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This can be very beneficial, and it does keep us safe and efficient.
这可能会非常有益，而且它确实保证了我们的安全和效率。
However, it can also become very outdated and unhealthy for us too, which is why it's so important to do this work.
然而，它也会逐渐过时，危害我们的健康，这就是反思活动存在的重要原因。
Now, doing such work is not about saying, because a lot of our subconscious behaviors were formed in the past, that they're all invalid or wrong.
现在，我们进行这样的反思，并不是说我们的许多潜意识行为都是在过去形成的，是无效的或错误的。
What it is about doing is making sure we each do our own due diligence to understand where the blueprint of our behaviors came from and ensure they're still relevant and productive to our current lives.
反思是为了让我们尽力去了解这些行为的来源，并确保这些行为与我们当前的生活相关，且能产生积极影响。
We update everything else important in our lives, from our homes to our technology to our education.
我们不断更新生活中其他重要的东西，从家庭到技术再到教育。
Why aren't we doing the same with our behaviors that affect our everyday?
为什么不更新影响我们日常生活的行为呢？
Now I'm sure some of y'all might be asking, "OK, I thought we were talking about workplace burnout.
现在，我相信你们中的一些人可能会问，“好吧，我以为我们要谈工作过劳。
Why aren't we talking more about our workplaces and our employers?"
那么为什么不多谈谈职场和雇主呢？”
Which is where I'll offer a little bit of a plot twist.
但我现在还不想说这个。
Yes, when it comes to burnout, our workplaces and employers do own a big part of the equation.
是的，当谈到工作过劳，职场和雇主确实是等式中非常重要的一部分。
However, what I find to be somewhat of an overlooked part of the equation today is what piece of the problem we individually own ourselves, too.
然而，我发现如今等式中被忽视的，是我们自己的那部分问题。
If I inherently have a tendency or a pattern to overwork or not be able to set boundaries no matter what workplace or organization I change.
如果我天生就喜欢过度工作，或无法设定边界，无论我去哪里工作都不会产生改变。
If I never take accountability to drive my own internal change, then no matter what external change I make, I will likely keep suffering from the same patterns over and over again.
如果我从不下定决心驱动自己从内部做出改变，那么无论外部条件如何改变，我还是很可能会一次又一次地遭受同样的折磨。
Now, all that being said and all that being something I strongly believe in, I am also a realist and I know that not all of us will be ready to do our own deep personal work yet.
现在，虽然我是这么说的，这些也都是我所坚信的，但我也是个现实主义者，我知道不是所有人都做好了深刻反省、改过自新的准备。
So where else can we start on this topic?
那么，我们就这个话题还能说些什么呢？
What else can we do?
我们还能做什么？
I'll offer three smaller steps.
我将提供三个小步骤。
First, when you find yourself wanting to say "we're like family" around work or organizations, try to get clearer in your communication and use language that has better boundaries.
首先，当你发现自己想在公司或组织中说出“我们就像是一家人”这种话时，请你说明白一点，用边界更清晰的表达方式。
As Brene Brown says, "Clear is kind.
正如布琳·布朗所说：“直截了当是行善。
Unclear is unkind."
含糊其辞是作恶。”
So if you find yourself wanting to say "We're like family," but you're really kind of asking for a favor, clarify that, say, "Hey, you know, we actually need this deliverable a week sooner.
所以，如果你发现自己想说“我们就像家人一样”，但你只是想找人帮个忙，那就清楚地说，“嘿，我们需要提前一周交付。
What can we do to achieve that?"
我们可以做些什么呢？”
Or if you're just trying to communicate a value about your organization, again, clarify the language and use boundaries.
或者，如果你只是试图传达公司的价值观，还是一样，使用清晰的表达方式，并设定边界。
Say, "It's a priority for our teams to feel trust and connection."
你可以说：“对我们的团队来说，感到相互信任、相互联结是当务之急。”
Or, as my friend Trey, the CEO of Kronologic, says to his team, he says, "We're not like a family; we're like a professional sports team."
或者，就像我的朋友、克罗诺奇公司的首席执行官特雷对他的团队说的那样，“我们不像一家人；我们像一支专业的运动团队。”
It still infers that same warmth and camaraderie, but within the boundaries of a workplace.
它同样能够传达温暖和友爱，但是没有越过职场的边界。
Now, when it comes to this topic, it's not to say that you can't have deep, meaningful relationships from work, but it is to point out that we need to practice healthy boundaries so that we can sustain healthy workplaces and relationships.
谈到这个话题，并不是说你不能在工作中建立深厚坚实的关系，我想指出的是，我们需要建立健康的边界，才能维持健康的职场和同事关系。
