Jeffrey Pfeffer teaches organizational behavior at Stanford’s Graduate School of Business. He makes three excellent points about how to move your career forward in a piece for Harvard Business Review:
杰弗里-菲佛是斯坦福大學(xué)研究生院組織行為學(xué)的教授。他在為《哈佛商業(yè)評論》撰寫的一篇文章中就如何推動個人職業(yè)發(fā)展提出了3條重點：

1. Let higher ups know what you’re accomplishing
1.讓高層領(lǐng)導(dǎo)知道你做了些什么

Don’t assume that anyone — your boss, your peer, or your subordinate — knows the good work you are doing. They are all probably focused on their own jobs and concerns. Do things to let them know.
不要總以為你的上司、同事或者下屬知道你的工作做得有多好。他們更可能把精力關(guān)注在了他們自己的工作和關(guān)心的事情上。你應(yīng)該做些什么來讓他們知道。

2. Shape perceptions of your work, early and often
2.盡早并經(jīng)常性地塑造自己的工作形象

When it comes to job performance, be it in politics or in a company, perception becomes reality. This implies that you ought to manage your image and reputation as well as your actual work.
在工作表現(xiàn)方面，正如在政治或公司管理方面一樣，印象會變成現(xiàn)實。這意味著你應(yīng)該像管理好自己實際的工作表現(xiàn)一樣管理好你的形象和聲譽。

It’s important to get started early on this, because perceptions become self-sustaining. This happens, first, because people tend to assimilate new information in ways consistent with their initial perception.
這件事必須趁早做，因為印象一旦形成就容易固定。這是因為人們傾向于根據(jù)他們最初的印象來接納新的信息。

3.If it’s not working, moving on is better than trying harder:
3.假如這不管用，略過它比起鉆牛角尖更好

And here’s the corollary: if bosses and colleagues have formed some unfavorable impression of you in your current setting, then find another one. Many people want to “prove” that others are wrong about them — and they may be. But it’s a waste of precious time to fight that uphill battle. Why make heroic efforts to dig out of a hole when the same energy spent elsewhere could make you a star?
于是我們得到了如下的推論：假如老板和同事已經(jīng)在某方面對你形成了不太良好的印象，那么你就該換一個方面樹立好印象。很多人妄圖“證明”別人對自己的看法是錯的，或許確實是錯的。不過打這樣一場攻堅戰(zhàn)其實是在浪費寶貴的時間。你為什么非要去挖那個大坑而不是把時間花在其他能夠塑造你良好形象的方面呢？