自己希望得到升职，是一件很容易的事情。毕竟，许多公司至少在口头上都是支持这种观点的，即管理者的任务，很大一部分是培养人才，辅导未来的领导者。

　　Even so, says John Beeson, "It&aposs shocking how few big companies make it a point to help people develop a coherent career path" -- despite the fact that countless studies have shown that doing so is one of the surest ways to keep star employees from quitting. Beeson, who is head of New York City-based Beeson Consulting, wrote a book you might want to check out called The Unwritten Rules: The Six Skills You Need to Get Promoted to the Executive Level.

　　但即便如此，约翰-比森说：“很少有大公司会特别关注帮助员工规划一条清晰的职业发展路线，这很令人震惊”。虽然有数不清的研究都已经表明，这样做是留住明星员工最保险的方式。纽约市比森咨询公司的负责人比森曾写过一本书《潜规则：升值六大必杀技》，值得一读。

　　"To some bosses, &aposambition&apos is a dirty word. Whether or not yours is one of them, this conversation is going to take some finesse," Beeson notes. That&aposs especially true if you are someone your manager relies upon to meet his own goals. In his consulting work, Beeson often comes across a phenomenon he calls "talent hoarding." "Gaining a reputation as a &aposstar spotter&apos, someone who develops future leaders, can be good for a manager&aposs career -- but sometimes the downside of losing you outweighs that benit."

　　比森说：“许多老板认为，‘野心’是一个非常令人讨厌的词汇。不论你的上司是不是这样想，要跟他进行这样的谈话都需要讲究些技巧。”如果你是上司实现自己目标所倚重的人，更要讲究策略。比森在书中经常提到一种现象，他称之为“人才囤积”。“能够培养出未来的领导者，获得‘澳际’的声誉，对于管理者的职业发展自然有所裨益。但有时候，失去人才的负面影响要远远超过将他们培养成人才所带来的好处。”

　　So how do you start this tricky conversation? "First, avoid any indication that you&aposre impatient. Instead, make it clear that you&aposre thinking about the long term, and you&aposd like to have an ongoing discussion about your career," Beeson suggests. "Emphasize that you&aposre committed to staying with the company, and you&aposd welcome your boss&aposs help in identifying which skills you need to work on, to prepare you for making a bigger contribution."

　　那么，应该如何开始这种棘手的谈话呢?比森建议：“首先，不要表现出任何失去耐心的迹象。相反，要明确自己是在考虑长期发展，希望能与上司持续讨论自己的职业。重点是要强调你决心留在公司，同时欢迎上司帮助你确认自己需要提高哪方面的技能，让自己能为公司做出更大的贡献。”

　　Then, ask for your boss&aposs help in reaching out to other managers, both at his level and one rank higher. "Say something like, &aposI&aposd appreciate having their input into my career planning, especially what skills I need to develop and where in the company those might be most usul,&apos" says Beeson. "Managers outside your immediate sphere can be influential in opening doors for you in other parts of the company. They can recommend you for openings that are never posted anywhere, so you want to get on their radar screen for when the timing is right."

　　然后，请求上司帮助联系其他管理者，包括与他平级和更高级别的管理者。比森建议：“可以这样说：‘如果他们能就我的职业规划提供建议，我将不胜感激，尤其是我需要发展哪些技能，以及我的能力在公司哪些地方能够发挥最大的作用。’你工作圈子之外的管理者或许能对公司其他部门施加影响，为你敞开大门。他们会向你推荐一些不为人所知的职位空缺。所以你肯定希望在机会来临时，他们能想起你来。”

　　Of course, you could approach those managers on your own, without involving your boss, but Beeson advises against it. "Getting in touch directly with a manager in another business unit who doesn&apost know you tends to raise eyebrows," he says. "He or she is going to wonder, &aposWhat is this person&aposs agenda? Does his boss know he&aposs calling me?&apos Having your manager pave the way eliminates that."

　　当然，你也可以自己主动去接触这些管理者，不需要你的上司参与其中，但比森却不建议这么做。他说：“与其他部门和你并不相识的管理者直接联系会令对方心生疑窦。他或她会想：‘这个人要干什么?他的上司知道他联系我吗?’让自己的上司帮忙联络则可以打消这些疑虑。”

　　Once you&aposve met and had conversations with a few people at your boss&apos level and above, Beeson says, "it gets harder for him to justify hanging on to you when a better opportunity comes along. At that point, standing in your way becomes a bad rlection on him."

　　一旦和与你上司平级，或更高级别的管理者见过面，有过交流之后，“当有更好的机会出现时，你的上司便很难再有理由继续抓住你不放。在那种情况下，扮演拦路虎的角色会损害他的形象，”比森说道。

　　It probably won&apost come to that, he adds: "Even if you&aposre a star performer your boss would hate to lose, don&apost assume he&aposs going to block you. If you approach this the right way -- especially if you stress that you&aposre thinking about your future and have no immediate plans to go anywhere -- most managers will be amenable."

　　事情或许不会演变到那种地步。他补充道：“即便你是上司不愿失去的最佳员工，也不要认为他会阻碍你的发展。只要采取正确的方式，大多数管理者都能够接受，尤其是你强调自己只是在考虑自己的未来，近期并没有离开的打算。”

　　Often people overlook the fact that becoming more visible outside your own company also raises your profile inside. Making a name for yourself in your industry -- through public speaking, writing for the trade press, or a widely-read blog, or being active in professional associations -- can get you noticed by higher-ups who are in a position to promote you.

　　人们通常会忽视一个事实，那就是在自己公司之外提高知名度，也会增加你在公司内部的影响力。在业内博得一些名气，比如通过公开演讲、为行业刊物或被广泛阅读的博客撰稿，或者积极参加职业协会等，都可以帮助你吸引高层的注意。而他们决定着你能否得到升职。