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  • It was my third day on the job at a hot Silicon Valley start-up

    譯者: Lilian Chiu 審譯者: Yanyan Hong

  • in early 2013.

    那是我在矽谷一間 熱門新興公司工作的第三天,

  • I was twice the age of the dozen engineers in the room.

    時間是 2013 年初。

  • I'd been brought in to the company

    辦公室中,十多位工程師 年齡都只有我的一半。

  • because I was a seasoned expert in my field,

    公司找我來,是因為我在 我的領域經驗豐富又專業,

  • but in this particular room,

    但在這間辦公室中,

  • I felt like a newbie amongst the tech geniuses.

    我感覺自己好像科技天才中的新手。

  • I was listening to them talk

    我在聽他們說話,

  • and thinking that the best thing I could do was be invisible.

    心裡想著,我能做的 最好選擇就是當隱形人。

  • And then suddenly, the 25-year-old wizard leading the meeting stared at me

    突然,主導會議的 二十五歲奇才瞪著我看,

  • and asked, "If you shipped a feature and no one used it,

    他問:「如果你運送(推出)了 一項功能,卻沒人用它,

  • did it really ship?"

    它真的運送(推出)了嗎?」

  • (Laughter)

    (笑聲)

  • "Ship a feature"?

    「運送出一項功能」?

  • In that moment, Chip knew he was in deep ship.

    當下,奇普就知道他深陷 麻煩(音近:運送)了。

  • (Laughter)

    (笑聲)

  • I had no idea what he was talking about.

    我完全不懂他在說什麼。

  • I just sat there awkwardly,

    我只能很尷尬地坐在那裡,

  • and mercifully, he moved on to someone else.

    他很有慈悲心地轉向其他人。

  • I slid down in my chair,

    我從我的椅子滑下去,

  • and I couldn't wait for that meeting to end.

    我等不及會議結束了。

  • That was my introduction to Airbnb.

    我在 Airbnb 的日子是這樣開始的。

  • I was asked and invited by the three millennial cofounders

    三位千禧世代的共同創辦人

  • to join their company

    邀請我加入他們的公司,

  • to help them take their fast-growing tech start-up

    協助他們把他們這間 快速成長的科技新興公司

  • and turn it into a global hospitality brand,

    轉變成一個全球餐旅品牌,

  • as well as to be the in-house mentor for CEO Brian Chesky.

    同時也要擔任執行長 布萊恩切斯基的內部導師。

  • Now, I'd spent from age 26 to 52 being a boutique hotel entrepreneur,

    我從 26 歲到 52 歲這段時間, 都是精品飯店的企業家,

  • and so I guess I'd learned a few things along the way

    所以我想這一路上 我多少學了點東西,

  • and accumulated some hospitality knowledge.

    也累積了一些餐旅方面的知識。

  • But after my first week,

    但在我的第一週之後,

  • I realized that the brave new home-sharing world

    我就發現住房共享的美好新世界,

  • didn't need much of my old-school bricks-and-mortar hotel insights.

    不太需要我的老派實體飯店洞見。

  • A stark reality rocked me:

    赤裸裸的現實撼動了我:

  • What do I have to offer?

    我能提供什麼?

  • I'd never been in a tech company before.

    我以前從來沒有待過科技公司。

  • Five and a half years ago, I had never heard of the "sharing economy,"

    五年半前,我還沒有 聽過「共享經濟」,

  • nor did I have an Uber or Lyft app on my phone.

    我的手機上也沒有 Uber 或 Lyft 的應用程式。

  • This was not my natural habitat.

    這不是我天然的棲息地。

  • So, I decided at that moment that I could either run for the hills,

    所以當下我就決定, 我可以選擇躲到山上去,

  • or cast judgment on these young geniuses,

    或是對這些年輕天才做出評斷,

  • or instead, turn the judgment into curiosity

    或是,換個方式, 把評斷轉為好奇,

  • and actually see if I could match my wise eyes with their fresh eyes.

    真正去了解,我很廣的見識 是否能搭配他們很新的見識。

  • I fancied myself a modern Margaret Mead amongst the millennials,

    我想像我自己是千禧世代中的

  • and I quickly learned that I had as much to offer them

    現代瑪格麗特米德 (研究現代人類形成過程的學者),

  • as they did to me.

    我很快就發現,

  • The more I've seen and learned about our respective generations,

    我能給他們的很多, 不少於他們能給我的。

  • the more I realize that we often don't trust each other enough

    關於我們各自的世代, 當我看得越多且學得越多,

  • to actually share our respective wisdom.

    我就越發現我們通常 沒有給彼此足夠的信任,

  • We may share a border,

    無法真正分享我們各自的智慧。

  • but we don't necessarily trust each other enough

    在我們可能可以 分享一個共同邊界,

  • to share that respective wisdom.

    但我們對彼此的信任不見得有高到

  • I believe, looking at the modern workplace,

    可以分享各自的智慧。

  • that the trade agreement of our time

    就現代工作場所來說,我相信,

  • is opening up these intergenerational pipelines of wisdom

    我們時代的貿易協定

  • so that we can all learn from each other.

    開啟了世代間的智慧流通管道,

  • Almost 40 percent of us in the United States

    讓我們都能向彼此學習。

  • have a boss that's younger than us,

    在美國,幾乎 40% 的人

  • and that number is growing quickly.

    為比自己年輕的老闆工作,

  • Power is cascading to the young like never before

    那個數字還在快速成長。

  • because of our increasing reliance on DQ:

    權力開始移交到年輕人手上, 這是前所未有的,

  • digital intelligence.

    因為我們越來越仰賴 DQ,

  • We're seeing young founders of companies in their early 20s

    即數位智慧。

  • scale them up to global giants by the time they get to 30,

    我們會看到二十初頭的 年輕人創立公司,

  • and yet, we expect these young digital leaders

    在三十歲時把公司發展成全球巨人,

  • to somehow miraculously embody the relationship wisdoms

    但是,我們卻期待 這些年輕的數位領導人

  • we older workers have had decades to learn.

    很神奇地以某種方式 去體現關係智慧,

  • It's hard to microwave your emotional intelligence.

    這在我們年長工作者 要花數十年才學習的到。

  • There's ample evidence that gender- and ethnically diverse companies

    你的情緒智慧很難速成。

  • are more effective.

    有很大量的證據顯示,

  • But what about age?

    性別和人種多樣性高的公司, 效益會比較高。

  • This is a very important question, because for the first time ever,

    但年齡呢?

  • we have five generations in the workplace at the same time, unintentionally.

    這是個很重要的問題, 因為這是史上頭一遭,

  • Maybe it's time we got a little more intentional

    我們在工作場所中

  • about how we work collectively.

    同時有五個世代, 且不是刻意造成的。

  • There have been a number of European studies

    也許,該是我們稍微刻意一點 想辦法合作的時候了。

  • that have shown that age-diverse teams are more effective and successful.

    有不少歐洲研究指出,

  • So why is that only eight percent of the companies

    年齡多樣性高的團隊 比較有效益也比較成功。

  • that have a diversity and inclusion program

    所以,為什麼本身就有多元共容 計畫的公司當中,只有 8%

  • have actually expanded that strategy

    會真的將那項策略再擴展,

  • to include age as just as important of a demographic as gender or race?

    將年齡納入,

  • Maybe they didn't get the memo:

    成為和性別及種族同等重要的 人口統計變數?

  • the world is getting older!

    也許他們沒有收到備忘錄: 世界正在變老!

  • One of the paradoxes of our time

    我們這個時代的矛盾之一,

  • is that baby boomers are more vibrant and healthy longer into life,

    就是嬰兒潮世代比較充滿生氣

  • we're actually working later into life,

    且在人生中健康的時期較長,

  • and yet we're feeling less and less relevant.

    我們在人生中的工作時期也比較長,

  • Some of us feel like a carton of milk -- an old carton of milk --

    但我們卻覺得自己越來越不重要。

  • with an expiration date stamped on our wrinkled foreheads.

    我們有些人覺得自己像是 紙盒牛奶——老式紙盒牛奶——

  • For many of us in midlife, this isn't just a feeling,

    我們滿是皺紋的前額上 印著有效期限。

  • it is a harsh reality, when we suddenly lose our job and the phone stops ringing.

    對許多我們中年人來說, 這不只是一種感覺,

  • For many of us, justifiably, we worry that people see our experience

    當我們突然丟了飯碗, 不再有人打電話來時,

  • as a liability, not an asset.

    它就是個嚴酷的現實。

  • You've heard of the old phrase -- or maybe the relatively new phrase --

    對我們許多人來說, 我們情有可原,當然會擔心

  • "Sixty is the new forty, physically."

    別人把我們的經驗 視為是負債,而不是資產。

  • Right?

    你們應該聽過一句老的諺語—— 或者也許相對算是新的諺語——

  • When it comes to power in the workplace today,

    「六十歲就是新的四十歲, 身體上來說。」

  • 30 is the new 50.

    對吧?

  • All right, well, this is all pretty exciting, right?

    就現今工作場所中的權力來說,

  • (Laughter)

    三十歲就是新的五十歲。

  • Truthfully, power is moving 10 years younger.

    好,這些都很讓人興奮,對吧?

  • We're all going to live 10 years longer.

    (笑聲)

  • Do the math.

    說真的,權力正在 轉移給年輕十歲的人。

  • Society has created a new 20-year irrelevancy gap.

    我們的壽命都會再多十年。

  • Midlife used to be 45 to 65,

    自己算算看。

  • but I would suggest it now stretches into a midlife marathon 40 years long,

    社會創造出了一個新的 「不合時宜的二十年差距」。

  • from 35 to 75.

    以前,45 歲到 65 歲算是中年,

  • But wait -- there is a bright spot.

    但我認為,現在它已經延長成了

  • Why is it that we actually get smarter and wiser about our humanity as we age?

    為期四十年的中年馬拉松, 從 35 歲到 75 歲。

  • Our physical peak may be our 20s,

    但,等等——有個值得高興之處。

  • our financial and salary peak may be age 50,

    為什麼隨著年齡增長,在人文方面

  • but our emotional peak is in midlife and beyond,

    我們會變得更聰明更有智慧?

  • because we have developed pattern recognition about ourselves and others.

    我們的身體也許 在二十多歲達到高峰,

  • So how can we get companies to tap into that wisdom

    我們的財務和薪水 也許在五十歲達到高峰,

  • of the midlife folks,

    但我們的情緒高峰, 會出現在中年和中年之後,

  • just as they nurture their digital young geniuses as well?

    因為我們已經發展出了 對於自己以及他人的模式辨識。

  • The most successful companies today and in the future

    所以,我們要如何讓公司去發掘

  • will actually learn how to create a powerful alchemy of the two.

    中年人的那種智慧,

  • Here's how the alchemy worked for me at Airbnb:

    同時也繼續培育 他們的數位年輕天才?

  • I was assigned a young, smart partner,

    現今以及未來最成功的公司,

  • who helped me develop a hospitality department.

    會學習如何創造出一種 兩者兼具的強大煉金術。

  • Early on, Laura Hughes could see that I was a little lost in this habitat,

    以下是在 Airbnb 中, 這種煉金術如何套用在我身上:

  • so she often sat right next to me in meetings

    有一個聰明的年輕人 被指派做我的搭擋,

  • so she could be my tech translator,

    她協助我開發一個餐旅部門。

  • and I could write her notes and she could tell me, "That's what that means."

    先前,蘿拉休斯看得出來 我在這個棲息地有一點迷失,

  • Laura was 27 years old,

    於是在開會時, 她通常會坐在我旁邊,

  • she'd worked for Google for four years

    扮演我的技術翻譯員,

  • and then for a year and a half at Airbnb when I met her.

    我可以寫紙條給她,她就能 告訴我:「那個意思是這個。」

  • Like many of her millennial cohorts,

    蘿拉 27 歲,

  • she had actually grown into a managerial role

    她在 Google 工作了四年,

  • before she'd gotten any formal leadership training.

    接著到 Airbnb 工作, 我認識她時她已做了一年半。

  • I don't care if you're in the B-to-B world,

    她和她的許多千禧世代同伴一樣,

  • the B-to-C world, the C-to-C world or the A-to-Z world,

    在還沒有受過任何 正式領導力訓練之前,

  • business is fundamentally H-to-H:

    就漸漸扮起了管理角色。

  • human to human.

    我不在乎你是在 B2B 的世界、

  • And yet, Laura's approach to leadership

    B2C 的世界、C2C 的世界, 或 A2Z 的世界,

  • was really formed in the technocratic world,

    基本上,商業就是 H2H 的:

  • and it was purely metric driven.

    也就是:人對人。

  • One of the things she said to me in the first few months was,

    然而,蘿拉的領導方式

  • "I love the fact that your approach to leadership

    真的是在科技世界中形成的,

  • is to create a compelling vision that becomes a North Star for us."

    它完全是指標驅動。

  • Now, my fact knowledge,

    在前幾個月,她跟我說:

  • as in, how many rooms a maid cleans in an eight-hour shift,

    「我很喜歡你的一點, 就是你的領導方式

  • might not be all that important in a home-sharing world.

    是要創造出一個令人信服的遠景, 成為我們的北極星。」

  • My process knowledge of "How do you get things done?"

    我的事實知識就是

  • based upon understanding the underlying motivations of everybody in the room,

    女佣在八小時的班當中 要打掃多少間房間,

  • was incredibly valuable,

    這種知識在住房共享的世界裡 可能沒什麼重要性。

  • in a company where most people didn't have a lot of organizational experience.

    我的流程知識則是 「你要如何把事情完成」,

  • As I spent more time at Airbnb,

    它的依據是要了解房間中 每個人背後的動機,

  • I realized it's possible a new kind of elder was emerging

    這種知識就很珍貴, 因為在這種公司裡,

  • in the workplace.

    大部分的人都沒有很多組織經驗。

  • Not the elder of the past, who actually was regarded with reverence.

    隨著我在 Airbnb 待得越久,

  • No, what is striking about the modern elder is their relevance,

    我了解到,在工作場所是有可能

  • their ability to use timeless wisdom and apply it to modern-day problems.

    會有一種新的長者出現的。

  • Maybe it's time we actually valued wisdom as much as we do disruption.

    並不是過去的那種 被視為尊敬對象的長者。

  • And maybe it's time -- not just maybe, it is time --

    不是,現代長者的特色

  • for us to definitely reclaim the word "elder"

    是他們的相關性,

  • and give it a modern twist.

    他們有能力可以 應用不受時代影響的智慧,

  • The modern elder is as much an intern as they are a mentor,

    來解決現代的問題。

  • because they realize, in a world that is changing so quickly,

    我們花了很多心力 在打破傳統商業模式,

  • their beginners' mind and their catalytic curiosity is a life-affirming elixir,

    也許該是我們用同等心力 來珍視智慧的時候了。

  • not just for themselves but for everyone around them.

    也許該是—— 不只是也許,該是——

  • Intergenerational improv has been known in music and the arts:

    該是我們明確改造「長者」這個詞,

  • think Tony Bennett and Lady Gaga

    把它扭轉成現代的定義。

  • or Wynton Marsalis and the Young Stars of Jazz.

    現代長者既是實習生,又是導師,

  • This kind of riffing in the business world is often called "mutual mentorship":

    因為他們知道, 在改變這麼快速的世界裡,

  • millennial DQ for Gen X and boomer EQ.

    他們的初心以及他們帶有 催化作用的好奇心,

  • I got to experience that kind of intergenerational reciprocity with Laura

    正是使人上進的萬靈丹,

  • and our stellar data science team

    不只是他們自己, 他們周圍的人也能受益。

  • when we were actually remaking and evolving

    在音樂和藝術領域一直都有 為人所知的兩世代即興演出:

  • the Airbnb peer-to-peer review system,

    比如,東尼班奈特和女神卡卡,

  • using Laura's analytical mind and my human-centered intuition.

    或是溫頓馬沙利斯,

  • With that perfect alchemy of algorithm and people wisdom,

    和爵士的年輕新星。

  • we were able to create and instantaneous feedback loop

    在商業中,這種快速流動

  • that helped our hosts better understand the needs of our guests.

    通常就叫做「互為導師關係」:

  • High tech meets high touch.

    千禧世代的數位智慧

  • At Airbnb, I also learned as a modern elder

    與 X 世代和嬰兒潮世代的 情緒智慧交流。

  • that my role was to intern publicly and mentor privately.

    我有緣體驗到和蘿拉

  • Search engines are brilliant at giving you an answer,

    及我們的明星資料科學團隊

  • but a wise, sage guide can offer you just the right question.

    進行兩世代的互惠,

  • Google does not understand, at least not yet,

    那時我們真的是在重建和改進

  • nuance like a finely attuned human heart and mind.

    Airbnb 的對點對檢審系統,

  • Over time,

    用的是蘿拉的分析頭腦,

  • to my surprise,

    和我的以人為中心的直覺。

  • dozens and dozens of young employees at Airbnb sought me out

    那種煉金術結合了

  • for private mentoring sessions.

    演算法和人的智慧,靠著它,

  • But in reality, we were often just mentoring each other.

    我們得以創造出一個 即時的回饋意見迴圈,

  • In sum, CEO Brian Chesky brought me in for my industry knowledge,

    協助我們的屋主更了解 我們的客戶需要什麼。

  • but what I really offered was my well-earned wisdom.

    高科技遇見高接觸。

  • Maybe it's time we retire the term "knowledge worker"

    在 Airbnb,我這個現代長者也學到了

  • and replaced it with "wisdom worker."

    我的角色是要當公開的實習生

  • We have five generations in the workplace today,

    和私下的導師。

  • and we can operate like separate isolationist countries,

    搜尋引擎很擅長給你答案,

  • or we can actually start to find a way to bridge these generational borders.

    但有智慧、賢明的引導者 能提供你對的問題。

  • And it's time for us to actually look at how to change up the physics of wisdom

    Google 無法,至少目前還無法,

  • so it actually flows in both directions,

    像非常有理解力的人心及人腦 那樣了解細微的差別。

  • from old to young and from young to old.

    隨著時間,

  • How can you apply this in your own life?

    出乎我的意料,

  • Personally, who can you reach out to

    Airbnb 數十位年輕員工來找我,

  • to create a mutual mentorship relationship?

    希望我私下開課教導他們。

  • And organizationally, how can you create the conditions

    但在現實中,我們通常 都在當彼此的導師。

  • to foster an intergenerational flow of wisdom?

    總結一下,執行長布萊恩切斯基

  • This is the new sharing economy.

    是因為我的產業知識 而把我納入旗下,

  • Thank you.

    但我真正貢獻的卻是 我靠努力得來的智慧。

  • (Applause)

    也許該是把「知識工作者」 這個詞丟掉的時候了,

It was my third day on the job at a hot Silicon Valley start-up

譯者: Lilian Chiu 審譯者: Yanyan Hong

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【TED】Chip Conley:嬰兒潮一代在工作中可以向千禧一代學習--反之亦然(嬰兒潮一代在工作中可以向千禧一代學習--反之亦然|Chip Conley (【TED】Chip Conley: What baby boomers can learn from millennials at work -- and vice versa (What baby boomers can learn from millennials at work -- and vice versa | Chip Conley)

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    林宜悉 發佈於 2021 年 01 月 14 日
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