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How to become a more complex version of you (the key is something called ‘transilience’).
We spend much of our professional lives narrowing our career identity: honing an elevator pitch, curating a LinkedIn profile, projecting a polished version of “who we are” at work, and so on.
On the one hand, this makes sense: after all, others (e.g., colleagues, bosses, recruiters, and hiring managers) are interested in understanding who we are, and providing them a simple, consistent, even archetypical snapshot of our professional self helps them believe that they know us, at least on a professional level, even when they actually don’t (it takes much longer to know a person).
On the other hand, this also encapsulates or traps our self within the unoriginal and predictable parameters of occupational stereotypes (the “creative advertiser,” the “progressive media person,” the “power-hungry banker,” the “geeky researcher,” etc.), washing away not just what’s unique and interesting about us, but also eliminating the nuance and complexity underpinning the richness of our personality and personal history.
Moreover, in light of AI’s impact on jobs and careers, which has completely disrupted how people add value and the skills they need to harness and display at work, even when they formally remain in the same role, there has never been a stronger case for expanding or broadening our work self, ensuring that our professional identity can evolve to future-proof our career.
For example, a corporate lawyer who once spent most of their day drafting contracts may now rely on AI to produce first drafts instantly. Their value no longer lies in producing documents, but in interpreting nuance, anticipating risks, and guiding strategic decisions, essentially shifting from “legal producer” to “trusted advisor.”
Or think of a marketing analyst who previously devoted hours to building performance dashboards. With AI handling data wrangling and visualization, their contribution becomes less about reporting and more about translating insights into bold, commercially savvy campaigns. Even a sales executive who used to focus on prospecting and pipeline updates can now use AI to identify leads and write outreach emails, freeing them to invest more in building deep, trust-based client relationships.
The age of transilience
One key psychological concept to broaden your self is the notion of transilience, the capacity to carry over skills and habits from one domain of life into another, transferring aptitudes and adaptations, as well as mindsets, across seemingly unrelated domains. Think of transilience as the flipside to skills adjacency, the process of broadening one’s career prospects by picking jobs or roles that are a good fit for our current or past occupational skills (e.g., journalists becoming prompt engineers, chess players becoming strategy advisers, and lawyers becoming AI ethicists): instead of applying our current work skills to new career paths, we find new skills to bring to our current job.
Take parenting. For many professionals, that part of their life is cordoned off from their “leadership brand.” Yet what is parenting if not real-time problem solving, empathy under pressure, long-term coaching, and conflict resolution—all of which are vital leadership capabilities in a hybrid, high-uncertainty workplace?
Or consider hobbies like writing fiction, hosting a podcast, coaching a sports team, or volunteering. These often develop storytelling, persuasion, patience, or emotional intelligence; the kind of traits that don’t show up in a résumé, but make you more valuable at work, especially when AI takes over more predictable tasks.
Importantly, transilience allows people to enrich their professional identity with underleveraged strengths. A people-manager who coaches their child’s sports team might bring sharper motivational skills, patience, and an instinct for team cohesion into workplace leadership. A software engineer who runs a local community group could transfer skills in facilitation, conflict resolution, and cross-cultural communication into project work. Even hobbies like playing in a band or cooking for large gatherings can translate into improved collaboration, creativity under pressure, and the ability to improvise when plans go awry.
These experiences often sit outside the “official” résumé, but they are the very qualities that make professionals more adaptable, human, and valuable, especially when technology takes over the more predictable aspects of their roles. The point isn’t to turn your life into a résumé. It’s to mine your nonwork experiences for habits, strengths, and patterns of behavior that can expand your professional repertoire.
Easier said than done
Alas, most of us are not practiced at this. We have been taught to compartmentalize and specialize by role, in the name of work-life balance. One self for the office, another self for home, a third for everything else. It feels tidy and safe, yet it blocks cross-pollination.
Psychologically, switching selves is normal. We deploy the traits that fit a given context, then swap them out for the next. That worked when lives were more linear. As roles multiplied, the model cracked. Dual-career households, caregiving, side hustles, and the discontinuities of parenthood, especially motherhood, turned the neat sequence into a mosaic.
Over the past 60 years, more identities stacked up. Each one added another door to open and close, another set of resources to allocate. We learned to juggle like experts, and the juggling became the job.
Technology finished off the old boundaries. Phones, chat, and collaboration tools keep the windows between compartments open. Context switches pile up. We handle personal matters during work hours and work after hours. The mental toll is real.
The answer is not higher walls. It is smarter bridges. Use transilience to bring the relevant parts of your nonwork self into your work, on purpose. Treat your life like a portfolio of skills and habits, then deploy them where they matter. That is how you cut switching costs, widen your professional range, and get credit for strengths you already have.
Not the same as “bringing your whole self to work”
Note that transilience should not be mistaken with the popular notion of “bringing your whole self to work.” That phrase has often been taken to mean hauling every aspect of your personality (political opinions, personal grievances, private dramas, and quirky unfiltered impulses) into the workplace. In practice, this can be as counterproductive as it is distracting. Your colleagues did not sign up to be your roommates, therapists, or ideological sparring partners.
Rather, the opportunity is to strategically and purposely transfer relevant aspects and skills from our nonprofessional self to our work persona.
We all inhabit multiple selves; different identities that emerge in different contexts. You are not just “you at work”; you are also you as a friend, you as a parent, you as a volunteer, you as a hobbyist, you as a citizen. Each of these selves has its own skills, habits, and strengths, many of which remain untapped in your professional life. In line, transilience helps us export unused adaptations from outside work into our work role, selectively bringing valuable aspects of your broader self into your career, but adapting them to the new context. It’s the difference between showing up to a business meeting wearing the clothes you wore to your morning workout (literal “whole self”) versus showing up with the stamina and discipline that workout built (leveraged self-complexity).
Think of it like cooking: you wouldn’t dump every spice in your cupboard into a dish, but you would pick the ones that enhance the flavors you’re trying to bring out. Or like packing for a trip: you don’t bring your entire wardrobe, just the pieces that will work best in your destination’s climate and culture. When done well, this is a form of professional adaptation. A parent might bring the listening skills and long-term patience developed with their children into team leadership. A musician might bring the ability to improvise and stay attuned to group dynamics into collaborative projects. A community volunteer might bring negotiation skills and empathy into client relations. These elements enrich your professional identity without burdening colleagues with irrelevant or overly personal content.
When strategically executed, self-complexity also becomes a source of resilience and creativity. It allows you to expand the ways you add value in your role, something increasingly essential in the AI age, where machines may handle the routine, but humans still own the relational, the adaptive, and the deeply contextual. Science backs this up: being reminded of roles connected to meaningful values produces “self-expansion,” enhancing performance and resilience. In other words, the more connected and coherent your different identities are, the more adaptable, ethical, and creative you become at work.
In short, transilience is more than personal development; it’s a survival skill in a world where AI automates the predictable. It lets you tap into the submerged part of your identity iceberg, enriching your professional repertoire with capabilities forged in personal, social, and volunteer roles.
As AI reshapes what value looks like—even within the same job title—the edge will belong to those who can repurpose their whole self. Not just the sliver that fits in a job description. By practicing transilience, you make your professional identity a living, adaptive system.
以下是翻译，由Claude Opus 4.1翻译
如何成为更复杂的自己（关键在于一种叫做"跨界迁移"的能力）。
我们在职业生涯中花费大量时间来缩小职业身份：打磨电梯演讲、精心策划LinkedIn个人资料、在工作中展现精致的"我是谁"等等。
一方面，这是有道理的：毕竟，其他人（如同事、老板、招聘人员和招聘经理）有兴趣了解我们是谁，向他们提供一个简单、一致、甚至典型的职业形象快照，有助于他们相信自己了解我们，至少在职业层面上是这样，即使他们实际上并不了解（真正了解一个人需要更长的时间）。
另一方面，这也将我们的自我封装或困在职业刻板印象的非原创和可预测的参数中（"有创意的广告人"、"进步的媒体人"、"渴望权力的银行家"、"极客研究员"等），不仅抹去了我们独特和有趣的部分，还消除了支撑我们人格和个人历史丰富性的细微差别和复杂性。
此外，鉴于AI对工作和职业的影响，它完全颠覆了人们如何增加价值以及他们需要在工作中掌握和展示的技能，即使他们在形式上仍然担任同样的角色，扩展或拓宽我们的工作自我从未如此重要，确保我们的职业身份能够演变以使我们的职业生涯面向未来。
例如，一位曾经大部分时间都在起草合同的公司律师现在可能依靠AI即时生成初稿。他们的价值不再在于制作文件，而在于解释细微差别、预测风险和指导战略决策，本质上从"法律文件制作者"转变为"值得信赖的顾问"。
或者想想一位以前花费数小时构建绩效仪表板的营销分析师。有了AI处理数据整理和可视化，他们的贡献不再是报告，而是将洞察转化为大胆的、商业精明的营销活动。即使是过去专注于寻找潜在客户和更新销售渠道的销售主管，现在也可以使用AI来识别潜在客户和撰写外联邮件，让他们有更多时间投入到建立深层的、基于信任的客户关系中。
跨界迁移的时代
拓展自我的一个关键心理学概念是跨界迁移的概念，即将技能和习惯从生活的一个领域转移到另一个领域的能力，在看似无关的领域之间转移能力和适应性以及思维模式。将跨界迁移视为技能邻近性的反面，后者是通过选择适合我们当前或过去职业技能的工作或角色来拓宽职业前景的过程（例如，记者成为提示工程师、棋手成为战略顾问、律师成为AI伦理学家）：我们不是将当前的工作技能应用到新的职业道路上，而是找到新技能带入当前的工作中。
以育儿为例。对许多专业人士来说，他们生活的这一部分与他们的"领导力品牌"是隔离的。然而，育儿不就是实时解决问题、压力下的同理心、长期指导和冲突解决吗——所有这些都是混合型、高不确定性工作场所中至关重要的领导能力？
或者考虑写小说、主持播客、执教运动队或志愿服务等爱好。这些通常会培养讲故事、说服力、耐心或情商；这些特质不会出现在简历上，但会让你在工作中更有价值，特别是当AI接管更多可预测的任务时。
重要的是，跨界迁移使人们能够用未充分利用的优势来丰富他们的职业身份。一位执教孩子运动队的人事经理可能会将更敏锐的激励技能、耐心和团队凝聚力的直觉带入职场领导。一位经营当地社区团体的软件工程师可以将促进、冲突解决和跨文化沟通的技能转移到项目工作中。即使是在乐队演奏或为大型聚会做饭等爱好也可以转化为改善的协作、压力下的创造力以及计划出错时即兴发挥的能力。
这些经历通常不在"官方"简历中，但它们正是使专业人士更具适应性、人性化和价值的品质，特别是当技术接管他们角色中更可预测的方面时。重点不是把你的生活变成简历。而是从你的非工作经历中挖掘习惯、优势和行为模式，以扩展你的专业技能。
说起来容易做起来难
唉，我们大多数人都不擅长这个。我们被教导以工作生活平衡的名义按角色进行区隔和专业化。办公室一个自我，家里另一个自我，其他一切的第三个自我。感觉整洁安全，但它阻碍了交叉授粉。
从心理学角度来说，切换自我是正常的。我们部署适合特定环境的特质，然后为下一个环境换掉它们。当生活更加线性时，这种方法有效。随着角色的增加，这个模型崩溃了。双职业家庭、照顾他人、副业以及为人父母的不连续性，特别是母亲身份，将整齐的序列变成了马赛克。
在过去的60年里，更多的身份叠加起来。每一个都增加了另一扇要打开和关闭的门，另一组要分配的资源。我们像专家一样学会了杂耍，杂耍成了工作。
技术终结了旧的界限。电话、聊天和协作工具使隔间之间的窗口保持开放。上下文切换堆积如山。我们在工作时间处理个人事务，下班后处理工作。精神负担是真实的。
答案不是更高的墙。而是更智能的桥梁。有目的地使用跨界迁移将你非工作自我的相关部分带入工作中。把你的生活当作技能和习惯的组合，然后在重要的地方部署它们。这就是你如何削减切换成本、扩大专业范围并获得你已有优势的认可。
不同于"把完整的自己带到工作中"
请注意，跨界迁移不应与流行的"把完整的自己带到工作中"的概念混淆。这个短语经常被理解为把你个性的每个方面（政治观点、个人不满、私人戏剧和古怪的未经过滤的冲动）都带入工作场所。在实践中，这可能既适得其反又令人分心。你的同事并没有报名成为你的室友、治疗师或意识形态辩论对手。
相反，机会在于战略性地、有目的地将我们非专业自我的相关方面和技能转移到我们的工作角色中。
我们都拥有多重自我；在不同环境中出现的不同身份。你不仅仅是"工作中的你"；你也是作为朋友的你、作为父母的你、作为志愿者的你、作为爱好者的你、作为公民的你。这些自我中的每一个都有自己的技能、习惯和优势，其中许多在你的职业生涯中仍未被开发。相应地，跨界迁移帮助我们将工作之外未使用的适应性导出到我们的工作角色中，有选择地将你更广泛自我的有价值方面带入你的职业生涯，但要适应新的环境。这就像穿着晨练时的衣服出席商务会议（字面上的"完整自我"）与带着锻炼培养的耐力和纪律出席（利用自我复杂性）之间的区别。
把它想象成烹饪：你不会把橱柜里的每种香料都倒进一道菜里，但你会选择那些能增强你想要突出的味道的香料。或者像打包旅行：你不会带上整个衣柜，只带在目的地气候和文化中最合适的衣物。做得好的话，这是一种专业适应形式。父母可能会将与孩子相处时培养的倾听技能和长期耐心带入团队领导。音乐家可能会将即兴创作和与团体动态保持协调的能力带入协作项目。社区志愿者可能会将谈判技巧和同理心带入客户关系。这些元素丰富了你的职业身份，而不会用无关或过于个人的内容给同事带来负担。
当战略性地执行时，自我复杂性也成为韧性和创造力的源泉。它允许你扩展在角色中增加价值的方式，这在AI时代越来越重要，机器可能处理常规工作，但人类仍然拥有关系性、适应性和深层情境性的工作。科学支持这一点：被提醒与有意义价值观相关的角色会产生"自我扩展"，增强表现和韧性。换句话说，你的不同身份越是相互联系和连贯，你在工作中就越具适应性、道德性和创造性。
简而言之，跨界迁移不仅仅是个人发展；它是在AI自动化可预测工作的世界中的生存技能。它让你能够挖掘身份冰山的潜在部分，用在个人、社交和志愿者角色中锻造的能力来丰富你的专业技能。
随着AI重塑价值的含义——即使在同一职位名称内——优势将属于那些能够重新利用整个自我的人。不仅仅是适合职位描述的那一小部分。通过实践跨界迁移，你使你的职业身份成为一个活的、适应性的系统。
《The secret to success in the AI Age: broadening yourself（原文以及翻译）》链接：https://xdym11235.com/archives/316.html
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