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Susan Colantuono: The career advice you probably didn’t get
Susan Colantuono: Karijerni savjet kakav vjerojatno niste dobili
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Na poslu činite sve što treba, dobivate najbolje moguće savjete, ali jednostavno ne napredujete? Zašto? Jednostavan, iznenađujući savjet poput ovoga Susan Colantuono možda nikad prije niste čuli. Iako namijenjen ženskoj publici, ovaj govor sadrži univerzalne poruke - za muškarce i za žene, za one koji su tek diplomirali i za radnike u sredini njihovih karijera.
Susan Colantuono - Leadership expert
Susan Colantuono is the CEO and founder of Leading Women. Full bio
Susan Colantuono is the CEO and founder of Leading Women. Full bio
Double-click the English transcript below to play the video.
00:12
Women represent
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Žene predstavljaju
00:14
50 percent of middle management
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50% srednjeg menadžmenta
00:17
and professional positions,
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i stručnih zanimanja,
00:20
but the percentages of women
at the top of organizations
at the top of organizations
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a postotak žena u vrhu organizacija
00:23
represent not even a third of that number.
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manji je od trećine tog broja.
00:26
So some people hear that statistic and they ask,
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Kad ljudi čuju te podatke, pitaju se
00:29
why do we have so few women leaders?
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zašto je toliko malo
žena među liderima?
žena među liderima?
00:33
But I look at that statistic
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No, ja gledam tu statistiku
00:35
and, if you, like me, believe
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i ako vi, kao i ja, vjerujete
00:38
that leadership manifests at every level,
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da je liderstvo moguće
iskazati na svakoj razini,
iskazati na svakoj razini,
00:41
you would see that there's a tremendous,
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vidjeli biste da postoji ogroman
00:44
awesome resource of leaders
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zadivljujući izvor lidera
00:47
who are leading in middle management,
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u srednjem menadžmentu,
00:50
which raises a different question:
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iz čega proizlazi drugo pitanje:
00:53
Why are there so many women
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Zašto je toliko žena
00:55
mired in the middle
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zapelo u sredini
00:57
and what has to happen
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i što se treba dogoditi
00:59
to take them to the top?
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da se probiju do vrha?
01:02
So some of you might be some of those women
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Neke od vas mogle bi biti
neke od tih žena,
neke od tih žena,
01:04
who are in middle management
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u srednjem menadžmentu,
01:06
and seeking to move up in your organization.
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koje pokušavaju napredovati
u svojoj organizaciji.
u svojoj organizaciji.
01:10
Well, Tonya is a great example
of one of these women.
of one of these women.
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Tonya je sjajan primjer
jedne od tih žena.
jedne od tih žena.
01:14
I met her two years ago.
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Upoznala sam je prije dvije godine.
01:15
She was a vice president in a Fortune 50 company,
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Bila je potpredsjednica u jednom od
poduzeća iz "Fortune 50",
poduzeća iz "Fortune 50",
01:19
and she said to me with a sense of deep frustration,
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i s osjećajem duboke
frustracije rekla mi je:
frustracije rekla mi je:
01:23
"I've worked really hard to improve my confidence
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"Naporno sam radila da bih
postala samouvjerenija,
postala samouvjerenija,
01:26
and my assertiveness and develop a great brand,
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da bih bila asertivnija i
razvila sjajan osobni brend.
razvila sjajan osobni brend.
01:30
I get terrific performance evals from my boss,
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Moj šef odlično ocjenjuje
moju radnu uspješnost.
moju radnu uspješnost.
01:33
my 360s in the organization let me know
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Informacije iz "360 stupnjeva"
u organizaciji govore mi
u organizaciji govore mi
01:37
that my teams love working for me,
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da moji timovi vole raditi za mene.
01:40
I've taken every management course that I can here,
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Pohađala sam sve moguće
tečajeve menadžmenta.
tečajeve menadžmenta.
01:44
I am working with a terrific mentor,
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Radim s izvrsnim mentorom.
01:46
and yet I've been passed over
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Svejedno, dvaput su me zaobišli
01:49
twice for advancement opportunities,
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prilikom promoviranja,
01:52
even when my manager knows
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čak iako moj menadžer zna
01:54
that I'm committed to moving up
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da želim napredovati
01:56
and even interested in an international assignment.
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i da sam čak zainteresirana
i za međunarodne izazove.
i za međunarodne izazove.
02:01
I don't understand why
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Ne razumijem
02:03
I'm being passed over."
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zašto me zaobilaze."
02:05
So what Tonya doesn't realize
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Tonya ne zna
02:07
is that there's a missing 33 percent
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da ženama nedostaje 33 posto
02:10
of the career success equation for women,
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u formuli karijernog uspjeha,
02:13
and it's understanding what this missing 33 percent is
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a razumjeti što je tih
nedostajućih 33 posto
nedostajućih 33 posto
02:17
that's required to close the gender gap at the top.
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nužno je da bi se smanjila
ta velika spolna razlika na vrhu.
ta velika spolna razlika na vrhu.
02:22
In order to move up in organizations,
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Kako biste napredovali u hijerarhiji,
02:25
you have to be known for your leadership skills,
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morate biti poznati po vašim
liderskim vještinama i,
liderskim vještinama i,
02:28
and this would apply to any of you,
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ovo se odnosi na svakoga,
02:29
women or men.
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i na muškarce i na žene.
02:32
It means that you have to be recognized
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To znači da morate biti prepoznati
02:35
for using the greatness in you
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zbog korištenja veličine u sebi
02:37
to achieve and sustain extraordinary outcomes
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da dostignete i održite izvanredne
ishode
ishode
02:41
by engaging the greatness in others.
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potičući veličinu u drugima.
02:44
Put in other language,
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Drugim riječima,
to znači da morate
koristiti svoje vještine,
koristiti svoje vještine,
02:46
it means you have to use your skills
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02:48
and talents and abilities
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talente i sposobnosti
02:50
to help the organization achieve
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da pomognete organizaciji dostići
02:53
its strategic financial goals
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njene strateške financijske ciljeve
02:56
and do that by working effectively with others
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i to postići u efektivnom radu s drugima
02:59
inside of the organization and outside.
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unutar i izvan same organizacije.
03:03
And although all three of these elements
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I iako su sva tri ova elementa
03:06
of leadership are important,
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rukovodstva važna,
03:08
when it comes to moving up in organizations,
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kada dolazi do napredovanja
u organizacijama,
u organizacijama,
03:10
they aren't equally important.
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nisu jednako važni.
03:12
So pay attention to the green box
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Dakle obratite pozornost na zelenu kućicu
03:15
as I move forward.
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dok govorim.
03:19
In seeking and identifying
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U potrazi i identifikaciji
03:22
employees with high potential,
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zaposlenika s visokim potencijalom,
03:24
the potential to go to the top of organizations,
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potencijal da se dostigne
vrh organizacija,
vrh organizacija,
03:29
the skills and competencies
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vještine i kompetencije
03:32
that relate to that green box
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koje su povezane sa zelenom kućicom
03:34
are rated twice as heavily
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su dvostruko važnije
03:36
as those in the other two elements of leadership.
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nego one u preostala dva elementa
rukovodstva.
rukovodstva.
03:40
These skills and competencies
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Ove vještine i kompetencije
03:42
can be summarized as business,
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se mogu sumirati kao poslovne,
03:45
strategic, and financial acumen.
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strateške i financijske sposobnosti.
03:48
In other words, this skill set has to do
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Drugim riječima, ovaj set vještina
je povezan sa
je povezan sa
03:51
with understanding where the organization is going,
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shvaćanjem kuda organizacija ide,
03:55
what its strategy is,
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koja je njena strategija,
03:57
what financial targets it has in place,
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koje su joj financijske mete,
04:00
and understanding your role
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i razumijevanje svoje uloge
04:01
in moving the organization forward.
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u pokretanju organizacije prema naprijed.
04:04
This is that missing 33 percent
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To je tih nedostajućih 33%
04:08
of the career success equation for women,
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u formuli za uspjeh žena u karijeri,
04:11
not because it's missing in our capabilities
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ne jer nedostaje u našim sposobnostima
04:13
or abilities,
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ili vještinama,
04:15
but because it's missing in the advice
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već jer nedostaje u savjetima
04:17
that we're given.
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koji su nam dani.
04:19
Here's what I mean by that.
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Pod tim mislim sljedeće:
04:21
Five years ago, I was asked to moderate
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Prije 5 godina, zamoljena sam voditi
04:23
a panel of executives,
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okrugli stol rukovoditelja,
04:25
and the topic for the evening was
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i tema večeri je bila
04:27
"What do you look for in
high-potential employees?"
high-potential employees?"
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"Što tražite u zaposlenicima
s visokim potencijalom?"
s visokim potencijalom?"
04:30
So think about the three elements of leadership
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Razmislite o 3 elementa rukovodstva
04:33
as I summarize for you what they told me.
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dok vam sumiram što su mi rekli.
04:36
They said, "We look for people
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Rekli su: "Tražimo ljude
04:38
who are smart and hard working and committed
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koji su pametni, vrijedni, predani,
04:42
and trustworthy and resilient."
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od povjerenja i otporni."
04:46
So which element of leadership does that relate to?
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U koji element rukovodstva ovo spada?
04:50
Personal greatness.
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Osobna veličina.
04:52
They said, "We look for employees
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Rekli su: "Tražimo zaposlenike
04:55
who are great with our customers,
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koji su odlični s našim klijentima,
04:57
who empower their teams,
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koji osposobljavaju svoje timove,
04:59
who negotiate effectively,
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koji pregovaraju uspješno,
05:01
who are able to manage conflict well,
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koji dobro upravljaju konfliktima,
05:04
and are overall great communicators."
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i sveukupno su sjajni u komunikaciji."
05:07
Which element of leadership does that equate to?
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Na koji se element rukovodstva ovo veže?
05:10
Engaging the greatness in others.
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Poticanje drugih na veličinu.
05:13
And then they pretty much stopped.
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Tada sam stala.
05:15
So I asked,
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Pitala sam:
05:17
"Well, what about people
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"Što je s ljudima koji
05:19
who understand your business,
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razumiju vaš posao,
05:21
where it's going,
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gdje ide,
05:22
and their role in taking it there?
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i svoju ulogu u njegovom vođenju?
05:25
And what about people who are able
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I što s ljudima koji su u mogućnosti
05:26
to scan the external environment,
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osmatrati vanjsku okolinu,
05:29
identify risks and opportunities,
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prepoznati rizike i prilike,
05:32
make strategy or make strategic recommendations?
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napraviti strategiju ili napraviti
strateške preporuke?
strateške preporuke?
05:36
And what about people who are able
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I što s ljudima koji
05:38
to look at the financials of your business,
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mogu pogledati financije vašeg posla,
05:41
understand the story that the financials tell,
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razumijeti priču koju financije govore,
05:45
and either take appropriate action
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poduzeti prikladne poteze
05:47
or make appropriate recommendations?"
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ili prikladno savjetovati?"
05:50
And to a man, they said,
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Muškarcu, rekli su,
05:52
"That's a given."
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"To je urođeno."
05:54
So I turned to the audience
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Okrenula sam se publici
05:55
of 150 women and I asked,
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od 150 žena i pitala:
05:58
"How many of you have ever been told
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"Koliko od vas je ikad čulo
06:01
that the door-opener for career advancement
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da su otvarač za napredak u karijeri
06:04
is your business, strategic and financial acumen,
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vaše poslovne, strateške
i financijske sposobnosti,
i financijske sposobnosti,
06:08
and that all the other important stuff
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i sve te druge važne stvari
06:11
is what differentiates you in the talent pool?"
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koje vas izdvajaju iz hrpe talenata?"
06:14
Three women raised their hand,
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Tri žene su podigle ruke.
06:17
and I've asked this question of women
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Pitala sam ovo pitanje mnogo žena
06:20
all around the globe in the five years since,
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diljem svijeta u proteklih 5 godina,
06:22
and the percentage is never much different.
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no postotak nikada nije puno drugačiji.
06:27
So this is obvious, right?
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Dakle, ovo je očito, zar ne?
06:29
But how can it be?
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No, kako može biti?
06:31
Well, there are primarily three reasons
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Postoje tri osnovna razloga
06:33
that there's this missing 33 percent
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za nedostatak tih 33%
06:35
in the career success advice given to women?
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u savjetima za karijerni uspjeh žena.
06:39
When organizations direct women
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Kada organizacije upute žene
06:41
toward resources
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prema resursima
06:43
that focus on the conventional advice
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koji su usmjereni na
konvencionalne savjete
konvencionalne savjete
06:45
that we've been hearing for over 40 years,
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koje smo slušale preko 40 godina,
06:47
there's a notable absence of advice that relates
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postoji primjetan nedostatak savjeta koji
se vežu
se vežu
06:51
to business, strategic and financial acumen.
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za poslovne, strateške
i financijske sposobnosti.
i financijske sposobnosti.
06:54
Much of the advice is emphasizing
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Mnogo savjeta naglašavaju
06:57
personal actions that we need to take,
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osobne radnje koje moramo poduzeti
06:59
like become more assertive, become more confident,
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kao postati asertivniji, samopouzdaniji,
07:02
develop your personal brand,
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razviti svoj osobni brend,
07:04
things that Tonya's been working on,
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stvari na kojima je Tonya radila,
07:06
and advice about working with other people,
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i savjeti o radu s drugima,
07:09
things like learn to self-promote,
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kao naučiti se promovirati,
07:12
get a mentor, enhance your network,
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naći mentora, povećati svoje mreže,
07:14
and virtually nothing said
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i praktično se ništa ne spominje
07:16
about the importance of business, strategic
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u vezi važnosti poslovnih, strateških
07:19
and financial acumen.
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i financijskih sposobnosti.
07:21
This doesn't mean that this advice is unimportant.
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To ne znači da ti savjeti nisu važni.
07:25
What it means is that this is advice
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To znači da su ovo savjeti
07:28
that's absolutely essential for breaking through
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koji su apsolutno presudni za proboj
07:31
from career start to middle management,
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od početne karijere do
srednjeg menadžmenta,
srednjeg menadžmenta,
07:35
but it's not the advice
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no to nisu savjeti
07:37
that gets women to break through
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koji će uspjeti dovesti žene
07:39
from the middle, where we're 50 percent,
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iz sredine, gdje smo 50%,
07:41
to senior and executive positions.
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do izvršnih pozicija.
07:44
And this is why conventional advice to women
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Ovo je razlog zašto konvencionalni savjeti
ženama
ženama
07:47
in 40 years hasn't closed the gender gap at the top
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u 40 godina nisu zatvorili spolnu
razliku na vrhu
razliku na vrhu
07:51
and won't close it.
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niti hoće.
07:54
Now, the second reason
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Drugi razlog
07:56
relates to Tonya's comments
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je povezan s Tonyinim komentarima
07:57
about having had excellent performance evals,
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vezanim za izvrsne ocjene rada
08:02
great feedback from her teams,
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odlične povratne informacija od
njenih timova,
njenih timova,
08:05
and having taken every management training program
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i svaki trening menadžmenta
08:07
she can lay her hands on.
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na kojem je sudjelovala.
08:09
So you would think that she's getting
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Mislili biste da dobija
08:12
messages from her organization
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poruke iz njene organizacije
08:15
through the talent development systems
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kroz sustav za razvoj talenata
08:17
and performance management systems
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i sustave upravljanja izvedbom
08:19
that let her know how important it is
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koje joj govore koliko je samo važno
08:21
to develop business, strategic and financial acumen,
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razviti poslovne, strateške
i financijske sposobnosti,
i financijske sposobnosti,
08:25
but here again, that green square is quite small.
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no ovdje opet, zelena kućica je
poprilično mala.
poprilično mala.
08:29
On average,
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U prosjeku,
08:31
talent and performance management systems
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se sustavi za upravljanje talentom i
izvedbom
izvedbom
08:33
in the organizations that I've worked with
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u organizacijama s kojima sam radila
08:36
focus three to one
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fokusiraju u omjeru 3:1
08:38
on the other two elements of leadership
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na druga dva elementa rukovodstva
08:41
compared to the importance of business,
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u usporedbi s važnošću poslovnih,
08:43
strategic and financial acumen,
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strateških i financijskih sposobnosti,
08:46
which is why typical talent and performance systems
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što je razlog zašto tipični sustavi za
talent i izvedbu
talent i izvedbu
08:50
haven't closed and won't close
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nisu, niti će prekinuti
08:52
the gender gap at the top.
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spolnu razliku na vrhu.
08:55
Now, Tonya also talked about working with a mentor,
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Tonya je također govorila o
radu s mentorom,
radu s mentorom,
08:59
and this is really important to talk about,
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i o ovome je vrlo važno pričati,
09:02
because if organizations,
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jer ako organizacije,
09:03
talent and performance systems
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sustavi talenata i izvedbi,
09:05
aren't giving people in general
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u pravilu ne daju ljudima
09:07
information about the importance of
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informacije o važnosti
09:10
business, strategic and financial acumen,
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poslovnih, strateških
i financijskih sposobnosti,
i financijskih sposobnosti,
09:12
how are men getting to the top?
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kako muškarci stižu do vrha?
09:14
Well, there are primarily two ways.
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Postoje dva osnovna načina.
09:17
One is because of the positions
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Jedan je zbog pozicije
09:19
they're guided into,
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na koje su navođeni,
09:21
and the other is because of informal mentoring
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drugi je zbog neformalnog mentorstva
09:24
and sponsorship.
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i pokroviteljstva.
09:25
So what's women's experience
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Kakvo je žensko iskustvo
09:27
as it relates to mentoring?
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vezano za mentoriranje?
09:29
Well, this comment from an executive
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Ovaj komentar od člana izvršnog
odbora
odbora
09:32
that I worked with recently
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s kojim sam nedavno radila
09:34
illustrates that experience.
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opisuje to iskustvo.
09:36
He was very proud of the fact that last year,
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Bio je vrlo ponosan na činjenicu da je
prošle godine
prošle godine
09:39
he had two protégés: a man and a woman.
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imao dvoje štićenika: muškarca i ženu.
09:43
And he said, "I helped the woman build confidence,
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Rekao je: "Pomogao sam ženi
da izgradi samopouzdanje,
da izgradi samopouzdanje,
09:46
I helped the man learn the business,
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pomogao sam muškarcu da nauči posao,
09:49
and I didn't realize that I was treating them
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i nisam shvatio da ih tretiram
09:51
any differently."
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ikako drugačije."
09:53
And he was sincere about that.
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Bio je iskren u vezi toga.
09:55
So what this illustrates is that
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To opisuje
09:57
as managers, whether we're women or men,
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da kao menadžeri,
bilo da smo muškarci ili žene,
bilo da smo muškarci ili žene,
imamo određeno mišljenje
o ženama i muškarcima,
o ženama i muškarcima,
10:00
we have mindsets about women and men,
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10:02
about careers in leadership,
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o karijerama u rukovodstvu,
10:04
and these unexamined mindsets
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i ova neprovjerena mišljenja
10:07
won't close the gender gap at the top.
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neće prekinuti spolnu razliku na vrhu.
10:10
So how do we take this idea
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Kako da uzmemo, stoga, ovu ideju
10:12
of the missing 33 percent
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o nedostajućih 33%
10:14
and turn it into action?
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i pretvorimo ju u akciju?
10:16
Well, for women, the answer is obvious:
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Za žene, odgovor je očit:
10:20
we have to begin to focus more
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moramo se usmjeriti više
10:22
on developing and demonstrating
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na razvitak i demonstraciju
10:24
the skills we have
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vještina koje posjedujemo
10:26
that show that we're people who understand
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koje pokazuju da smo ljudi koji razumiju
10:28
our businesses, where they're headed,
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naše poslove, kuda idu,
10:30
and our role in taking it there.
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i našu ulogu u svemu tome.
10:33
That's what enables that breakthrough
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To je ono što omogućava
10:35
from middle management
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proboj iz srednjeg menadžmenta
10:37
to leadership at the top.
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do rukovodstva na vrhu.
No, ne morate biti srednji menadžer da
napravite ovo.
napravite ovo.
10:40
But you don't have to be a middle manager to do this.
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10:43
One young scientist that works in a biotech firm
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Jedna mlada znanstvenica koja radi u
biotehničkom poduzeću
biotehničkom poduzeću
10:46
used her insight about the missing 33 percent
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je iskoristila svoj uvid
u nedostajućih 33%
u nedostajućih 33%
10:51
to weave financial impact data
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da bi utkala podatke o utjecaju financija
10:54
into a project update she did
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u ažuriranje projekta na kojemu je radila
10:56
and got tremendous positive feedback
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i dobila iznimno pozitivne
povratne informacije
povratne informacije
10:58
from the managers in the room.
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od rukovoditelja u sobi.
11:01
So we don't want to put 100 percent
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Ne želimo staviti 100%
11:03
of the responsibility on women's shoulders,
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odgovornosti na ramena žena,
11:07
nor would it be wise to do so, and here's why:
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niti bi to bilo mudro, a evo i zašto:
11:11
In order for companies to achieve
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Kako bi poduzeća dostigla
11:13
their strategic financial goals,
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svoje strateške ciljeve za financije,
11:15
executives understand that they have to have
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voditelji razumiju da svi moraju
11:17
everyone pulling in the same direction.
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vući u istom smjeru.
Drugim riječima, termin koji
koristimo u poslovnom svijetu je,
koristimo u poslovnom svijetu je,
11:20
In other words, the term we use in business is,
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11:23
we have to have strategic alignment.
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da moramo biti strateški usklađeni.
11:25
And executives know this very well,
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Voditelji ovo jako dobro znaju,
11:28
and yet only 37 percent,
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pa ipak tek 37% njih,
11:31
according to a recent Conference Board report,
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prema nedavnom izvještaju
Conference Boarda,
Conference Boarda,
11:33
believe that they have that
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vjeruje da su
11:35
strategic alignment in place.
255
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strateški usklađeni.
11:38
So for 63 percent of organizations,
256
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Dakle, za 63% organizacija,
11:41
achieving their strategic financial goals
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upitno je dostizanje
11:44
is questionable.
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njihovih financijskih ciljeva.
11:45
And if you think about what I've just shared,
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Ako razmislite o onome što sam upravo
rekla,
rekla,
11:49
that you have situations where at least 50 percent
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da imate situaciju u kojoj barem 50%
11:52
of your middle managers
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vaših srednjih menadžera
11:53
haven't received clear messaging
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ne dobiva jasne poruke
11:56
that they have to become focused on the business,
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da moraju postati usmjereni na posao,
12:00
where it's headed, and their role in taking it there,
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kuda on ide i njihovu ulogu u tome,
12:02
it's not surprising that that percentage
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nije iznenađujuće da je taj postotak
12:04
of executives who are confident about alignment
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voditelja koji su pouzdani
u vezi usklađivanja
u vezi usklađivanja
12:07
is so low,
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toliko nizak,
12:08
which is why there are other people
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što je razlog zašto postoje ostali ljudi
12:11
who have a role to play in this.
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koji imaju važnu ulogu.
12:14
It's important for directors on boards
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Važno je za direktore
12:17
to expect from their executives
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da očekuju od svojih voditelja
12:20
proportional pools of women when they sit down
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proporcionalnu količinu žena kada sjednu
12:23
once a year for their succession discussions.
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jednom godišnje raspravljati
o sljedbenicima.
o sljedbenicima.
12:25
Why? Because if they aren't seeing that,
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Zašto? Jer ako ne očekuju, to
12:28
it could be a red flag
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bi mogla biti crvena zastava
12:30
that their organization isn't as aligned
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da njihova organizacija nije usklađena
12:33
as it could potentially be.
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koliko bi mogla biti.
12:36
It's important for CEOs
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Važno je i za direktore
12:37
to also expect these proportional pools,
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da očekuju proporcionalnu količinu,
12:40
and if they hear comments like,
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1507
i ako čuju komentare poput:
12:41
"Well, she doesn't have
enough business experience,"
enough business experience,"
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"Ona nema dovoljno poslovnog iskustva,"
12:44
ask the question,
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pitajte:
12:46
"What are we going to do about that?"
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"Što ćemo učiniti u vezi toga?"
12:48
It's important for H.R. executives
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Važno je za kadrovsku službu
12:50
to make sure that the missing 33 percent
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da se pobrinu da je tih 33%
12:52
is appropriately emphasized,
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prigodno naglašeno,
12:55
and it's important for women and men
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i važno je za žene i muškarce
12:57
who are in management positions
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koji su na pozicijama u menadžmentu
12:59
to examine the mindsets we hold
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da preispitaju mišljenja koja imamo
13:01
about women and men, about careers and success,
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o ženama i muškarcima,
o karijerama i uspjehu,
o karijerama i uspjehu,
13:03
to make sure we are creating a level playing field
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da bismo osigurali prostor
za igru na istoj razini
za igru na istoj razini
13:06
for everybody.
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za sve.
Dopustite mi da zaključim sa zadnjim
poglavljem
poglavljem
13:08
So let me close with the latest chapter
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13:10
in Tonya's story.
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u Tonyinoj priči.
Tonya mi je poslala e-mail prije
dva mjeseca,
dva mjeseca,
13:12
Tonya emailed me two months ago,
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13:13
and she said that she had been
interviewed for a new position,
interviewed for a new position,
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i rekla je da je bila na razgovoru za
drugu poziciju,
drugu poziciju,
13:16
and during the interview, they probed
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1811
i tijekom razgovora, ispitali su
13:18
about her business acumen
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njene poslovne sposobnosti
13:20
and her strategic insights into the industry,
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i njen strateški uvid u industriju,
i rekla je da je bila iznimno sretna što
može izvjestiti
može izvjestiti
13:23
and she said that she was so happy to report
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13:25
that now she has a new position
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da je sada na novoj poziciji
13:27
reporting directly to the
chief information officer
chief information officer
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i odgovara izravno direktoru za informacije
13:30
at her company.
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u njenom poduzeću.
13:33
So for some of you, the missing 33 percent
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Za neke od vas, nedostajućih 33%
13:35
is an idea for you to put into action,
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je ideja za pokretanje,
13:38
and I hope that for all of you,
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i nadam se da ćete svi
13:40
you will see it as an idea worth spreading
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vidjeti to kao ideju vrijednu širenja
13:44
in order to help organizations be more effective,
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u svrhu pomoći organizacijama da
budu efektivnije,
budu efektivnije,
13:46
to help women create careers that soar,
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pomoći ženama da stvore karijere koje
se uzdižu,
se uzdižu,
13:49
and to help close the gender gap at the top.
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i pomoći prekinuti spolnu razliku na vrhu.
13:52
Thank you.
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Hvala vam.
13:54
(Applause)
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(Pljesak)
ABOUT THE SPEAKER
Susan Colantuono - Leadership expertSusan Colantuono is the CEO and founder of Leading Women.
Why you should listen
Susan Colantuono is the CEO of Leading Women, a management consulting firm that empowers women. Colantuono works to uncover hidden gender bias and to help managers and executives think more deeply about the role gender plays in the workplace. She is the author of No Ceiling, No Walls: What women haven't been told about leadership, which takes a close look at the conventional wisdom keeping women from rising from middle management.
More profile about the speakerSusan Colantuono | Speaker | TED.com