助你職場(chǎng)晉升的軟技能.

　　&aposSoft Skills&apos Can Help You Get Ahead

　　After working five years as a regional director at a large health insurer in Oakland, Calif., Daniel Eddleman felt ready to move up the ladder. So he found a mentor within the company who agreed with Mr. Eddleman that his performance and leadership ability merited the promotion.

　　But he&aposd need to work on a few soft skills to clinch the job. &aposIt can be a challenging environment to get noticed in because it&aposs such a big organization,&apos says Mr. Eddleman, who connected with a job coach who helped him identify and work on three weak areas─including the ability to self-assess, manage his emotions and brag.

　　&aposI realized that I can sometimes come on too strong. I learned to let the moment pass so I could have the space to make a calm decision. I also learned how to acknowledge my own accomplishments to the right people by feathering them into conversation, which is something that I&aposve never been comfortable doing,&apos says Mr. Eddleman, who ended up getting the promotion to vice president.

　　Most people are terrible at self-assessment, a core skill that is needed to succeed, says Peggy Klaus, an executive coach from Berkeley, Calif., and author of &aposBrag! The Art of Tooting Your Own Horn Without Blowing It.&apos

　　&aposIt&aposs not easy to turn the mirror back on yourself and be absolutely honest,&apos she says. &aposAnd it&aposs hard for other people to give difficult feedback. But you need to encourage honest feedback from third parties…who can help give you a more objective viewpoint that you can act on.&apos

　　Although hard skills like sales and software knowledge can get you through the door, more companies are asking for soft skills as well from job candidates, finds a recent study by Millennial Branding, a consulting firm in Boston.

　　Soft skills rer to personal aptitudes and attitudes, such as being a good listener and communicator, that affect how people perceive you in the workplace and strongly influence workplace relationships. Fortunately, most soft skills can be adjusted or learned on your own time with some feedback from peers.

　　Here are a few day-to-day skills that can play a big role in determining whether you get promoted, hired or even fired:

　　? Compile two lists to use as an action guide. One should itemize what you do well and the second should list improvements others would like to see in you, says Gabriela Cora, an executive coach in Miami. &aposYou have to be open for that feedback and willing to work on those points. And don&apost just ask people that you&aposre friendly with. Ask a couple of people that you&aposre always competing against or people that you butt heads with.&apos

　　? Learn to control your emotions, and you should see a quick improvement in your working relationships. Uncover what your emotional triggers are so you can predict and head off any potentially rash or embarrassing responses to peers or bosses. Emotional outbursts aren&apost viewed favorably in most workplaces, which is why you should just excuse yourself from meetings or work if you feel emotionally overwhelmed.

　　? Know your limits. This can not only preserve your health and sanity, it can keep you from exceeding your limits and making mistakes that can hurt your career. If you can only handle five of seven tasks, for instance, that&aposs something you need to talk to your boss about, says Ms. Klaus, who had a client who got saddled with two jobs and ended up hospitalized because of stress and overwork.

　　&aposYour manager may not even know how swamped you are if you keep taking on additional work without question,&apos she says. &aposYou need to outline very specifically what&aposs on your plate, how much more you can handle, if any, and prioritize what needs to be done.&apos

　　Most people are uncomfortable with self-promotion, but hard work doesn&apost always get noticed without a little help. There are plenty of mediocre employees who get promoted because they&aposre good at letting the bosses know how good they are at their jobs, says Ms. Klaus. &aposYou simply want to let other people know who you are and what you&aposve accomplished in a very gracious and artfully skillful way.&apos For example, don&apost just boast, tell stories that frame your achievements in an entertaining narrative way.

　　助你職場(chǎng)晉升的軟技能

　　在加州奧克蘭一家大型醫(yī)療保險(xiǎn)公司擔(dān)任了五年區(qū)域總監(jiān)之后，丹尼爾?埃德曼(Daniel Eddleman)覺(jué)得自己已做好了晉升的準(zhǔn)備。因此，他在公司內(nèi)部找了一名與他意見一致的導(dǎo)師，認(rèn)為他憑借自身業(yè)績(jī)和領(lǐng)導(dǎo)能力理應(yīng)升職。

　　不過(guò)，若要贏得那個(gè)職位，他還需磨煉幾項(xiàng)軟技能。埃德曼說(shuō)：“公司的規(guī)模非常大，要在那種環(huán)境中獲得關(guān)注可能會(huì)很困難。”為此他聯(lián)系了一名職場(chǎng)教練，后者幫助他確定并加強(qiáng)他的三個(gè)弱項(xiàng)，其中包括自我評(píng)價(jià)、情緒控制和自夸的能力。

　　埃德曼說(shuō)：“我意識(shí)到自己有時(shí)候會(huì)表現(xiàn)得過(guò)于強(qiáng)硬，我學(xué)會(huì)了緩一緩，這樣我就能有余地做出冷靜的決定。我還學(xué)會(huì)了如何就我自己的成就向適當(dāng)?shù)娜吮硎靖兄x，在談話中提到他們，這一點(diǎn)我以前是從來(lái)都不愿意做的。”最終他被提拔為副總裁。

　　來(lái)自加州伯克利的高管教練佩吉?克勞斯(Peggy Klaus)稱，大多數(shù)人都很不善于自我評(píng)價(jià)，而這是獲得成功所需的一項(xiàng)核心技能?？藙谒挂彩恰蹲钥渲溃喝绾吻擅畹卣宫F(xiàn)自我》(Brag! The Art of Tooting Your Own Horn Without Blowing It)一書的作者。

　　她說(shuō)：“要把自己的方方面面都展現(xiàn)出來(lái)，又要做到絕對(duì)誠(chéng)實(shí)并非易事，而且做出不利的反饋對(duì)別人來(lái)說(shuō)也很難。但是你需要?jiǎng)裾f(shuō)第三方給予誠(chéng)實(shí)的評(píng)價(jià)......他們能給你帶來(lái)一個(gè)你能據(jù)此行事的更客觀的視角?！?/p>

　　波士頓咨詢公司Millennial Branding近期一項(xiàng)研究發(fā)現(xiàn)，盡管銷售能力和軟件知識(shí)等硬技能能讓你獲得工作機(jī)會(huì)，但更多企業(yè)要求求職者也具備一些軟技能。

　　軟技能指一些個(gè)人天賦和態(tài)度，比如說(shuō)善于傾聽、擅長(zhǎng)交流等，它們會(huì)影響職場(chǎng)中別人對(duì)你的看法并且對(duì)職場(chǎng)關(guān)系具有巨大影響。幸運(yùn)的是，大多數(shù)軟技能是可以利用你自己的時(shí)間根據(jù)同事的一些評(píng)價(jià)來(lái)調(diào)整或?qū)W習(xí)的。

　　下文列出了一些日常技能，它們?cè)跊Q定你是否能升職、獲聘甚至是否會(huì)被炒魷魚的過(guò)程中發(fā)揮著巨大作用。

　　?制訂兩份清單作為行動(dòng)指南。邁阿密高管教練加布里埃拉?科拉(Gabriela Cora)稱，其中一份清單應(yīng)逐項(xiàng)列出你擅長(zhǎng)的事情，另一份則應(yīng)列出其他人希望看到發(fā)生在你身上的進(jìn)步。他說(shuō)：“你得能接受那些評(píng)價(jià)并愿意去加強(qiáng)那些方面。不要只問(wèn)和你關(guān)系好的人，也要問(wèn)幾個(gè)一直和你有競(jìng)爭(zhēng)關(guān)系或是與你有沖突的人。”

　　?學(xué)會(huì)控制自己的情緒，你應(yīng)該能發(fā)現(xiàn)你的職場(chǎng)關(guān)系很快就會(huì)有改善。發(fā)現(xiàn)你的情緒觸點(diǎn)是什么，如此你便能預(yù)測(cè)和避免可能對(duì)同事或老板做出的任何魯莽或令人尷尬的舉動(dòng)。在大多數(shù)工作場(chǎng)所中，情緒發(fā)作都不會(huì)給人好印象，所以說(shuō)如果你覺(jué)得情緒無(wú)法控制，應(yīng)當(dāng)就不要參加會(huì)議或上班了。

　　?了解自己的極限。這不僅能保持你身心的健康，還能防止你超越自己的極限、犯下可能會(huì)損害你事業(yè)的錯(cuò)誤?？藙谒狗Q，比如說(shuō)如果你只能應(yīng)付七件任務(wù)中的五件，你就需要和老板談一談這件事了。她就有一名客戶背負(fù)著兩份工作的重?fù)?dān)，最終因壓力大和工作過(guò)度而住進(jìn)了醫(yī)院。

　　她指出：“假如你不斷毫無(wú)異議地承擔(dān)額外的工作，你的主管甚至可能都不知道你有多么力不從心。你需要非常具體地列出手頭的工作，如果還有其他工作，你還能再處理多少，并將需要做的事情排出優(yōu)先順序。”

　　大多數(shù)人對(duì)自我推銷都不甚自在，但是如果沒(méi)有一些幫助，你的辛勤工作也不總是會(huì)受到關(guān)注?？藙谒拐f(shuō)，有許多業(yè)績(jī)平平的員工獲得提拔，那是因?yàn)樗麄兩朴谧尷习辶私馑麄兪嵌嗝瓷瞄L(zhǎng)自己的工作。她說(shuō)：“你只不過(guò)想以一種非常謙和極其巧妙的方式讓人知道你是誰(shuí)、你取得過(guò)什么成績(jī)。”打個(gè)比方說(shuō)，不要只是自夸，以一種令人愉快的敘事方式去講述能將你的成績(jī)結(jié)合其中的事件。