How many do you expect to have over the course of your career?

在你的職業生涯中，你預計會有多少個？

Well, the scary thing is that number has historically been around 12.

可怕的是，這個數字歷來都在 12 左右。

But in the future, I predict it'll be closer to 20, or 30, or more.

但在未來，我預測會接近 20、30，甚至更多。

And a lot of those jobs don't even exist yet.

而其中很多工作甚至還不存在。

This future of work sounds overwhelming, especially when you take into account our old-fashioned system of resumes, job postings, and applicant tracking systems.

未來的工作聽起來讓人不知所措，尤其是當你考慮到我們的履歷、職位發佈和求職者跟蹤系統這些老式系統時。

It's hard enough to navigate just a single career transition, but you're far more prepared than you think to navigate your next job change and all the ones that come after.

只經歷一次職業轉型就已經很不容易了，但你為下一次工作變動和以後的所有工作變動所做的準備要比你想象的要充分得多。

I'm Dr. Michelle Weiss, and I advise companies and educational institutions on how to prepare workers for successful and longer careers.

我是米歇爾-魏斯博士，我為公司和教育機構提供建議，幫助他們為員工的成功和更長久的職業生涯做好準備。

Right now, I want to talk about how you can navigate that longer career, starting with your next job change.

現在，我想談談如何從你的下一次工作變動開始，駕馭更長的職業生涯。

Number one, highlight your human skills.

第一，突出你的人文技能。

When we talk about skills, we tend to focus on hard skills like coding, editing, data visualization, or budgeting.

當我們談論技能時，我們往往關注編碼、編輯、數據可視化或預算等硬技能。

But human skills need to share the spotlight too.

但是，人類的技能也需要受到關注。

These are skills like adaptability, collaboration, exercising judgment, or mediating tense situations.

這些技能包括適應能力、協作能力、判斷能力或調解緊張局勢的能力。

They may not always show up in obvious ways on your resume, but they have enormous value.

在履歷中，它們可能並不總是以明顯的方式表現出來，但它們具有巨大的價值。

To surface your human skills, make a timeline of all of your experiences, both personal and professional.

為了凸顯你的人際交往能力，請將你所有的個人和職業經歷製作成時間表。

Do you see patterns?

你看到模式了嗎？

Have certain skills grown over time?

某些技能是否隨著時間的推移而增長？

Maybe your stint as a barista made you a great team player or good at communicating in chaos.

也許當咖啡師的經歷讓你成為一名出色的團隊合作者，或者善於在混亂中溝通。

Or maybe your experience as a caregiver for a child or someone with special needs gave you strengths like patience or empathy, which informs how you design human-centered digital products or guide teams through a reorganization.

又或者，你曾經照顧過孩子或有特殊需求的人，這些經歷賦予了你耐心或同理心等特長，讓你在設計以人為本的數字產品或指導團隊進行重組時，都能借鏡這些特長。

Human skills are deeply transferable.

人的技能是可以深度傳遞的。

You might surprise yourself by how prepared you already are for your next role.

你可能會驚訝於自己已經為下一個角色做好了準備。

Second, become a skills translator.

第二，成為一名技能翻譯。

You need to translate your skills into the language of your prospective employer.

您需要將自己的技能轉化為未來僱主的語言。

Research the industry you want to move into because the same skill can have vastly different meanings depending on the context.

對您想進入的行業進行研究，因為同樣的技能在不同的環境下會有截然不同的含義。

For instance, when a marketing position is asking for a candidate who's strong in communication, they're usually looking for you to display storytelling or branding skills.

例如，當市場營銷職位要求應聘者具備較強的溝通能力時，他們通常希望應聘者展示講故事或塑造品牌的技能。

But when a behavioral health position mentions communication, it's likely the employer is looking for your experience with counseling or crisis management.

但是，當行為健康職位提到溝通時，僱主很可能是在尋找你在諮詢或危機管理方面的經驗。

Become their translator.

成為他們的翻譯。

Third, find data in discomfort.

第三，在不適中查找數據。

At work, when do you feel uncomfortable?

在工作中，你什麼時候會感到不舒服？

Maybe you feel out of depth when people bring up a new technology or platform.

也許當人們提出一項新技術或平臺時，你會感到無從下手。

Or maybe someone at your current organization got the raise or promotion that you wanted.

又或者，你目前所在機構的某個人得到了你想要的加薪或晉升。

Pay attention to those signals.

注意這些信號。

That kind of discomfort is good.

這種不適感很好。

It's data telling you where you need to level up.

數據會告訴你哪裡需要升級。

Sign up for a course to get up to speed on that new platform or application.

報名參加課程，快速掌握新的平臺或應用程序。

Transform that discomfort around your skills gaps into action.

把對自己技能差距的不安轉化為行動。

Finally, get picky.

最後，要挑剔。

You shouldn't be the only one committed to your skill development.

你不應該是唯一一個致力於技能發展的人。

Your employer should be too.

你的僱主也應該如此。

The next time you change jobs, try to choose a company or organization that is building talent from within.

下一次換工作時，儘量選擇從內部培養人才的公司或組織。

Look at LinkedIn and see if people have risen within the company.

查看 LinkedIn，看看是否有人在公司內部晉升。

Ask during the interview whether there are clear roadmaps for internal advancement.

在面試時詢問是否有明確的內部晉升路線圖。

The reality is most companies have so much work to do when it comes to recognizing human skills, spotting talent in unexpected places, and cultivating the careers of their own employees.

現實情況是，大多數公司在識別人的技能、在意想不到的地方發現人才以及培養自己員工的職業生涯方面還有很多工作要做。

You want an employer that takes the long view on your career and can help you fill your skills gaps on the job.

你希望僱主能從長遠角度考慮你的職業生涯，並能幫助你彌補工作中的技能差距。

Even if the job market can feel broken at times, remember, you can take control.

即使就業市場有時會讓人感覺支離破碎，但請記住，您可以掌控一切。

You can steer the process.

您可以引導整個過程。

You can surface your hidden skills, translate your strengths, and level up your gaps.

您可以發現自己隱藏的技能，轉化自己的優勢，彌補自己的不足。

You can show employers new ways to think about why they should hire you.

你可以向僱主展示新的思維方式，告訴他們為什麼要僱用你。

And when you do, all of those lane changes ahead will feel a whole lot less intimidating and maybe even a little exciting.

當你做到這一點時，前方所有的變道都會感覺不那麼可怕，甚至有點令人興奮。