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| When you listen to such happy talk, it'd be fun to hook each member of this mahogany row to a polygraph so she'd dish on what it's really like to work here. Even without truth serum, they admit there are limits to the flexibility: senior officers describe careers built on 70-hour workweeks and nonstop travel. Most of these women have children; to provide stability at home, many have husbands who've dialed back or quit their careers. But there's still angst. "When you spend four nights in five away from your family during the school year ... there's a lot of anxiety there," Burns says. 当你聆听如此愉悦的谈话时，如果对这群女强人逐个进行测谎了解她们在此工作的真实感受，那将非常有意思的。即便没有“吐真剂”，她们也会承认工作的灵活性是有限制的：高级经理形容她们的生涯建立在每周70小时的工作时间以及不断的旅行公干之中。这些妇女大部分都有孩子；为了家庭稳定，很多人的丈夫都调了回来或是辞了职。但还是有顾虑存在。“当你每学年中五天里有四天都远离你的家庭，……还是有很多要担心的，”伯恩斯说道。 There's also anxiety about the underlying business. While Mulcahy has brought Xerox back from the brink, lately its revenue growth has stalled. On a recent weekend, 400 female executives paid their own way to the 17th annual meeting of Xerox's Women's Alliance. But before the weekend of networking, wine tastings, Pilates and trips to Lord & Taylor , Mulcahy spoke about the challenges they face. "Until we turn the revenue corner in a meaningful way, that puts enormous pressure on the bottom line," she said. Then, putting the family-friendly ethos into action, Mulcahy ditched the conference to attend parents' weekend at her son's college. 有关基本的商务也存在忧虑。虽然玛尔卡茜将施乐带离了危机边缘，但近来其收益增长有所停滞。在最近一周，400名女性主管自筹资金举行了施乐妇女联盟的第17届年度会议。但是，在上网、品酒、普拉提以及罗德泰勒之游的周末到来之前，玛尔卡茜说到了她们所面临的挑战。“除非我们有效地扭转收益困局，否则账本底线将承受巨大压力。”她说。然后玛尔卡茜就离开了会场前往她儿子大学出席周末家长会，把家庭友爱的精神特质化为实际行动。 Revenues aren't the only area in which Xerox can improve. Despite the firm's track record, the National Association of Female Executives currently ranks seven companies—including Avon, Liz Claiborne and IBM—as better places for women managers. To rise higher, says NAFE president Betty Spence, Xerox needs more women with profit-and-loss responsibility and among its top earners. Mulcahy adds that it needs more women abroad; she'd also like to hire more Hispanics and female engineers. Sophie Vandebroek, the company's chief engineer, carries charts listing her success in recruiting women, but until colleges produce more female gear heads, she can do only so much. As for the future, colleagues are rooting for Burns to someday succeed Mulcahy (who turns 53 this week) as CEO, but they know there are no guarantees. Even for a company that's come a long way, baby, there's still far to go. 施乐能够改善的并非仅仅是收益这一块范围。不管公司记录如何，全国女性主管协会目前评出了七家公司作为女经理们的最佳工作之地——其中包括雅芳、丽诗加邦和IBM。全国女性主管协会主席贝蒂·斯朋丝说，施乐要更繁荣就需要有更多的妇女承担盈亏职责并位于最高收入者行列。玛尔卡茜补充说，公司需要更多海外女性；她也较乐于雇请更多的西班牙人和女性工程师。公司总工程师苏菲·范德布罗伊克，一直保留着她成功录用女性的记录，但除非大学能产生更多的女性英才，否则她能做的也只有那么多。至于未来，同事们都支持有一天将由伯恩斯来接替玛尔卡茜（这周年满53岁）成为首席执行官，但他们知道那也并非是能确定的。即便对于一家已有了很大进步的公司来说，还是有很长的路要走。 Leadership Lessons 领导者经验谈 Susan Lyne President and CEO, Martha Stewart Living Omnimedia, Inc. 苏珊·林尼 玛莎·斯图尔特生活多媒体公司总经理兼首席执行官 |
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