补充文档：CommunicationWorkshop同课异构

CommunicationWorkshop补充文档Four

must-have

job

skillsEven

as

employers

remain

cautious

next

year

aboutevery

dollar

spent

on

employees,

they’ll

also

wantworkers

to

show

greater

skills

and

results.尽管企业明年仍将对花在员工身上的每个子儿斤斤计较，但他们同时也希望员工表现出更高超的技能和更好的业绩。For

employees

who

want

to

get

ahead,

basiccompetency

won’t

be

enough.对于希望获得成功的员工而言，仅仅拥有基本的能力是不够的。To

win

a

promotion

or

land

a

job

next

year,

expertssay

there

are

four

must-have

job

skills:专家说，为了在明年获得晋升或找到工作，有四项工作技能是必备的：1.Clear

communications1.清晰沟通Whatever

their

level,

communication

is

key

for

workers

to

advance.不管在哪个层级的岗位上，沟通技能都是员工晋升的关键。“This

is

really

the

ability

to

clearly

articulate

your

point

of

view

and

the

ability

to

create

aconnection

through

communication,”

says

Holly

Paul,

.

recruiting

leader

atPricewaterhouseCoopers,

the

accounting

and

consulting

firm

based

in

New

York.总部位于纽约的会计咨询公司普华永道(PricewaterhouseCoopers)的美国招聘负责人霍利·保罗(Holly

Paul)说：“这实际上就是清晰表达你的观点的能力和通过沟通建立关系的能力。”For

job

seekers

in

particular,

clear

communication

can

provide

a

snapshot

of

their

work

styleto

employers.

‘I

can

walk

away

from

a

five-minute

conversation

and

feel

their

enthusiasm

andhave

a

good

understanding

of

what’s

important

to

them,’

Ms.

Paul

says.尤其是对求职者而言，清晰沟通可以给雇主留下有关他们工作风格的初步印象。保罗说：“我凭五分钟的对话就能感受到他们的热情，并充分理解什么对他们来说是重要的。”As

office

conversations

increasingly

move

online,

some

workers

are

losing

or

never

developingthe

ability

to

give

a

presentation,

for

example.

Others

may

be

unable

to

write

coherently

forlonger

than,

say,140

characters.例如，随着职场沟通越来越多地转移到网上，有些员工丧失了或根本没有培养出做报告的能力。还有人不能写出超过──比如说，140字──的流畅文字。‘Technology

in

some

ways

has

taken

away

our

ability

to

write

well.

People

are

in

such

a

hurrythat

they

are

multitasking,’

and

they

skip

basics

such

as

spelling

and

proofing,

says

PaulMcDonald,

senior

executive

director

of

Robert

Half

International,

RHI

+%a

Menlo

Park,Calif.,

staffing

firm.加利福尼亚门洛帕克(Menlo

Park)的人力咨询公司Robert

Half

Internationa的高级执行总监保罗·麦克唐纳(Paul

McDonald)说：“在某些方面，科技削弱了我们流畅写作的能力。有些人是如此匆忙，总是要同时执行多项任务”，而且他们跳过了拼写检查和校对等基本步骤。2.Personal

branding2.建立个人品牌Human-resources

executives

scour

blogs,

Twitter

and

professional

networking

sites

such

asLinkedIn

when

researching

candidates,

and

it’s

important

that

they

like

what

they

find.人力资源主管在调查求职者时会查看其博客、Twitter和LinkedIn等专业社交网站，他们对搜索结果是否满意是很重要的。‘That’s

your

brand,

that’s

how

you

represent

yourself,’

says

Peter

Handal,

CEO

of

DaleCarnegie

Training,

a

Hauppauge,

.,

provider

of

workplace-training

services.

‘If

you

postsomething

that

comes

back

to

haunt

you,

people

will

see

that.’纽约哈帕克(Hauppauge)的职场培训服务机构Dale

Carnegie

Training的首席执行长彼得·汉达尔(PeterHandal)说：“这是你的品牌，这是你展示自己的方式。如果你发布了一些会令你自己困窘的信息，别人会看得到的。”Workers

also

should

make

sure

their

personal

brand

is

attractive

and

reflects

well

onemployers.

‘More

and

more

employers

are

looking

for

employees

to

tweet

on

their

behalf,

toblog

on

their

behalf,

to

build

an

audience

and

write

compelling,

snappy

posts,’

says

MeredithHaberfeld,

an

executive

and

career

coach

in

New

York.员工也应该确保他们的个人品牌有吸引力并且给雇主留下良好印象。纽约的高管兼职业生涯教练梅雷迪思·哈伯菲尔德(Meredith

Haberfeld)说：“越来越多的企业开始寻找员工代表他们发推文、写博客，以建立读者群，撰写吸引眼球、时髦有趣的帖子。”Ms.

Haberfeld

has

a

client

whose

employee

recently

posted

on

her

personal

Facebook

%page

about

eating

Chinese

food

and

smoking

‘reefer.’哈伯菲尔德有一位客户的员工最近在她的个人Facebook主页上发了一个边吃中餐边抽“大麻烟”的帖子。‘I

saw

it

on

Facebook.

Her

supervisors

saw

it,’

Ms.

Haberfeld

says.哈伯菲尔德说：“我在Facebook上看到了这个帖子。她的主管也看到了。”3.Flexibility3.灵活性The

ability

to

quickly

respond

to

an

employer’s

changing

needs

will

be

important

next

year

asorganizations

try

to

respond

nimbly

to

customers.明年，在企业努力迅速响应客户需求的同时，对员工而言，快速应对雇主不断变化的需求的能力将变得很重要。‘A

lot

of

companies

want

us

to

work

with

their

employees

about

how

to

get

out

of

theircomfort

zone,

how

to

adapt,’

says

Mr.

Handal.

‘Somebody’s

job

today

may

not

be

the

sameas

next

year.’汉达尔说：“许多公司希望我们在如何走出个人的舒适区、如何适应变化方面为员工提供帮助。有些人明年的工作内容可能会跟现在有所不同。”The

ability

to

learn

new

skills

is

of

top

importance,

says

George

Boue,

human-resources

vicepresident

for

Stiles,

a

real-estate

services

company

in

Fort

Lauderdale,

Fla.

‘We

want

to

knowthat

if

we

roll

out

a

new

program

or

new

tools

that

the

folks

we

have

on

board

are

going

to

beopen

to

learning,’

he

says.佛罗里达州劳德代尔堡(Fort

Lauderdale)房地产服务公司Stiles的人力资源副总裁乔治·布韦(George

Boue)说，掌握新技能的能力是最重要的。他说：“我们希望知道，如果我们推出一个新项目或一些新工具，现有的员工是否愿意学习它。”4.Productivity

improvement4.提高工作效率In

2013,

workers

should

find

new

ways

to

increase

productivity,

experts

say.

Executives

arelooking

for

a

20%

improvement

in

employee

performance

next

year

from

current

levels,according

to

a

recent

survey

by

the

Corporate

Executive

Board,

an

Arlington,

Va.,

businessresearch

and

advisory

firm。专家称，2013年，员工应找到新方法来提高工作效率。根据弗吉尼亚州阿灵顿(Arlington)职场研究与咨询公司Corporate

Executive

Board最近进行的一项调查，公司管理层希望明年的员工业绩比当前水平提高20%。‘When

you

are

at

your

job,

do

you

volunteer

for

projects?

Are

you

looking

for

creative

ways

tohelp

your

organization,’

Mr.

McDonald

says.

‘The

way

to

really

differentiate

yourself

is

to

beproactive.’麦克唐纳说：“你在工作中是否会自愿去承接一些项目？你是否在寻找创新方法来帮助你的企业？真正令你脱颖而出的方法是积极表现。”Companies

that

are

considering

adding

workers

in

coming

years

want

current

employee’s

tooperate

in

growth

mode

now.

‘My

clients

are

looking

for

employees

that

have

a

great

ability

tounderstand

what

is

wanted

and

needed,

rather

than

needing

to

be

told,’MS.

Haberfeld

says.正在考虑在未来几年增加员工的公司希望现有员工的工作方式能够顺应企业增长的需求。哈伯菲尔德说：“我的客户正在寻找能很好地理解需要与需求、而不是需要由别人告诉他这些的员工。”Even

hiring

managers

need

to

work

on

certain

skills

as

organizations

consider

expanding

nextyear.

‘The

ability

to

spot

talent

and

hire

people

has

fallen

out

of

use

over

the

last

several

years,’says

Ben

Dattner,

an

organizational

psychologist

in

New

York.

‘As

th