評論
打印
Nothing has changed since high school; intelligence and success are not clear paths to popularity at any age.
自打我讀高中以后，一切都沒有改變，智慧和成功對于任何年齡的女人來說都不是受人歡迎的主要因素。
This complicates everything, because at the same time that women need to sit at the table and own their success, doing so causes them to be liked less.
這讓一切都復雜化了，因為在倡導女性坐到桌前，擁有自己成功的同時，她們也變得不討人喜歡了。
Most people, myself included, really want to be liked—and not just because it feels good.
大多數人，包括我自己，都真的希望被人喜歡，不僅僅是因為這樣會帶來好心情；
Being liked is also a key factor in both professional and personal success.
贏得人們的喜歡也是成功的一個關鍵因素，不管是在職場中還是個人發展上。
A willingness to make an introduction or advocate for or promote someone depends upon having positive feelings about that person.
領導者想要介紹或推薦某位女性，常常取決于其他人對她的正面評價：
We need to believe in her ability to do the job and get along with everyone while doing it.
我們需要信任她的工作能力，也要相信她能很好地與他人共事。
That's why, instinctively, many of us feel pressure to mute our accomplishments.
那就是為什么我們中的許多人都會感到很有壓力，從而本能地隱瞞自己成績的原因。
In October 2011, Jocelyn Goldfein, one of the engineering directors at Facebook,
2011年10月，臉譜網的工程師主管之一喬斯琳·戈德費恩
held a meeting with our female engineers where she encouraged them to share the progress they had made on the products they were building.
召集公司的女性工程師開會，鼓勵她們彼此分享在產品構建上取得的進展。
Silence. No one wanted to toot her own horn.
會場鴉雀無聲，沒一個人想自吹自擂。
Who would want to speak up when self-promoting women are disliked?
當那些張揚地表現自我的女性不受歡迎時，誰還會站起來發言呢？
Jocelyn switched her approach.
喬斯琳換了種方式，
Instead of asking the women to talk about themselves, she asked them to tell one another's stories.
她不再讓女工程師們談自己，而是請她們講彼此的故事，
The exercise became communal, which put everyone at ease.
共同參與，于是大家才都松了口氣。
