昨天练习口译的主题是feminism，也就是女权啦。我在TED上面根据topic搜出了29篇相关演讲。有一篇Sheryl Sandberg的Why we have too few women leaders.
桑德伯格这个人我不知道大家熟不熟悉，简单来说就是：扎克伯格从谷歌请来的Facebook首席运营官，人称“Facebook第一夫人”，哈佛女学霸~
因为军训期间看过她的《向前一步》（LEAN IN），(对的，就是那个各大“女生必读书单”里的第一位。可能会有人觉得是鸡汤，这种事儿仁者见仁智者见智吧，反正我觉得很好喝hhhh，解决了我现阶段很多纠结的事儿，有种豁然开朗的感觉) 读完就对她超钦佩，好奇她演讲是什么样，就挑了这一篇练习。练完把它当做一个演讲再来学习一遍的时候，发现很多方面真的超值的借鉴，当然演讲中的观点更是我觉得每个女孩子都该听一听的~
演讲视屏 ↓ 没有字幕哦，建议大家看ted都看没字幕的，struggle to understand哈哈哈哈 需要的话，稿子在文章最下面~
Sandberg%20ted-腾讯视频全网搜
接下来就来讲讲，我为什么说这是一篇很棒，也很好效仿的演讲！！！
在细说之前，大概来理清这篇的结构哈~
Introduction：
虽然大部分人基本的人权已经得到保障，但我们的社会仍存在问题
Body：
问题是什么的？
1.女性没有在任何领域走在前列
2.女性在事业和个人生活这二者上的抉择更为艰难
那这个问题怎么解决呢？
提出自己的观点：女性应该坚守的职场上
当然这可能并不会对每个人来说都是好的选择，但如果你打算听从我的建议，留在职场，我给你三点建议：
1. 往桌前坐（sit at the table）
（这一部分占了主要的篇幅，基本涵盖了她书里的大部分内容）
主要观点：女性容易低估自己，没有男人擅长争取自己的权利。
那么这是为什么呢？因为女性不敢锋芒毕露。为什么不敢呢？因为通常成功的男性总是很受欢迎，而成功女性则相反。
2. 和伴侣平等相处（make your partner your own partner）
主要观点：家庭的责任通常会落到妻子的身上。那这是为什么呢？因为社会总是对男性的期望更高，更期待他们在职场上的成功。这样做的结果是什么呢，女性感到被家庭拖累，而男性背负着过大的社会压力。
3. 不要身还在职场而心已远（don't leave before you leave）
（这一部分我觉得最精彩）
很多女性总是太早开始担心自己结婚生子会带来的职场上的问题，这就导致他们会过早的放弃在职场上取得进步的机会。所以，千万不要“身还在而心已远”。
Conclusion：
我们这一代没能有更多的女性领导人，希望下一代可以更好blabla~
说的有点大白话，就是希望大家能快速看懂整个结构hhhhh
这篇好效仿的第一点就是：结构很清楚，很完整，基本上就是problem-solution的逻辑结构。（这也是为什么我写结构的时候直接写成“问题+答案”的形式，这样更直观对吧
）所以其实任何一个persuasive speech都可以完全套这种structure.偷换问题和回答就好hhhhh~
理清结构之后，下面再从一些细节的处理，分析一下它哪里值得学习哈~
首先，大量使用data，research
举一些文中引用的调查和数据的例子哈~：
1.The numbers tell the story quite clearly.190 heads of state -- nine are women. Of all the people in parliament in the world, 13 percent are women...
一上来就用一系列数字，说明论点：女性高层领导在各个领域，各个国家都太少了。值得一提的是引入数据的过渡句用的超级好！就是黄色标出的部分，大家以后再演讲或者辩论中可以借鉴哈，比如我以前辩论的时候只会说：Let me share with you some data 这种的句子
2.A recent studyin the U.S. showed that, ...
上一组数据用来说明我们的社会面临的第一个问题——“女性在任何领域，任何国家都没有走在最前列”。紧接着提出第二个问题——“女性在事业成功和人生圆满这两者上，面临着更为困难的选择”。然后用一个research来证明。只要提出观点，必有一项研究或者一组数据作为支撑，说服力可以说是超级高了。
3.The problem with these stories is that they showwhat the data shows:...A study in the last two yearsof people entering the workforce out of college showed that...
讲完故事直接接一个数据，说服力+100！！！大家也可以借鉴这种故事后直接加调查结果的方法，过渡句的话直接借鉴这里的这句就很棒啊~当然这样做的要求是你前期research得做够
要是没有那么多的例子和故事的话只能省着用，一个论点只用一个
再说后面这个调查结果真的超形象啊hhhhh，男人回答的那句“I'm awesome. Obviously. Why are you even asking.”画面感太强了。在演讲的时候，这种引用只要稍加模仿，performance上就真的很加分的好吗？！
4.Becausewhat the data shows,aboveall else, is one thing...There's a really good study that shows thisreally well.
这里举了一个很有说服力，也很震撼的例子来说明，成功女人会如何被排挤，以及成功男人如何受欢迎。也是整个演讲中阐述的最详细的一个research，可见speaker也对它很重视。相信我，听完之后联系生活，你绝对会觉得：真的是这么回事啊！
5.The data shows this very clearly.
没什么多说的，就是帮大家再积累一个引入data的句式哈~
当然，演讲中大量用冷冰冰的research的话会让人感觉太学术，冷冰冰。所以一定一定一定要讲故事！任何一个成功的演讲，一定是故事讲得好的演讲。而且最好是那种会给人画面感的故事，就像Carnegie说的：Picture，picture，picture，they are as free as air！
这篇当然也用了很多例子，来看：
1.A couple of years ago, I was in New York, and I waspitching a deal...
这个故事很有趣，讲作者在纽约一个豪华的办公室洽谈业务，中途休息时却发现这里没有女士洗手间。服务于作者的观点：高层领导中女性太少。
2.I left San Francisco,where I live, on Monday, ...
第二个也不算是严格的讲故事吧，就是自己生活中的一个小片段，妈妈要出差的时候女儿抱大腿哭。每个职场女性都会面临的问题，speaker也会面临。这就是把自己和audience放在一个高度去说，而不是高高在上的说教，说服效果显然更好。
3.Just a couple weeks ago at Facebook,we hosted a very senior government official, ...
When I was in college, ...
这两个故事都服务于Message one，第一个故事主要讲两位女士在会议中不愿意往桌前坐。紧接着讲第二个故事，speaker大学时候的故事。我不知道你们怎么想的，但如果我是当时坐在下面的audience的话，我会觉得哇塞，听得超爽的，尤其是第二个大学时候的故事，她弟弟那句“I got the top grade in the class”.要记住，爱听故事是人的天性，所以在演讲中大量的讲故事绝对是最有效的方法。再者，如果你仔细去听，你会发现，第二个故事比第一个故事更吸引你，因为第二个故事跟speaker本身的练习更密切一些，而且是她早年的经历。要知道，八卦是人的本性，当你站在台上的时候，其实听众对你身上的故事是很感兴趣的，这个时候如果你自己能抖出一两个，那就非常attractive了，绝对把你的听众抓的死死的。这一点在我听班里同学演讲的时候表现的超明显，演讲的同学提到my boyfriend/girlfriend的时候，大家绝对都听得贼啦认真
4.I'm about to tell a story which is trulyembarrassing for me, ...
其实我没太看懂这个故事在这里干什么，大概就是说女性不善于争取，但她最后说的什么we don't often realise it 我没搞懂realise what 如果有人看懂了麻烦在后台告诉我一下
5.One woman came to see me about this.
这是服务于最后一个论点：职场女性总是过早担心 的故事。讲一个连男朋友都没还有的女性来找speaker说自己关于生孩子blabla的顾虑，感觉好像我hhhh，我曾今有一段时间杞人忧天式的担忧自己以后结婚后就没有自己的生活了，并因此感到超级sad
好啦，就分析到这里。总之，主要可以借鉴的就是：结构！用超多的数据！讲好故事！
希望可以帮到大家啦~
最后用这篇演讲里我超喜欢的结尾来结束~
I have two children. I have a five-year-old son and a two-year-old daughter. I want my son to have a choice to contribute fully in the workforce or at home,and I want my daughter to have the choice to not just succeed, but to be liked for her accomplishments.
最后的最后，答应大家的结尾小TIP：
TED官网现在好像是不能下载了，以前屏幕右侧会有个下载键，现在没有了。给大家推荐一个专门下载TED演讲和演讲稿的网站，所有演讲都有哦~
https://ted2srt.org/
下一篇可能会写：如何准备一篇定题演讲~想看的点赞呗嘻嘻嘻~
ps.觉得文章有用的话记得点赞/帮我分享出去哟
附：本篇演讲稿
Sheryl Sandberg
Why we have too few women leaders
So for any of us in this room today, let'sstart out by admitting we're lucky. We don't live in the world our motherslived in, our grandmothers lived in, where career choices for women were solimited. And if you're in this room today, most of us grew up in a world wherewe have basic civil rights, and amazingly, we still live in a world where somewomen don't have them. But all that aside, we still have a problem, and it's areal problem. And the problem is this: Women are not making it to the top ofany 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,13 percent are women. In the corporate sector, women at the top, C-level jobs,board seats -- tops out at 15, 16 percent. The numbers have not moved since2002 and are going in the wrong direction. And even in the non-profit world, aworld we sometimes think of as being led by more women, women at the top: 20percent.
We also have another problem, which is thatwomen face harder choices between professional success and personalfulfillment.A recent studyin the U.S. showed that, of married senior managers, two-thirds of the marriedmen had children and only one-third of the married women had children.A coupleof years ago, I was in New York, and I waspitching a deal（洽谈一项业务）, and I wasin one of those fancy New York privateequityoffices you can picture. And I'm in the meeting -- it'sabout a three-hour meeting -- and two hours in, there needs to be thatbio break, and everyonestands up, and the partner running the meeting starts looking reallyembarrassed. And I realized he doesn't know where the women's room is in hisoffice. So I start looking around for moving boxes, figuring they just movedin, but I don't see any. And so I said, "Did you just move into thisoffice?" And he said, "No, we've been here about a year." And Isaid, "Are you telling me that I am the only woman to have pitched a dealin 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 fixthis? 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 theworkforce -- because I really think that's the answer. In the high-income partof our workforce, in the people who end up at the top -- Fortune 500 CEO jobs,or the equivalent in other industries -- the problem, I am convinced, is thatwomen are dropping out. Now people talk about this a lot, and they talk aboutthings likeflextimeandmentoringand programscompanies 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 cando as individuals. What are the messages we need to tell ourselves? What arethe messages we tell the women that work with and for us? What are the messageswe tell our daughters?
Now, at the outset, I want to be very clearthat this speech comes with no judgments. I don't have the right answer. Idon't even have it for myself.I left San Francisco,where I live, onMonday, 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 wholehugging-the-leg, crying, "Mommy, don't get on the plane" thing. Thisis hard. I feel guilty sometimes. I know no women, whether they're at home orwhether they're in the workforce, who don't feel that sometimes. So I'm notsaying that staying in the workforce is the right thing for everyone.
My talk today is about what the messagesare 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 leavebefore you leave. Number one: sit at the table. Just a couple weeks ago atFacebook,wehosted a very senior government official,and he came in to meet withseniorexecsfromaround Silicon Valley. And everyone kind of sat at the table. He had these twowomen who were traveling with him pretty senior in his department, and I kindof said to them, "Sit at the table. Come on, sit at the table," andthey sat on the side of the room.When I was in college,my senior year, Itook a course called EuropeanIntellectualHistory. Don't you love that kind of thing from college? I wish I could do thatnow. And I took it with my roommate, Carrie, who was then a brilliant literarystudent -- 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.
The three of us take this class together.And then Carrie reads all the books in the original Greek and Latin, goes toall the lectures. I read all the books in English and go to most of thelectures. My brother is kind of busy. He reads one book of 12 and goes to acouple of lectures, marches himself up to our room a couple days before theexam to get himself tutored. The three of us go to the exam together, and wesit down. And we sit there for three hours -- and our little blue notebooks --yes, I'm that old. We walk out, we look at each other, and we say, "Howdid you do?" And Carrie says, "Boy, I feel like I didn't really drawout the main point on the Hegelian dialectic." And I say, "God, Ireally wish I had really connected John Locke's theory of property with thephilosophers that follow." And my brother says, "I got the top gradein the class."
"You got the top grade in the class?You don't know anything."
The problem with these stories is that theyshowwhat the data shows:women systematically underestimate their own abilities. If you test men and women,and you ask them questions on totally objective criteria like GPAs, men get itwrong slightly high, and women get it wrong slightly low. Women do notnegotiate for themselves in the workforce.Astudy in the last two yearsof people entering the workforce out ofcollege showed that 57 percent of boys entering, or men, I guess, arenegotiating their first salary, and only seven percent of women. And mostimportantly, men attribute their success to themselves, and women attribute itto otherexternal factors.If you ask men why they did agood job, they'll say, "I'm awesome . Obviously. Why are you evenasking?" If you ask women why they did a good job, what they'll say issomeone helped them, they got lucky, they worked really hard.Why doesthis matter? Boy, it matters a lot. Because no one gets to the corner office bysitting on the side, not at the table, and no one gets the promotion if theydon't think they deserve their success, or they don't even understand their ownsuccess.
I wish the answer were easy. I wish I couldgo tell all the young women I work for, these fabulous women, "Believe inyourself and negotiate for yourself. Own your own success." I wish I couldtell that to my daughter. But it's not that simple. Becausewhat the data shows,above allelse, is one thing, which is that success and likeability are positivelycorrelated for men and negatively correlated for women. And everyone's nodding,because we all know this to be true.
There'sa really good study that shows this really well.There's a famous Harvard Business School study on a woman namedHeidi Roizen. And she's an operator in a company in Silicon Valley, and sheuses her contacts to become a very successful venturecapitalist. In 2002 -- not so long ago -- aprofessor who was then at Columbia University took that case and made it[Howard] Roizen. And he gave the case out, both of them, to two groups ofstudents. He changed exactly one word: "Heidi" to "Howard."But that one word made a really big difference. He then surveyed the students,and the good news was the students, both men and women, thought Heidi andHoward were equally competent, and that's good. The bad news was that everyoneliked Howard. He's a great guy. You want to work for him. You want to spend theday fishing with him. But Heidi? Not so sure. She's a little out for herself.She's a little political. You're not sure you'd want to work for her. This isthe complication. We have to tell our daughters and our colleagues, we have totell ourselves to believe we got the A, to reach for the promotion, to sit atthe table, and we have to do it in a world where, for them, there aresacrifices they will make for that, even though for their brothers, there arenot.
The saddest thing about all of this is thatit's really hard to remember this. AndI'm about to tell a story which is trulyembarrassing for me, but I think important. I gave this talk atFacebook not so long ago to about 100 employees, and a couple hours later,there was a young woman who works there sitting outside my little desk, and shewanted to talk to me. I said, okay, and she sat down, and we talked. And shesaid, "I learned something today. I learned that I need to keep my handup." "What do you mean?" She said, "You're giving this talk,and you said you would take two more questions. I had my hand up with manyother people, and you took two more questions. I put my hand down, and Inoticed all the women did the same, and then you took more questions, only fromthe men." And I thought to myself, "Wow, if it's me -- who caresabout this, obviously -- giving this talk -- and during this talk, I can't evennotice that the men's hands are still raised, and the women's hands are stillraised, how good are we as managers of our companies and our organizations atseeing that the men are reaching for opportunities more than women?" We'vegot to get women to sit at the table.
Message number two: Make your partner areal partner. I've become convinced that we've made more progress in the workforcethan we have in the home.The datashows this very clearly.If a woman and a man work full-time and have achild, the woman does twice the amount of housework the man does, and the womandoes three times the amount of childcare the man does. So she's got three jobsor two jobs, and he's got one. Who do you think drops out when someone needs tobe home more? The causes of this are really complicated, and I don't have timeto go into them. And I don't think Sunday football-watching and generallaziness is the cause.
I think the cause is more complicated. Ithink, as a society, we put more pressure on our boys to succeed than we do onour girls. I know men that stay home and work in the home to support wives withcareers, and it's hard. When I go to the Mommy-and-Me stuff and I see thefather there, I notice that the other mommies don't play with him. And that's aproblem, because we have to make it as important a job, because it's thehardest job in the world to work inside the home, for people of both genders,if we're going to even things out and let women stay in the workforce.
Studies show that households with equalearning and equal responsibility also have half the divorce rate. And if thatwasn't good enough motivation for everyone out there, they also have more --how shall I say this on this stage?They know each other more in the biblical sense as well.
Message number three: Don't leave beforeyou leave. I think there's a really deep irony to the fact that actions womenare taking -- and I see this all the time -- with the objective of staying inthe workforce actually lead to their eventually leaving. Here's what happens:We're all busy. Everyone's busy. A woman's busy. And she starts thinking abouthaving a child, and from the moment she starts thinking about having a child,she starts thinking about making room for that child. "How am I going tofit this into everything else I'm doing?" And literally from that moment,she doesn't raise her hand anymore, she doesn't look for a promotion, she doesn'ttake on the new project, she doesn't say, "Me. I want to do that."She starts leaning back. The problem is that -- let's say she got pregnant thatday, that day -- nine months of pregnancy, three months ofmaternityleave, six monthsto catch your breath -- Fast-forward two years, more often -- and as I've seenit -- women start thinking about this way earlier -- when they get engaged, ormarried, when they start thinking about having a child, which can take a longtime. One woman came to see me about this. She looked a little young. And Isaid, "So are you and your husband thinking about having a baby?" Andshe said, "Oh no, I'm not married." She didn't even have a boyfriend.
I said, "You're thinking about thisjust way too early."
But the point is that what happens once youstart kind of quietly leaning back? Everyone who's been through this -- and I'mhere to tell you, once you have a child at home, your job better be really goodto go back, because it's hard to leave that kid at home. Your job needs to bechallenging. It needs to be rewarding. You need to feel like you're making adifference. And if two years ago you didn't take a promotion and some guy nextto you did, if three years ago you stopped looking for new opportunities,you're going to be bored because you should have kept your foot on the gaspedal. Don't leave before you leave. Stay in. Keep your foot on the gas pedal,until the very day you need to leave to take a break for a child -- and thenmake your decisions. Don't make decisions too far in advance, particularly onesyou're not even conscious you're making.
My generation really, sadly, is not goingto change the numbers at the top. They're just not moving. We are not going toget to where 50 percent of the population -- in my generation, there will notbe 50 percent of [women] at the top of any industry. But I'm hopeful thatfuture generations can. I think a world where half of our countries and ourcompanies were run by women, would be a better world. It's not just becausepeople would know where the women's bathrooms are, even though that would bevery helpful. I think it would be a better world. I have two children. I have afive-year-old son and a two-year-old daughter. I want my son to have a choiceto contribute fully in the workforce or at home, and I want my daughter to havethe choice to not just succeed, but to be liked for her accomplishments.
Thank you.
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