作者大卫·班布里基是剑桥大学的临床兽医解剖学家，他完全跳出了常见的心理励志或人文感慨的范式，转而从生物学、人类学和神经科学的 角度来审视"中年"这个现象。这带来了一种前所未有的说服力。作者直面中年阶段面临的种种挑战，并利用动物学和以演化为基础的研究法来 回答这些问题。书中从演化心理学的角度切入，提出了一个核心的颠覆性观点：中年并非生命的"下坡路"，或是简单的衰老前奏，而是人类独 有的、积极的演化适应现象。在这一阶段，个体积累了丰富的经验、资源和社会资本，不仅能够为自身的后续发展奠定基础，更承担着传承文 明、扶持后代、维系社会稳定的重要使命。这种解读打破了我们对中年"衰退"的单一认知，而在更宏大的生命进化和社会发展中，赋予了中年 全新的定位。 这本书系统性地重构了我们对于身体变化、心智状态和社会角色的理解。从身体变化上来看，中年发福、代谢下降等变化，是身体将能量 从"无限生长"模式，转向"长期维护与投资"模式的结果。为什么人类的生育期（尤其是女性）结束后，生命还如此漫长？答案是，这让我们能 将心力更多投入于现有子女的身上，这对一个依赖知识积累的物种至关重要。从心智发展来看，中年并非认知能力在走下坡路，相反，中年 ...

安踏似乎也成为了这样的中年人。 三十多年风雨兼程，安踏从晋江起步，靠着一股爱拼才会赢的狠劲，一路逆袭成全球体育圈的豪门贵公 子。谁能想到，如今手握一堆国际大牌的安踏，早年竟是个不折不扣的"小镇做题家"。 但丁在《神曲》中曾写道："我在人生旅程的半途醒转，发觉置身于一个黑森林里面，林中正确的道路 消失中断。" 多年后，心理学家埃里奥特·杰奎斯（Elliott Jaques）将这份对人生中途的迷茫具象化，提出了"中年危 机"的概念。 人在走过热烈张扬的青年岁月后，步入中年往往会陷入一种莫名的停滞与失衡，一边是对过往人生的复 盘与叩问，一边是对未来前路的迷茫与彷徨。 2009年，安踏大胆拿下FILA中国区运营权，彼时没人看好这个濒临退出中国市场的意大利品牌，可安 踏却硬生生将其盘活；随后，韩国户外品牌可隆、德国户外品牌狼爪相继被纳入麾下；2019年，安踏更 是甩出约360亿人民币的高价，将芬兰亚玛芬体育收入囊中，一举将始祖鸟、萨洛蒙这些顶流品牌收至 麾下，搭建起一个覆盖专业体育、时尚运动、高端户外的品牌矩阵。 靠着这套组合拳，安踏完成了华丽蜕变，逆袭成为全球第三大体育用品集团、首个跻身全球体育巨头行 列的中国品牌。 ...

2025年即将进入尾声，这一年我们见证了技术浪潮的澎湃，也目睹与经历了企业数字化转型的艰辛与蜕 变。此时站在2025年的这个时间点回望，那些曾经模糊的路径正逐渐清晰，数字化已不再是选择题，而 是未来生存的必答题。2026年的企业数字化将迈向何方？为此老杨总结了2026年企业数字化的六大关键 词： 企业做数字化转型建设，价值是核心。但价值的实现一直是CIO们最为头疼的问题，老杨认为价值的实 现不仅是技术与业务的匹配，更需关注人在变革中的体验与感受。信息部门在数字化建设过程中传递的 情绪价值，正成为决定转型成败的关键隐形变量。要知道当新技术遭遇阻力、被质疑时，真正推动变革 的往往是信任、共情与成就感这些"软性"力量。因此信息部门在2026年要学会用温度赢得认同，以专业 建立信任，善用共情沟通化解抵触情绪，通过小步快跑的迭代方式让业务部门看见成效、获得成就感， 这就是情绪价值的体现。而情绪价值创造能力一直是信息部门的短板，也是2026年需重点补足的能力。 关键词一：十五五 十五五"规划的启航，将为企业数字化注入国家战略层面的强劲动力，是企业未来发展的指引灯塔。企 业数字化如何建才能体现价值，是CIO们一直头疼的问题 ...

洞见 （ DJ00123987 ） —— 不一样的观点，不一样的故事， 3000 万人订阅的微信大号。点击标题下 蓝字 " 洞见 " 关注，我们将为您提供有价值、有意思的延伸阅读。 作者： 沐晴 来源： 读者 （ID: duzheweixin） 心静了，一切都顺了。 我们身边，似乎总有这样的朋友或同事： 年近不惑，却突然开始认真跑步；曾经忙于应酬，如今却更愿回家陪孩子写作业。 这些变化的背后，并非一时兴起，而是行至人生半途，对"中年危机"最切实的回应与"自救"。 一个中年男人，收起过往的社交锋芒，告别酒桌的喧嚣，选择在夜晚的灯火中早早归家。这并 非消沉，而是一种抵达成熟后的"顿悟"。 他仿佛一位穿越风雨的旅人，终于看清了生命中真正重要的风景。 正如《寥寥中年事》中所感悟的那般： "如果你的前半生充满鲜花和掌声，你无须庆幸更不必欢喜，待到中年，总有一个坑在等着 你。" 中年之路，道阻且长。唯有心怀警惕，早早规划，方能从容前行。 真正的成熟，是开始懂得照顾自己。 ♬ 点上方播放按钮可收听 洞见主播佳音朗读音频 回想往日，他也是好酒贪杯之人，常有喝得不省人事的时候，家人的规劝总被当作耳旁风。如 今，一份体检报告，却 ...

Core Viewpoint - The article emphasizes the importance of managing various aspects of life during the critical period of 35 to 55 years old, referred to as the "golden twenty years," where individuals should focus on health, wealth, career, family, self, and social circles to lay a solid foundation for the future [4][52]. Group 1: Managing Health - The article suggests shifting from "consumption" to "investment" in health, highlighting the need to avoid overexertion and harmful habits that deplete life energy [5][7]. - It stresses the importance of maintaining a healthy lifestyle to prevent health issues that could lead to financial burdens [7]. Group 2: Managing Wealth - It advocates for transitioning from merely "earning" to "financial management," urging individuals to track their spending and avoid excessive consumption [12][15]. - The article cites that many millionaires have detailed financial plans, emphasizing the need for financial literacy to prevent poverty in later years [18]. Group 3: Managing Career - The article points out the necessity of moving from "execution" to "deep cultivation" in one's career, as physical advantages diminish with age [21][22]. - It encourages individuals to build a "moat" around their careers by continuously upgrading their skills and knowledge [22][28]. Group 4: Managing Family - It highlights the importance of viewing family as a "harbor" rather than a burden, emphasizing that relationships require effort and care to thrive [28][30]. - The article suggests prioritizing quality time with family and actively participating in their lives to foster strong bonds [34][36]. Group 5: Managing Self - The article encourages a shift from seeking external validation to focusing on internal growth and self-awareness [39][41]. - It promotes continuous learning, emotional management, and regular self-reflection to navigate life's challenges effectively [41][43]. Group 6: Managing Social Circles - It advises reducing the breadth of social connections in favor of deeper, more meaningful relationships, as fewer but closer friends can enhance life satisfaction [46][48]. - The article suggests seeking mentors and being a mentor to maintain vitality and growth in personal and professional life [49].

Core Insights - The article explores the personal and professional evolution of actress Gao Yuanyuan, highlighting her journey from a timid young woman to a more confident and ambitious individual in her 40s [12][57]. Group 1: Personal Growth - Gao Yuanyuan reflects on her past, questioning whether a bit more courage could have changed her life [2]. - At 46, she finds fulfillment in balancing family life with her career, feeling nourished by her close relationships while also craving professional engagement [4][56]. - She acknowledges her past reliance on instinct in acting and expresses a desire to learn and explore new methods of performance [5][59]. Group 2: Career Development - The release of the film "Feng Lin Huo Shan" marks a turning point for Gao, as she takes on a challenging role that contrasts sharply with her previous characters [3][50]. - After years of limited output, she has recently completed multiple projects, indicating a renewed vigor in her career [55][56]. - Gao's approach to acting has evolved; she now actively seeks to enhance her skills and is open to exploring different aspects of her abilities [59][57]. Group 3: Reflections on Beauty and Identity - Gao Yuanyuan has grappled with the public's perception of her beauty, often feeling overshadowed by it, but has come to accept it as part of her identity [20][28]. - She expresses a desire to move beyond the labels of "beauty" and "goddess," embracing her complexity as an actress and individual [57][59]. - The article discusses her journey of self-acceptance and the realization that her worth is not solely tied to her appearance [26][28].

Core Viewpoint - The article discusses the pressures and coping mechanisms of middle-aged individuals, particularly focusing on the challenges faced by middle-aged men and women in balancing work, family, and personal time [5][21][23]. Group 1: Middle-aged Men's Coping Mechanisms - Middle-aged men often find solace in hobbies such as fishing, gaming, and cycling as a way to relieve stress from work and family responsibilities [7][10]. - Social activities like playing cards are viewed as low-cost and healthy forms of relaxation for middle-aged men [10]. - The article highlights the contrast between men's and women's coping strategies, with men leaning towards hobbies and women seeking brief escapes from their responsibilities [10][14]. Group 2: Middle-aged Women's Challenges - Middle-aged women face significant pressure from multiple roles, including parenting and household responsibilities, leading to feelings of exhaustion and frustration [19][21]. - The article notes that women often feel the need to justify their desire for personal time, frequently using work-related excuses to carve out moments for themselves [25][26]. - A survey indicates that women experience a higher loss of leisure time due to childcare compared to men, particularly in families with multiple children [23][29]. Group 3: Stress Sources and Indices - The article provides a stress index for various sources of pressure, with childcare and household chores being the most significant contributors to stress for middle-aged women [19][20]. - Economic burdens, such as mortgages and loans, also contribute to the overall stress levels experienced by middle-aged individuals [21][19]. - Emotional support and respect are highlighted as critical yet often lacking elements in the lives of middle-aged women, exacerbating their feelings of isolation and stress [19][21].

Core Viewpoint - The article emphasizes the importance of self-awareness and proactive measures for middle-aged individuals facing career challenges, suggesting that preparation and adaptability are key to overcoming midlife crises and achieving personal and professional growth [4][36]. Group 1: Career Stability and Skills - Relying on job security from large companies can be misleading, as layoffs often target employees over 35, highlighting the need for individuals to develop their own skills and create a personal safety net [5][14]. - The concept of the "thumb rule" suggests that individuals must become indispensable in their roles to ensure job security, emphasizing the importance of continuous skill development [5][14]. Group 2: Health and Well-being - Prioritizing health is crucial, as neglecting physical well-being for work can lead to severe consequences, with health being identified as a key factor in wealth accumulation [8][10]. - The article advocates for a balanced approach to work and health, encouraging individuals to avoid overexertion and prioritize their physical condition [8][10]. Group 3: Financial Preparedness - Establishing a financial safety net is essential, with the suggestion to save a portion of income as a "F*** You Fund" to provide security in case of unexpected job loss [14][16]. - Individuals are encouraged to manage their finances wisely, avoiding unnecessary expenditures to ensure they have sufficient savings to weather potential financial storms [14][16]. Group 4: Diversification of Income - The article recommends creating multiple income streams, likening it to a rabbit having several burrows for safety, which can provide additional security against job loss [10][11]. - The "531 rule" is proposed for managing time and energy between primary jobs and side ventures, promoting a balanced approach to income generation [10][11]. Group 5: Networking and Value Creation - The importance of being useful rather than just friendly in professional relationships is highlighted, as workplace dynamics often prioritize performance over personal connections [16][19]. - The article suggests that individuals should focus on enhancing their skills and contributions rather than engaging in superficial networking [16][19]. Group 6: Adapting to Change - Middle-aged individuals are encouraged to embrace change and continuously update their skills to remain relevant in the workforce, countering the notion that age is a barrier to success [34][36]. - The narrative stresses that a proactive mindset and willingness to learn can lead to new opportunities and career advancements [34][36].

Core Viewpoint - The article discusses the concept of "quarter-life crisis," particularly how Generation Z is experiencing heightened levels of despair compared to older generations, challenging the traditional notion of mid-life crisis [2][3][4]. Group 1: Psychological Health of Young Workers - Research indicates that the mental health of young workers, especially those aged 12-25, has significantly declined, with young women being particularly affected [3][4]. - The study highlights a direct correlation between young people's despair and labor market dynamics, suggesting that young workers are facing unprecedented challenges [4][5]. - The traditional "hump-shaped" curve of despair, which peaks in middle age, has shifted, showing that despair levels are now decreasing with age, particularly among those under 40 [6][7]. Group 2: Economic and Social Factors - The increase in despair among young workers is attributed to various socio-economic factors, including job instability, reduced worker autonomy, and rising living costs [9][10]. - The research suggests that the crisis began shortly after the Great Recession, around 2012-2014, and is exacerbated by the rise of the gig economy [9][10]. - Data shows that approximately 289 million young people globally are neither gaining work experience nor enhancing their skills through education or training, limiting their economic prospects [10]. Group 3: Global Implications - The findings have garnered international attention, with the United Nations engaging in discussions about the global crisis facing young workers [18][19]. - The article emphasizes that the despair among young workers is not merely a psychological issue but also an economic emergency, necessitating urgent attention from policymakers [18][19]. - The research indicates a shift in despair from middle-aged individuals to younger generations, marking a significant change in societal trends [18].

Core Viewpoint - The article discusses the plight of middle-aged employees in large tech companies, highlighting their feelings of stagnation and the challenges they face in a rapidly changing industry landscape [2][4][12]. Group 1: Characteristics of Middle-aged Employees - Middle-aged employees in large tech firms often find themselves in a position where they are unable to advance, remaining in basic roles despite years of service [2][4]. - Many of these employees entered the industry during the peak of the internet boom and have seen their skills become less relevant as the industry evolves [8][9]. - The work environment has led to a culture of "waiting to be laid off," where employees feel trapped and lack motivation, leading to a sense of resignation [5][12]. Group 2: Challenges and Internal Dynamics - The pressure of family responsibilities and financial commitments makes it difficult for these employees to seek new opportunities outside their current roles [4][11]. - The phenomenon of "internal competition" or "involution" has created a toxic work environment, where employees focus on superficial tasks to appear productive rather than engaging in meaningful work [18][19]. - Many employees express a desire to leave but feel compelled to stay due to the lack of better job prospects and the fear of uncertainty [15][20]. Group 3: Historical Context and Comparisons - The current situation mirrors past experiences of employees in foreign enterprises, where middle-aged workers also faced similar challenges as they aged in their roles [13][14]. - Unlike previous generations, today's middle-aged employees in tech companies lack the same industry advantages and opportunities for growth, making their situation more precarious [14][28]. Group 4: Coping Mechanisms and Future Outlook - Employees have adopted a mindset of "waiting" for layoffs as a strategy to secure severance packages, reflecting a shift in their approach to job security [20][25]. - The article suggests that this waiting game may ultimately lead to a longer-term risk, as companies increasingly adopt strategies for cost-cutting and optimization that could leave employees in a vulnerable position [24][25]. - Despite the challenges, some employees are beginning to embrace a more proactive attitude, seeking to reclaim their agency and express their true feelings about their work environment [30][31].