TED演讲:婴儿潮时期的人和千禧一代如何在工作中相互学习(2)（打印版）

So, I decided at that moment that I could either run for the hills, or cast judgment on these young geniuses,

于是，我在那一刻决定，要不就趁早溜之大吉，或者对这些年轻天才进行评判，

or instead, turn the judgment into curiosity and actually see if I could match my wise eyes with their fresh eyes.

亦或者反过来，把评判变成好奇，看看能不能用他们的新眼光来匹配我的智慧和经验。

I fancied myself a modern Margaret Mead amongst the millennials,

我把自己想象成这群千禧一代中的玛格丽特·米德，

and I quickly learned that I had as much to offer them as they did to me.

很快就发现我能提供给他们很多东西，就像他们刷新了我的认知一样。

The more I've seen and learned about our respective generations,

我对我们这两代人了解和学习得越多，

the more I realize that we often don't trust each other enough to actually share our respective wisdom.

我就越意识到我们彼此常常不够信任，无法分享彼此的睿智。

We may share a border, but we don't necessarily trust each other enough to share that respective wisdom.

我们能够共享一个边界，但我们并不一定互相信任到能够分享彼此的智慧。

I believe, looking at the modern workplace,

看着现代的工作场所，我不禁相信，

that the trade agreement of our time is opening up these intergenerational pipelines of wisdom so that we can all learn from each other.

我们这个时代的商业协定打通了这些代间智慧的管道，于是我们都可以彼此学习。

Almost 40 percent of us in the United States have a boss that's younger than us, and that number is growing quickly.

大约40%的美国人有一位比我们年轻的老板，而且这个数字还在快速增长。

Power is cascading to the young like never before because of our increasing reliance on DQ: digital intelligence.

权力向年轻人转移的速度前所未有，因为我们越来越依赖DQ：数字智能。

We're seeing young founders of companies in their early 20s scale them up to global giants by the time they get to 30,

我们看到公司的创始人在20岁左右创立公司，在30岁时将公司规模做到了全球巨头，

and yet, we expect these young digital leaders to somehow miraculously embody the relationship wisdoms we older workers have had decades to learn.

然而，我们期待这些年轻的数字领袖能够奇迹般地拥有我们年长工人在几十年中学到的关系智慧。