演讲文本

So how do organizations think? Well, for the most part, they don't.
那么这些组织是怎么想的呢？其实大多数情况下，他们是不思考的。
And that isn't because they don't want to, it's really because they can't.
这不是因为他们不想，而是因为他们无法思考。
And they can't because the people inside of them are too afraid of conflict.
因为在组织里面的人，对于矛盾有一种恐惧心理。
In surveys of European and American executives, fully 85 percent of them acknowledged that they had issues or concerns at work that they were afraid to raise.
在对欧洲和美国行政人员的调查中，有85%都承认，他们有一些他们自己不敢说出的话题和意见。
Afraid of the conflict that that would provoke, afraid to get embroiled in arguments that they did not know how to manage, and felt that they were bound to lose.
对可能产生的矛盾有恐惧心理，不想被缠绕在他们不知道怎么处理的争论中，而且感到他们肯定会输。
Eighty-five percent is a really big number.
85%可是很大的数字。

It means that organizations mostly can't do what George and Alice so triumphantly did.
这意味着大多数组织没法做George和Alice成功做到的事情。
They can't think together.
他们不能心往一处想。
And it means that people like many of us, who have run organizations,
而这意味着跟我们一样的许多带领组织的人，
and gone out of our way to try to find the very best people we can, mostly fail to get the best out of them.
都在尽可能找到他们能找到的最好的人，不过大多数都失败了。
So how do we develop the skills that we need? Because it does take skill and practice, too.
那么我们怎样培养我们需要的技巧呢? 因为这的确需要一些技巧和练习。

视频及简介

演讲简介：大多数人自然而然地回避矛盾，但是Margaret Heffernan为我们展示的，好的怀疑精神对于进步是很关键的。她为我们证明了(有时候通过反直觉的方式)为什么最好的伙伴不是志趣相投的人，以及好的研究，团队，人际关系，以及商业如何允许人们去怀疑和争执的。