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When Liam McGee departed as president of Bank of America in August, his explanation was surprisingly straight up.
當八月份，Liam McGee以總裁的身份從美國銀行離職的時候，他的解釋出人意料的直白。
Rather than cloaking his exit in the usual vague excuses,
他沒有忸怩的用平常的模糊的理由來遮掩他的離開，
he came right out and said he was leaving "to pursue my goal of running a company."
他很坦誠的講他離開就是為了去追求他經營一家公司的目標。
Broadcasting his ambition was "very much my decision," McGee says.
McGee說，公開說出他的抱負“在很大程度上就是我的決定”。
Within two weeks, he was talking for the first time with the board of Hartford Financial Services Group,
兩周后，他和Hartford Financial Services Group的董事會第一次會談，
which named him CEO and chairman on September 29.
這家公司在9月29日提名他為董事會主席和CEO。
McGee says leaving without a position lined up gave him time to reflect on what kind of company he wanted to run.
他說在離開的時候并沒有找好后面的職位(下家)，使他有時間去反思他到底想去經營一家什么樣的公司。
It also sent a clear message to the outside world about his aspirations. And McGee isn't alone.
這同時也就他的激情和決心，給了外界一個清晰的信號。這樣做的并不只是McGee一個人。
In recent weeks the No. 2 executives at Avon and American Express quit with the explanation that they were looking for a CEO post.
最近幾周，雅芳和美國運通（Avon and American Express）公司的2號執行官們也辭職了并解釋說，他們正在尋找首席執行官（CEO）的職位。
As boards scrutinize succession plans in response to shareholder pressure, executives who don't get the nod also may wish to move on.
當董事會迫于股東的壓力對一系列的計劃進行審查的時候，那些計劃被否定掉的經理們也會想離開。
A turbulent business environment also has senior managers cautious of letting vague pronouncements cloud their reputations.
激烈的商業環境同樣使得高級經理很小心，模糊的表態可能會破壞他們的聲譽。
As the first signs of recovery begin to take hold, deputy cheifs may be more willing to make the jump without a net.
當經濟復蘇的標志開始確定的時候，二把手們可能更愿意在沒有網(新的工作)情況下換工作。
In the third quarter, CEO turnover was down 23% from a year ago
第三季度，根據Liberum的調查，CEO的更迭和一年前相比減少了23%，
as nervous boards stuck with the leaders they had, according to Liberum Research.
這是由于緊張的董事會緊盯著他們的CEO們。
As the economy picks up, opportunities will abound for aspiring leaders.
隨著經濟的復蘇和好轉，對有理想的頭兒們，機會是很多的。
The decision to quit a senior position to look for a better one is unconventional.
離開高管的職位去尋找一個更好的職位，并不是傳統的做法。
For years executives and headhunters have adhered to the rule that the most attractive CEO candidates are the ones who must be poached.
多年以來，經理們和獵頭們都認同這樣一個原則：最有吸引力的CEO的競爭是那些需要去挖來的人。
Says Korn/Ferry senior partner Dennis Carey:
光輝國際（Korn/Ferry）的資深合伙人Dennis Carey說道：
"I can't think of a single search I've done where a board has not instructed me to look at sitting CEOs first."
“我所做的每一次的招聘中，董事會都要求我從那些在任的CEO中尋找人選。”
Those who jumped without a job haven't always landed in top positions quickly.
那些沒有找到工作就離開的人并不是很快就能找到頂級的職位。
Ellen Marram quit as chief of Tropicana a decade ago, saying she wanted to be a CEO.
10年前，她以Tropicana經理的身份離職了，她說她想當CEO。
It was a year before she became head of a tiny Internet-based commodities exchange.
但是花了一年的時間她才成為一家小型互聯網交換公司的頭。
Robert Willumstad left Citigroup in 2005 with ambitions to be a CEO.
2005年Robert Willumstad帶著想成為CEO的夢想離開了Citigroup。
He finally took that post at a major financial institution three years later.
可是三年后他才成為了一家主要的金融機構的CEO。
Many recruiters say the old disgrace is fading for top performers.
很多招聘的人都說對于高管而言，過去認為的丟臉的感覺(沒有工作)已經慢慢消失了。
The financial crisis has made it more acceptable to be between jobs or to leave a bad one.
金融危機已經使得跳槽，離開一個不好的工作變得更加可以接受了。
"The traditional rule was it's safer to stay where you are, but that's been fundamentally inverted," says one headhunter.
一個獵頭（為企業爭聘人才的人）就說到：“傳統的規則是待在你原來的地方會更加安全，但是現在已經徹底改變了。”
"The people who've been hurt the worst are those who've stayed too long."
“那些受傷最厲害的就是那里在一個地方待太久的人。”
