评论
打印
The dull but diligent could be especially valuable now. As companies claim increasingly to prize soft skills, such as being able to communicate well with all sorts of people, emotionally intelligent workers ought to be in demand.
那些沉闷但勤奋的人现在可能格外有价值。随着公司越来越看重软技能，比如能够与各种人很好地沟通，情商高的员工应该会受到欢迎。
A volatile business environment in which firms face problems from recession to climate change, pandemics and war, favours the steady leader.
在动荡的商业环境中，公司面临着从经济衰退到气候变化、流行病、战争等各种问题，在这种情况下稳重的领导者会受到青睐。
Chief executives face tricky decisions about how much risk to take in pursuit of growth, as shareholders look on nervously. Startup bosses who proudly moved fast and broke things are now falling over themselves to look demure.
在股东们紧张的目光注视下，首席执行官们面临棘手的决定，即为了追求增长要承担多大风险。那些以行动迅速、摧枯拉朽为傲的初创公司老板们，现在不遗余力地让自己看起来严肃庄重。
"We are a very boring company," Oliver Merkel, head of Flink, a grocery-delivery startup, bragged to the Financial Times recently. The trend is visible in politics, too.
"我们是一家非常无趣的公司。"食品杂货快递初创公司Flink的老板奥利弗·默克尔最近这样向《金融时报》吹嘘。这一趋势在政坛也很明显。
Joe Biden in America and Rishi Sunak in Britain rose to their countries' top jobs partly because their boring dependability promised relief from their predecessors' noisy incompetence. Testing times call for cool heads.
美国的约瑟夫·拜登和英国的里希·苏纳克成为各自国家的最高领导人，部分原因是他们无趣但可靠的个性很有可能会把人民从喧嚣但无能的前任中解救出来。充满考验的时代需要冷静的头脑。
For all that, quietly competent types hoping for greater appreciation (and remuneration) should not sit still. To rise up the ranks, the boring would do well to raise their profiles, whether by speaking up in meetings or talking up their accomplishments.
尽管如此，希望得到更多赏识(和薪酬)的沉默能干的人不应安坐等待。要提升自己的地位，沉闷无趣的人最好提高自己的存在感，可以在开会时大胆发言，也可以夸一夸自己的成就。
If they bag bigger jobs they will anyway need to master show-offy things like glad-handing clients, chairing meetings and holding forth on strategy.
如果他们想坐到更高的位置，他们无论如何都需要学会一些装腔作势的事，比如对客户笑脸相迎、主持会议和提出战略。
Though Mr Judge's analysis revealed emotional stability and general diligence were crucial to managerial effectiveness, extrovert qualities such as sociability were also telling factors.
虽然贾奇的分析显示，情绪稳定和勤奋对管理效率至关重要，但善于社交等外向品质也是重要因素。
Companies' penchant for promoting the wrong people is deeply ingrained, despite management theorists' admonitions. By default, many of those dishing out promotions are themselves narcissists who advanced by wowing their superiors.
尽管管理学理论家经常发出告诫，但公司喜欢提拔不合适的人的现象依然根深蒂固。一般情况下，许多提拔员工的人本身就是自恋者，他们就是通过在上级面前表现自己来获得晋升的。
And showy sorts' shameless self-aggrandisement fulfils a convenient function for bosses, giving them a shortcut—no matter how misleading—to finding candidates for elevation.
而且，爱表现的人毫不脸红地自吹自擂，这为老板们提供了一种便利，为他们提供了一条寻找升职候选人的捷径——无论这种捷径有多大的误导性。
Many managers are too busy to patiently unearth genuine talent after all. They have other important things on their plates—like impressing their own bosses.
毕竟许多经理太忙了，没耐心挖掘真正的人才。他们手头还有其他重要的事情要做——比如给自己的老板留下好印象。
