Pratique du Shadowing: Googleyness and Leadership Interview Question - Apprendre l'anglais à l'oral avec la vidéo
Création de la leçon...
1
Imagine you work in a place with a negative culture.
2
what would you do about it and how would you improve it?
3
This is an interview question from Google.
4
And specifically where this interview question would show up is in your Googliness and leadership interview.
5
And while the G &L interviews tend to be behavioral, Not all of those questions will be behavioral.
6
You could face an open -ended, hypothetical question like this one.
7
And in this video, we're going to dive right into the weeds of how you can have success answering this type of question.
8
So item one is CFAS.
9
And yes, we have talked about this a lot of times.
10
CFAS is the preferred method you want to use when you get any open -ended or hypothetical question.
11
And simply put, you just want to present some clarifying questions to the question.
12
Think either or, or yes or no, that's true clarification.
13
Then, we want to present just a few high level concepts that are going to help narrow our
14
for the solution
15
so think with the framework really high level then we're going
16
to make just a few assumptions to really narrow our focus
17
and create great visuals for our audience
18
and then lastly we are going to solve focusing in on one framework concept at a time
19
that really helps keep us organized now remember When it comes to open -ended questions, the space you build is actually more important than the words you use.
20
So really make sure you're building in that great space.
21
And then secondarily, transitions.
22
Make sure that you create really strong transitions that will also be critical for success.
23
So item two, Let's get right into the solution.
24
So we are going to go ahead and follow this CFAS method.
25
So I wanted to prompt with that.
26
As always, our fake interviewer is going to be Sue.
27
And I'm going to pretend like I'm speaking directly to Sue in this video.
28
And then lastly, let's just imagine that Sue is an unresponsive interviewer.
29
This is very common that they'll just look at you, stare at you and just see how you navigate that ambiguity.
30
So Let's go ahead and prompt the question one more time, and then we'll dive in.
31
Imagine you work in a place with a negative culture, What would you do about it?
32
How would you improve it?
33
Well, Sue, a few items I would want to clarify.
34
Before we dive in Is this negative culture only on my team or is this across the entire organization?
35
I Okay, well, a few other things that I'd be thinking through are
36
Has it always been this way or was this negative culture triggered by some form of an event, even something like COVID?
37
I would definitely want to understand where this is coming from.
38
Is it based on kind of leadership?
39
Is it more about the overall strategy, process and vision?
40
Or is this something related to benefits?
41
Definitely want to understand the size of the company.
42
Are we talking about a small, medium, or large company?
43
Is this my personal opinion or do other people feel this way?
44
And then lastly, I would want to know
45
if there had been any past and /or recent attempts to try and fix this situation.
46
Sue, can you clarify any of these items for me?
47
Okay, a few concepts we would want to focus on to solve this challenge are
48
We absolutely have to establish some really strong goals.
49
We want to look at that historical data because that historical data will lead and guide us.
50
We're gonna wanna bring in the critical stakeholders, focusing strongly on communication, always having that inclusivity lens,
51
we're absolutely going to have to do some training and education, and then we're going to want to look at those specific success measurements.
52
Now, of all those items, I think we should start with a really basic one in terms of communication.
53
But is there an area that you want to focus on, Sue?
54
Okay, why don't we get started by making a couple of assumptions?
55
Let's assume that this negative culture is across the board and it's somewhat facilitated,
56
almost supported by not only leadership but just people within the organization
57
and it's common knowledge and everybody kind of knows it and understands it.
58
Let's say that Basically, I've experienced this my entire time there.
59
Let's say I've been there for a year and let's call it a medium -sized org of like 500 people.
60
And then lastly, let's make the assumption that When I first joined, there was some form of an attempt to really make this better,
61
but it just didn't really take it didn't really work.
62
So if we're going to start by focusing in on communication, let's set the right tone and mindset right away.
63
All communications should start by thinking with positive intent.
64
We didn't try to intentionally get to a negative culture.
65
that empathy is we have to create an environment of psychological safety.
66
This is a critical facet of communication that people feel like they have a safe space to speak.
67
So I'm going to reach out to my direct teammates and lead.
68
and we're gonna start the communication process.
69
So this is probably just scheduling one -to -ones.
70
We can make this pretty simplistic, do it all via video.
71
And I'm only gonna really focus in on two items.
72
I wanna come in with a listening mindset.
73
So come in and just kind of think about and see their observations.
74
Just listen to hear if they've built in any bias themselves.
75
And then the questions will all be focused around opportunities.
76
How can we create better ownership?
77
How can we create better alignment?
78
and then end each meeting with a mini action plan, and a commitment for me to keep them included in any next steps.
79
Sue, we could definitely go more in depth into the types of questions I would ask in these meetings.
80
We could go and talk a little bit more about that critical item of an action plan, Or we can move on to training and education.
81
Is there any part that you prefer I focus on?
82
Yeah.
83
Okay, let's kind of flip over.
84
We talked a little bit about the what, right?
85
Which was part of your initial question.
86
Now let's focus a little bit on the how and let's really pivot and focus in on that training and education.
87
So We want to really capture and identify any themes from the conversations with both my teammates and anybody in leadership,
88
ideally just my direct lead.
89
Secondarily, I would want to conduct research on what have been some successful trainings that have happened within not only this organization, but other organizations. And then.
90
make sure that we do some form of live workshop.
91
It may have to be virtual.
92
I definitely want to make sure it's live.
93
If we can do it in person, that's going to be great.
94
and then bring in the exercises.
95
So a good exercise we might want to build off of is We might want to just do the colors exercise, which is behavioral assessment, personality type of test.
96
The sticky note, That one could be good too, because the sticky notes are really about taking different concepts and themes that I mentioned before.
97
And this could allow us to focus in on maybe some like root causes, constraints.
98
And then also kind of just looking at the current policies and standards that we have in place.
99
Now again, the sticky note exercise gets a little trickier virtual, but The major goal of the workshop is that we uncover how to work better together.
100
And more importantly, we not only learn it for ourselves, but we figure out maybe some opportunities for some repeatability.
101
And this will require another strong action plan with great documentation, tracking, we want to be really transparent,
102
and then just creating that system for ongoing support, whether that's coaching, mentorship, whatever is needed to ensure of the training.
103
Sue, I'm happy to dive much deeper into this training and education piece, or we can kind of come full circle on the how and discuss success measurements.
104
Do you have any preference or anything else you'd like me to focus on?
105
Okay, in order to really get into the success of changing around a negative culture, We need this communication and training and education piece.
106
And while this is an urgent item, we'll probably need to spend, I would say, about two to four weeks,
107
let's kind of focus in on four weeks after that initial workshop, to establish and gather any data about learnings, any opportunities for improvement.
108
And I want to take all this information and then I want to create some form of short slide deck.
109
Let's think, maybe three slides, something like that.
110
And then we could, in those slides, it would just be about defining the overall strategy approach and the learnings that we had for success.
111
I'd first roll this up to my lead.
112
And then I look for support just within my own leadership chain.
113
And the purpose of this presentation
114
is to demonstrate how we were able to make a small cultural shift
115
and have enough of a timeline and data to show what we did.
116
And by piloting this small test group, with the purpose of presenting it within my own leadership, I just want to continue to try and pivot and change the culture,
117
like one small group at a time.
118
The presentation is going to be super simplistic.
119
It's going to be that three slides, five minutes to just present and then five minutes of Q &A. And then
120
The last piece I just would want to focus in on
121
for measuring success would be focusing in on any kind of celebration,
122
recognition of both teams and individuals and build that strong survey cadence.
123
The surveys are going to be critical to make sure that we're keeping everything on track.
124
Sue, I am happy to dive deeper into these success metrics.
125
any of the initial concepts I mentioned or any other area that you'd like to focus on for success. And that's it.
126
I wish you the best of luck with these types of questions.
127
They are tricky, but focus on these items and you'll do great.
128
Thanks.
📺 Même chaîne
✨ Vidéo recommandée
B21
113 phrases
Google Interview Tips That Actually Get You Hired
Business EnglishInterview EnglishUniversity Students
B21
72 phrases
Interview Question: “What Are Your Weaknesses?” And You Say, “...”
Business EnglishInterview EnglishUniversity Students
B22
281 phrases
How to succeed in your JOB INTERVIEW: Situational Questions
Business EnglishInterview EnglishUniversity Students
B21
199 phrases
The Essential UX Interview Questions (And How To Answer Them!)
Business EnglishInterview EnglishUniversity Students
B24
219 phrases
How To Speak Like A Billion-Dollar CEO
Business EnglishInterview EnglishUniversity Students
B21
119 phrases
Cracking the Behavioral Interview for Software Developers
Business EnglishInterview EnglishUniversity Students
B21
39 phrases
Nestle Interview Questions with Answer Examples
Business EnglishInterview EnglishUniversity Students
B21
22 phrases
I'm an ex-Google interviewer. You're doing LeetCode wrong.
Business EnglishInterview EnglishUniversity Students
B21
258 phrases
Operations Manager Interview Questions & Winning Answers (Complete Guide)
Business EnglishInterview EnglishUniversity Students
B21
64 phrases
Walk Me Through Your Resume: How to Answer
Business EnglishInterview EnglishUniversity Students
B25
159 phrases
16 AMAZON STAR METHOD INTERVIEW ANSWERS! (Amazon Leadership Principles Interview Questions!)
Business EnglishInterview EnglishUniversity Students
B21
65 phrases
English Job Interview Tips and Tricks 3 | English Job Interview Preparation
Business EnglishInterview EnglishUniversity Students
Vocabulaire et conseils d’expression pour cette leçon
Cette leçon d’expression orale de niveau B2 s’appuie sur la vidéo « Googleyness and Leadership Interview Question ». Les mots qui reviennent le plus souvent : focus, Sue, item, success, culture. Cette vidéo contient 128 phrases et 1745 mots à répéter en shadowing. La partie parlée dure 9:59. Le locuteur parle à un rythme naturel d’environ 175 mots par minute, proche d’une conversation courante. 87 % des mots font partie des 3 000 mots les plus courants en anglais, le vocabulaire est donc facile à suivre.
Vocabulaire clé de cette vidéo
Les 15 mots les plus avancés de la vidéo, avec leur prononciation et leur sens :
| Mot | Prononciation | Sens |
|---|---|---|
| dive verbe | /daɪv/ | nager, plonger |
| lastly adverbe | /ˈlæstli/ | finalement |
| sticky adjectif | /ˈstɪki/ | collant, gluant |
| clarify verbe | /ˈklæɹ.ɪ.faɪ/ | clarifier |
| behavioral adjectif | /bɪˈheɪvjəɹəl/ | comportemental |
| assumption nom | /əˈsʌm(p).ʃ(ə)n/ | assomption |
| workshop nom | /ˈwɝk.ʃɑp/ | atelier |
| pivot nom | /ˈpɪv.ɪt/ | pivot |
| simplistic adjectif | /sɪmˈplɪstɪk/ | simpliste |
| interviewer nom | /ˈɪntɚvjuɚ/ | intervieweur, intervieweuse |
| hypothetical adjectif | /ˌhaɪpəˈθɛtɪkəl/ | hypothétique |
| teammate nom | /ˈtiːmˌmeɪt/ | coéquipier, coéquipière |
| prompt verbe | /pɹɑmpt/ | inciter |
| mindset nom | /ˈmaɪn(d)ˌsɛt/ | état d'esprit, disposition d'esprit |
| tricky adjectif | /ˈtɹɪk.i/ | épineux, compliqué |
Les verbes à particule que vous entendrez
| Mot | Prononciation | Sens |
|---|---|---|
| go ahead verbe | /ˌɡoʊ əˈhɛd/ | vas-y, allez-y |
| figure out verbe | cerner | |
| show up verbe | apparaître, se montrer se pointer |
Des phrases à répéter
Des phrases courtes et complètes de la vidéo, à réutiliser dans la conversation de tous les jours :
- How would you improve it?
- Are we talking about a small, medium, or large company?
- Is this my personal opinion or do other people feel this way?
- How can we create better ownership?
- How can we create better alignment?
La grammaire de cette vidéo
Les structures que le locuteur utilise le plus, avec les mots exacts de la vidéo :
| Structure | Dans la vidéo |
|---|---|
| Present perfect have/has + participe passé — une action passée qui compte encore maintenant | have talked · I've experienced · I've been |
| Voix passive be + participe passé — l’accent est mis sur ce qui arrive, pas sur qui le fait | be focused · is needed |
Prononciation à surveiller
Le locuteur utilise 34 contractions et formes réduites, comme we're, I'm, didn't. Prononcez-les sous leur forme courte, telles que vous les entendez.
- Les sons « th »: hypothetical /ˌhaɪpəˈθɛtɪkəl/, empathy /ˈɛmpəθi/
- Les sons « sh » et « zh »: assumption /əˈsʌm(p).ʃ(ə)n/, workshop /ˈwɝk.ʃɑp/, measurement /ˈmɛʒ.ə.mənt/, clarification /ˌklæɹɪfɪˈkeɪʃən/, intentionally /ɪnˈtɛn(t)ʃənəli/
- Mots longs — placez bien l’accent: behavioral /bɪˈheɪvjəɹəl/, secondarily /ˌsɛkənˈdɛɹəli/, hypothetical /ˌhaɪpəˈθɛtɪkəl/, ambiguity /æm.bɪˈɡjuː.ɪ.ti/, inclusivity /ˌɪŋkluːˈsɪvɪti/
Comment s’entraîner avec cette vidéo
- Écoutez la vidéo en entier une fois sans parler et notez les mots que vous ne connaissez pas.
- Commencez à la vitesse 0,75×, répétez phrase par phrase, puis revenez à la vitesse normale quand cela devient facile.
- Enregistrez-vous et comparez avec l’original, en faisant attention à des mots comme dive, lastly, sticky.
Qu'est-ce que la technique du Shadowing ?
Le Shadowing est une technique d'apprentissage des langues fondée sur la science, développée à l'origine pour la formation des interprètes professionnels. Le principe est simple mais puissant : vous écoutez de l'anglais natif et le répétez immédiatement à voix haute — comme une ombre suivant le locuteur avec un décalage de 1 à 2 secondes. Les recherches montrent une amélioration significative de la précision de la prononciation, de l'intonation, du rythme, des liaisons, de la compréhension orale et de la fluidité.