When Liam McGee departed as president of Bank of America in August, his explanation was surprisingly straight up.
当八月份，Liam McGee以总裁的身份从美国银行离职的时候，他的解释出人意料的直白。
Rather than cloaking his exit in the usual vague excuses,
他没有忸怩的用平常的模糊的理由来遮掩他的离开，
he came right out and said he was leaving "to pursue my goal of running a company."
他很坦诚的讲他离开就是为了去追求他经营一家公司的目标。
Broadcasting his ambition was "very much my decision," McGee says.
McGee说，公开说出他的抱负“在很大程度上就是我的决定”。
Within two weeks, he was talking for the first time with the board of Hartford Financial Services Group,
两周后，他和Hartford Financial Services Group的董事会第一次会谈，
which named him CEO and chairman on September 29.
这家公司在9月29日提名他为董事会主席和CEO。
McGee says leaving without a position lined up gave him time to reflect on what kind of company he wanted to run.
他说在离开的时候并没有找好后面的职位(下家)，使他有时间去反思他到底想去经营一家什么样的公司。
It also sent a clear message to the outside world about his aspirations. And McGee isn't alone.
这同时也就他的激情和决心，给了外界一个清晰的信号。这样做的并不只是McGee一个人。
In recent weeks the No. 2 executives at Avon and American Express quit with the explanation that they were looking for a CEO post.
最近几周，雅芳和美国运通（Avon and American Express）公司的2号执行官们也辞职了并解释说，他们正在寻找首席执行官（CEO）的职位。
As boards scrutinize succession plans in response to shareholder pressure, executives who don't get the nod also may wish to move on.
当董事会迫于股东的压力对一系列的计划进行审查的时候，那些计划被否定掉的经理们也会想离开。
A turbulent business environment also has senior managers cautious of letting vague pronouncements cloud their reputations.
激烈的商业环境同样使得高级经理很小心，模糊的表态可能会破坏他们的声誉。
As the first signs of recovery begin to take hold, deputy cheifs may be more willing to make the jump without a net.
当经济复苏的标志开始确定的时候，二把手们可能更愿意在没有网(新的工作)情况下换工作。
In the third quarter, CEO turnover was down 23% from a year ago
第三季度，根据Liberum的调查，CEO的更迭和一年前相比减少了23%，
as nervous boards stuck with the leaders they had, according to Liberum Research.
这是由于紧张的董事会紧盯着他们的CEO们。
As the economy picks up, opportunities will abound for aspiring leaders.
随着经济的复苏和好转，对有理想的头儿们，机会是很多的。
The decision to quit a senior position to look for a better one is unconventional.
离开高管的职位去寻找一个更好的职位，并不是传统的做法。
For years executives and headhunters have adhered to the rule that the most attractive CEO candidates are the ones who must be poached.
多年以来，经理们和猎头们都认同这样一个原则：最有吸引力的CEO的竞争是那些需要去挖来的人。
Says Korn/Ferry senior partner Dennis Carey:
光辉国际（Korn/Ferry）的资深合伙人Dennis Carey说道：
"I can't think of a single search I've done where a board has not instructed me to look at sitting CEOs first."
“我所做的每一次的招聘中，董事会都要求我从那些在任的CEO中寻找人选。”
Those who jumped without a job haven't always landed in top positions quickly.
那些没有找到工作就离开的人并不是很快就能找到顶级的职位。
Ellen Marram quit as chief of Tropicana a decade ago, saying she wanted to be a CEO.
10年前，她以Tropicana经理的身份离职了，她说她想当CEO。
It was a year before she became head of a tiny Internet-based commodities exchange.
但是花了一年的时间她才成为一家小型互联网交换公司的头。
Robert Willumstad left Citigroup in 2005 with ambitions to be a CEO.
2005年Robert Willumstad带着想成为CEO的梦想离开了Citigroup。
He finally took that post at a major financial institution three years later.
可是三年后他才成为了一家主要的金融机构的CEO。
Many recruiters say the old disgrace is fading for top performers.
很多招聘的人都说对于高管而言，过去认为的丢脸的感觉(没有工作)已经慢慢消失了。
The financial crisis has made it more acceptable to be between jobs or to leave a bad one.
金融危机已经使得跳槽，离开一个不好的工作变得更加可以接受了。
"The traditional rule was it's safer to stay where you are, but that's been fundamentally inverted," says one headhunter.
一个猎头（为企业争聘人才的人）就说到：“传统的规则是待在你原来的地方会更加安全，但是现在已经彻底改变了。”
"The people who've been hurt the worst are those who've stayed too long."
“那些受伤最厉害的就是那里在一个地方待太久的人。”
