????我并沒有見過謝麗爾?桑德伯格本人，她也沒有給我寄過她新書（《向前一步：女性、工作與領(lǐng)導(dǎo)意志》Lean In: Women, Work, and the Will to Lead）的手稿，更沒有邀請我為她的新書撰寫專欄。此外，許多人認為她在誤導(dǎo)女性去“擁有一切”，但對于她與別人之間的爭論，我也沒有太過關(guān)注。不過，看過她在2012年科技、娛樂、設(shè)計大會（TED）上的演講。當(dāng)時聽說她正在寫一本書，我感到非常興奮。后來，我的同事莎拉?皮科洛和吉姆?斯坦福德拿到了一本，還借給我閱讀，讓我很是欣喜。

????不同的讀者，根據(jù)各自所處的位置，肯定能從本書中得到不同程度的共鳴。從我個人而言，我是以兩種身份在讀這本書：一種是作為一家以業(yè)績?yōu)榛A(chǔ)、高度驅(qū)動的公司CEO，另外的身份則是一個九歲女孩的家長。不論是以哪種身份來看，我都認為《向前一步》是本不得不看的好書。

????《向前一步》和另外一本很不錯的新書【馬扎林?巴納吉與安東尼?格林沃德聯(lián)合撰寫的《盲點：善良人心中隱藏的偏見》（Blindspot: Hidden Biases of Good People），書中以巧妙的方式詳細介紹了無意識的偏見是如何出現(xiàn)的，以及為何即是處事最周到的人和最成功的公司，也會因為無意識的偏見而犯下無心之錯】讓我對某些行為的認識更加清楚，因此，我覺得這兩本書已經(jīng)對我產(chǎn)生了影響。

????面對每天的挑戰(zhàn)，這兩本書讓我有了更深入的思考和理解——無論是作為一名配偶和家長，還是作為一家公司的CEO，而且這家公司的持續(xù)成功完全取決于它們的員工。在這里，我想主要從一名公司領(lǐng)導(dǎo)者的立場，與讀者朋友們分享自己對于《向前一步》這本書的看法。（筆者計劃專門為《盲點》一書撰寫另外一個專欄。）

????桑德伯格以一種妙趣橫生、易于吸收領(lǐng)會的方式，針對英才管理如何提高生產(chǎn)率與效率，提出了寶貴的見解。當(dāng)然，書的重點是如何更好地進行職業(yè)生涯管理，尤其是（但并不限于）女性的職業(yè)生涯管理。更明確地說，這本書解釋了為什么女性在不必要的情況下主動退出或被排擠出局會面臨更高的風(fēng)險；為何公司需要認識到，在所有決策過程中必須包容不同觀點的價值，包括性別；以及許多公司在招聘、培養(yǎng)、提升和留住女性時，為什么往往會無意當(dāng)中搬起石頭砸自己的腳。

????書的開頭部分，桑德伯格講了一則故事，擁有快速解決問題的制度權(quán)利卻始終無法及時獲得充分信息的許多決策者們，對故事的內(nèi)容肯定會感同身受。

????I have never met Sheryl Sandberg in person. She did not send me a copy of the manuscript for her new book, Lean In: Women, Work, and the Will to Lead. And she did not ask me to write a column on it.

????Also, I have not followed closely her debate with those who characterize her as misleading women about "having it all." Yet, having watched her popular 2012 TED talk, I was excited to read that she was working on a book. And I was delighted when Sara Piccollo and Kim Stafford, work colleagues, obtained a copy and lent it to me.

????This book will likely resonate with readers to different degrees depending on their vantage points. Personally, I approached it wearing two hats -- one as the CEO of a merit-based and highly-driven company, and the other as the parent of a nine-year old daughter. In both capacities, I feel that Lean In is a must-read.

????Together with another great new book (Blindspot: Hidden Biases of Good People by Mahzarin Banaji and Anthony Greenwald, a book that brilliantly details how unconscious biases operate and why even the most thoughtful people and most successful companies can inadvertently trip up because of them.), Lean In has made me more aware of certain behaviors and, thus, already has had an impact on me.

????Both books have armed me with thoughtful insights that speak directly to challenges I face every day -- as a spouse and parent, but also as CEO of a company whose continued success depends on its people. It is the latter that I would like to share with you here, focusing for now primarily on Lean In. (I plan to write another column devoted to Blindspot.)

????In a manner that is enjoyable to read and easy to internalize, Sandberg provides valuable insights on how a meritocracy can enhance its productivity and effectiveness. The major emphasis is, of course, on better career management, especially (but not only) as it relates to women -- or, to put it more specifically, explaining why women face a much higher risk of unnecessarily opting out or of being pushed out; why companies need to recognize the value of including diverse perspectives, including gender, in all areas of decision-making; and how too many companies inadvertently shoot themselves in the foot when it comes to hiring, developing, promoting and retaining women.

????Early in the book, Sandberg tells a story that will ring true with many decision-makers who have the institutional power to quickly solve problems but may not always have access to comprehensive information in a timely manner.