Sheryl Sandberg，COO of Face book TED Ideas Worth Spreading，Dec，2010
No one gets the promotion if they don’t think they deserve their success，or they don‘t even understand their own success.
不认为成功是自己应得的，或者不懂自己成功的人，就不会得到晋升。
Sheryl Sandberg
背景故事
为什么女性领导那么少？是女性不够优秀吗？是她们不努力吗？Face book首席运营官Sheryl Sandberg为职场拼搏的女性提出了三条有力建议，助你从职场小女人变身职场女强人！Sheryl Sandberg的三条有力建议：①要坐到谈判桌旁，争取自己应得的机会与成功；②让你的另一半真正成为另一半，分担家庭责任；③不到迫不得已，不要提前离场。
Sheryl号召女性们要更有抱负，她鼓励年轻的女性留在职场——如果所有的女性都更看重她们的工作，那么现在我们就能缩小和男性在职场抱负上的差距。领导位置是留给那些努力争取的人，领导位置由你的努力开始。”她提醒女性，“要从男性那边争取机会并为自己的成功感到骄傲。”
名人简介
1969年8月26日，生于华盛顿的雪莉·桑德伯格（Sheryl Sandberg），在41岁时，成为了Facebook首席运营官，并在2011福布斯权势女性榜排名第5位。2008年3月，正当Facebook从一家受到广泛关注的创业公司向一家互联网巨头迈进时，桑德伯格从谷歌跳槽至这家社交网站。她负责Facebook的销售、营销、收购、合作、人事、公共政策和联络事宜，使该网站CEO马克·扎克伯格（Mark Zuckerberg）可以专注于Facebook的设计和新功能。雪莉·桑德伯格给此家初出茅庐的新兴企业带来了难得的成熟气息，帮助Facebook从一家热门创业公司走向互联网世界的主宰。在她的努力下，Facebook克服用户隐私问题的困扰，在全世界获得了5亿以上的用户，成为最重要的互联网企业之一。
演讲赏析
Why We Have Too Few Women Leaders
Sheryl Sandberg，COO of Facebook TED Ideas Worth Spreading，Dec，2010
So for any of us in this room today，let’s start out by admitting we‘re lucky.We don’t live in the world our mothers lived in；our grandmothers lived in，where career choices for women were so limited.And if you‘re in this room today，most of us grew up in a world where we had basic civil rights，and amazingly，we still live in a world where some women don’t have them.But all that aside，we still have a problem，and it‘s a real problem.And the problem is this：Women are not making it to the top of any profession anywhere in the world.The numbers tell the story quite clearly.190heads of state-nine are women.Of all the people in parliament in the world，13percent are women.In the corporate sector，women at the top，C-level jobs，board seats-top out at 15，16percent.The numbers have not moved since 2002and are going in the wrong direction.And even in the non-profit world，a world we sometimes think of as being led by more women，women at the top：20percent.
We also have another problem，which is that women face harder choices between professional success and personal fulfillment.A recent study in the U.S.showed that，of married senior managers，two-thirds of the married men had children and only one-third of the married women had children.A couple of years ago，I was in New York，and I was pitching a deal，and I was in one of those fancy New York private equity offices you can picture.And I’m in the meeting-it‘s about a three-hour meeting-and two hours in，there kind of needs to be that bio break，and everyone stands up，and the partner running the meeting starts looking really embarrassed.And I realized he doesn’t know where the women‘s room is in his office.So I start looking around for moving boxes，figuring they just moved in，but I don’t see any.And so I said，“Did you just move into this office？”And he said，“No，we‘ve been here about a year.”And I said，“Are you telling me that I am the only woman to have pitched a deal in this office in a year？”And he looked at me，and he said，“Yeah.Or maybe you’re the only one who had to go to the bathroom.”
So the question is，how are we going to fix this？How do we change these numbers at the top？How do we make this different？I want to start out by saying，I talk about this-about keeping women in the workforce-because I really think that‘s the answer.In the high-income part of our workforce，in the people who end up at the top-Fortune 500CEO jobs，or the equivalent in other industries-the problem，I am convinced，is that women are dropping out.Now people talk about this a lot，and they talk about things like flextime and mentoring and programs companies should have to train women.I want to talk about none of that today，even though that’s all really important.Today I want to focus on what we can do as individuals.What are the messages we need to tell ourselves？What are the messages we tell the women who work with and for us？What are the messages we tell our daughters？
Now，at the outset，I want to be very clear that this speech comes with no judgments.I don‘t have the right answer.I don’t even have it for myself.I left San Francisco，where I live，on Monday，and I was getting on the plane for this conference.And my daughter，who‘s three，when I dropped her off at preschool，did that whole hugging-the-leg，crying，“Mommy，don’t get on the plane”thing.This is hard.I feel guilty sometimes.I know no women，whether they‘re at home or whether they’re in the workforce，who don‘t feel that sometimes.So I’m not saying that staying in the workforce is the right thing for everyone.
My talk today is about what the messages are if you do want to stay in the workforce，and I think there are three.One，sit at the table.Two，make your partner a real partner.And three，don‘t leave before you leave.
Number one：sit at the table.Just a couple weeks ago at Facebook，we hosted a very senior government official，and he came in to meet with senior execs from around Silicon Valley.And everyone kind of sat at the table.And then he had these two women who were traveling with him who were pretty senior in his department，and I kind of said to them，“Sit at the table.Come on，sit at the table，”and they sat on the side of the room.When I was in college，my senior year，I took a course called European Intellectual History.Don’t you love that kind of thing from college？I wish I could do that now.And I took it with my roommate，Carrie，who was then a brilliant literary student-and went on to be a brilliant literary scholar-and my brother-smart guy，but a water-polo-playing pre-med，who was a sophomore.
