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不論你是不是千禧一代,，職業(yè)成功往往與你的個(gè)人品牌有莫大的關(guān)系。個(gè)人品牌包括許多方面——信譽(yù),、成就以及與你有關(guān)的方方面面,。設(shè)想一下，如果公司要將你平級(jí)調(diào)動(dòng),，招聘經(jīng)理給你的頂頭上司打來電話,。他們會(huì)如何談?wù)撃?？這個(gè)問題的答案就是你個(gè)人品牌的核心內(nèi)容。

千禧一代在樹立個(gè)人品牌時(shí)會(huì)面臨獨(dú)特的挑戰(zhàn),，尤其是在多代人共事的大公司,。但各行各業(yè)的高管們正在考慮給年輕人才創(chuàng)造更多的領(lǐng)導(dǎo)機(jī)會(huì)，他們通常會(huì)從某些特定因素著手,，衡量千禧一代是否做好了準(zhǔn)備,。根據(jù)我的經(jīng)驗(yàn)，個(gè)人品牌的三個(gè)要素,，可能會(huì)對(duì)千禧一代的職業(yè)成功產(chǎn)生重要影響：

謙遜

千禧一代在高度互聯(lián),、技術(shù)推動(dòng)的時(shí)代長(zhǎng)大，他們給工作場(chǎng)所帶來了獨(dú)特的技能,。不過,，盡管你在iPhone手機(jī)上打字的速度，比上司敲擊電腦鍵盤的速度更快,，但這并不意味著你更擅長(zhǎng)決策,。雖然千禧一代具有一些前輩們所不具備的能力，但反過來,，前輩們同樣有千禧一代不具備的能力,。以謙遜的態(tài)度面對(duì)這種關(guān)系，是培養(yǎng)相互尊重的關(guān)鍵,。

不論公平與否,，千禧一代常常被認(rèn)為是以自我為中心的一代。而缺少謙遜的態(tài)度,，只會(huì)坐實(shí)這種觀點(diǎn),。此外，謙遜的好處不止限于打破這種刻板印象,。首先,，謙遜可以提高智力。健康的好奇心,，將有助于發(fā)現(xiàn)更明智的見解,，學(xué)習(xí)新事物和做出更好的決策。如果不去質(zhì)疑你的想法和設(shè)想,，你最終可能忽視一些有助于你增長(zhǎng)見識(shí)的建議,，忽略你的錯(cuò)誤，最終錯(cuò)失發(fā)展良機(jī),。其次,，謙遜可帶來影響力。人們喜歡與開明的管理者和同事共事,，因?yàn)樗麄冎匾暺渌说囊庖?。通過重視不同的想法,，真誠(chéng)地尋求他人意見，你可以獲得支持,，去實(shí)現(xiàn)自己的目標(biāo),。自詡無所不知的人,，很少能夠得到這樣的支持,。

適應(yīng)能力

一般而言，在你的職業(yè)生涯中,，剛剛邁入職場(chǎng)那幾年是最靈活的一段時(shí)期,。隨著時(shí)間的推移，日益增多的承諾和義務(wù),，將越來越多地妨礙我們出差,、搬遷、換工作和培養(yǎng)新技能的能力,。我曾接受過幾項(xiàng)長(zhǎng)期的國(guó)際任務(wù),，這些任務(wù)帶來的獨(dú)特經(jīng)歷，豐富了我的技能,，并且永久性地確立了我的思維方式,。就你的個(gè)人發(fā)展而言，加入一個(gè)新團(tuán)隊(duì)或不同部門所帶來的收益是難以估量的,，但隨著職業(yè)的發(fā)展,，要實(shí)現(xiàn)這些收益將變得越來越難。

向有影響力的人們證明你的適應(yīng)能力和意愿,。只要你在導(dǎo)師或管理者心目中埋下一顆種子,，當(dāng)他們?yōu)槟硞€(gè)潛在的機(jī)會(huì)尋找人選時(shí)，這顆種子便會(huì)發(fā)芽,，你將成為他們考慮的對(duì)象,。這樣一來，你不需要靠自己去撞開機(jī)遇之門,。相反,，你會(huì)發(fā)現(xiàn)，有人已經(jīng)幫你打開了這扇門,。他們將給你帶來更多的可能性,，甚至包括你之前并不知道的機(jī)會(huì)。當(dāng)然你隨時(shí)都可以說“不”,，但如果沒有人知道你愿意說“是”,，你可能連說“不”的機(jī)會(huì)都沒有。

耐心

在本文談?wù)摰乃衅焚|(zhì)當(dāng)中,，我認(rèn)為,，對(duì)于我們這一代人而言,，耐心才是最難做到的。千禧一代總能很快發(fā)現(xiàn)那些失敗的結(jié)構(gòu)和過時(shí)的流程——這些結(jié)構(gòu)和流程往往過于遲緩,，難以做出改變,。他們加入一家公司后，會(huì)憑借直覺確定公司需要做出哪些改變,，但很快便會(huì)對(duì)緩慢的進(jìn)程感到沮喪,。相較于其他生活領(lǐng)域的變化速度和即時(shí)滿足感，大公司的步伐往往非常緩慢,。不幸的是,，前輩們可能并不理會(huì)千禧一代對(duì)于更快速變化的欲望。他們認(rèn)為,，這些年輕人過于天真,，有妄想癥。

憑借對(duì)創(chuàng)新和影響變化的渴望,，千禧一代可以給公司帶來巨大的價(jià)值,，但了解有效的改變需要什么同樣重要。改變并不容易,，它需要的東西遠(yuǎn)遠(yuǎn)比我們表面上看到的復(fù)雜得多,。我這樣說并非要打擊千禧一代——年青一代應(yīng)該是變化的主力軍，因?yàn)樗麄儾攀亲兓瘞淼奈磥硎找娴氖芤嬲?。我很難為這種冷漠或固執(zhí)的態(tài)度找到一個(gè)好借口,。然而，如果缺乏那種基于來之不易的經(jīng)驗(yàn)而獲得的情境感知與視角,，你就很難理解深思熟慮的變化管理的重要性,。確定最終結(jié)局只是問題的一小部分——說服人們?yōu)槭裁匆约叭绾芜M(jìn)行改變，才是成功的核心,。我想起加州大學(xué)洛杉磯分?；@球隊(duì)教練約翰·沃頓的一句名言：“要快速，但不要匆忙,?！弊鳛樽兏锏膿碜o(hù)者，你的耐心可以確保更好的結(jié)果,。但對(duì)于千禧一代來說,，更重要的是，耐心將證明你的成熟度,，表明你已經(jīng)為更大的挑戰(zhàn)做好了準(zhǔn)備,。（財(cái)富中文網(wǎng)）

譯者：劉進(jìn)龍/汪皓

審校：任文科

Whether you’re a millennial or otherwise, achieving career success is often tied to your brand. Personal brand encompasses many things—reputation, accomplishments, and just about anything people associate with you. Imagine you’re being recruited for a lateral move in the company and the hiring manager calls your boss. In that conversation, what would be discussed and shared about you? The answer to that question forms the essence of your brand.

Millennials can face unique challenges in establishing their personal brands, especially within large, multi-generational companies. But executives across industries are increasingly thinking about creating leadership opportunities for the next generation of talent, and they often weigh a millennial’s readiness by considering particular attributes. In my experience, there are three elements of a personal brand that can significantly impact a millennial’s career success:

Humility

Millennials bring unique skills to the workplace from growing up in a highly connected and technologically enabled world. Regardless, you are not the better decision maker because you type faster on your iPhone than your boss does pecking on a keyboard. Although you are likely to bring capabilities to the table that prior generations do not, the reverse is also true. Navigating this dynamic with humility is the key to developing mutual respect.

Fairly or not, the millennial generation is often broadly perceived as entitled. Demonstrating a lack of humility will only reinforce that assumption. However, the benefits of humility go far beyond defeating stereotypes. Firstly, humility allows you to expand intellectually. A healthy curiosity will help you uncover greater insights, learn new things, and make better decisions. If you aren’t questioning your thinking and assumptions, you may end up ignoring well-informed advice, overlooking mistakes, and ultimately missing out on development opportunities. Secondly, humility enables influence. People enjoy working with open-minded managers and colleagues who value the opinions of others. By appreciating diverse thinking and genuinely seeking input, you can win support to achieve your goals. Few know-it-alls will enjoy the same.

Adaptability

Generally speaking, your early years will be the most flexible of your life. As time passes, our ability to travel, move, change jobs, and build new skills becomes increasingly impeded by a growing set of commitments and obligations. Through several long-term international assignments, I’ve been afforded unique experiences that broadened my skills and forever shaped the way I think. The developmental benefits of joining a new team or a different department can hardly be matched, but these become increasingly difficult to entertain as your career advances.

Make a point of expressing your adaptability and willingness to people of influence. By planting the seed in the mind of a mentor or manager, you position yourself to be part of the conversation when talent is being considered for potential opportunities. Instead of needing to kick doors down on your own, you’ll find others opening them on your behalf. This can lead to a broader world of possibilities, including doors that you didn’t even know existed. And you can always say no, but if nobody knows you’re willing to say yes, it’s unlikely you’ll ever be offered the chance to do so.

Patience

?Of all of the traits mentioned, I believe patience to be the hardest for my generation. Millennials are quick to note the failed structures and outdated processes that are all too slow to change. They join a company, intuitively determine what needs to happen, and quickly become frustrated with the slow progress. The pace of a large company can pale in comparison to the speed of change and instant gratification in other areas of life. Unfortunately, prior generations may dismiss a millennial’s appetite for faster change as na?ve at best, or deluded at worst.

Millennials can add significant value by being eager to innovate and affect change, but it’s equally important to understand what effective change entails. Change isn’t easy, and often requires more than meets the eye. I do not say this to discourage—younger generations should be a major catalyst for change, as they stand to reap the future benefits that come with it. There is rarely a good excuse for apathy or obstinacy, but without the contextual awareness and perspective that comes with hard-earned experience, it can be difficult to understand the importance of thoughtful change management. Defining the end game is only one piece of the puzzle—convincing people why and how to get there is the heart of success. A famous quote from UCLA basketball coach John Wooden comes to mind: “Be quick, but don’t hurry.” As a champion of change, your patience will ensure better outcomes. But more importantly for millennials, it will show maturity and readiness for bigger challenges.