Pratique du Shadowing: This Is Why Giving Your Boss Feedback Backfires - Apprendre l'anglais à l'oral avec la vidéo
Création de la leçon...
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Giving your boss impersonal feedback is tough enough, but giving personal feedback can be what we call a CLM.
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a career -limiting move.
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If you want to earn the right to give your boss feedback, there are three important criteria that you have to meet.
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Welcome to Moments with Marty, your short,
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sharp shot of leadership insight to help you to stay on track between our weekly episodes of the No Bullshit Leadership podcast.
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- Thank you.
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One of the most common reasons that people give for resigning from their job is that they can't work for their boss.
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Now we know from our personal experience that there isn't an oversupply of great leaders out there.
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So, rather than job hopping every six months, we settle for the boss we've got, and we try to find ways to work around their most annoying behaviours.
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Thank you.
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But it's only a matter of time before that wears thin, And we decide to take the nuclear option.
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We resign.
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Before you push that big red button though, it might be helpful to think about other ways of improving your situation.
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Perhaps you could find a way to improve your relationship with your boss by giving them feedback.
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Now over the course of my 30 plus year career in senior corporate roles,
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I saw lots of situations where a misunderstanding of intent led to catastrophic outcomes in both directions.
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You'd be amazed at how much unspoken animosity is created simply because of a communication breakdown.
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You'd also be amazed to hear that most leaders above you in the structure are willing to change.
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if only they're made aware of the negative impact they're having.
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But in the absence of any feedback, they'll rationalise.
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and they'll tell themselves that everything is fine, and if it's not fine, it must be someone else's fault.
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We all do this to some extent.
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and your boss is only human.
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Thank you.
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I find it useful to separate feedback into two categories.
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impersonal, and personal.
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All feedback that goes in a downwards direction In other words, to someone below you in the organisational hierarchy,
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Well, that can be considered personal simply because of the power imbalance.
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But if you do choose to give your boss feedback, It's helpful to work out whether the feedback you want to give them is personal or impersonal.
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Now, impersonal feedback would be things like, influencing their decisions.
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having input to problems.
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identifying opportunities for improved performance, managing resource constraints, stuff like that.
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personal feedback, is about the individual.
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So for your boss, That would be things like pointing out problems with their behavior.
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things that they're doing to impair team performance.
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identifying their leadership blind spots, analyzing their mistakes.
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It's very different, isn't it?
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Giving your boss impersonal feedback is tough enough, but giving personal feedback can be what we call a CLM.
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a career -limiting move.
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If you want to earn the right to give your boss feedback, there are three important criteria that you have to meet.
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The first is that your own performance has to be really strong.
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The second is: you should have already established a foundation of trust by giving valuable impersonal feedback.
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And thirdly, You have to know what you're talking about.
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and you have to have thought it through pretty carefully.
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Before you just blurt out what you think your boss needs to hear, make sure you've earned the right to tell them.
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It took me decades to achieve what I consider to be an elite ability to deliver feedback.
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And as part of my life's purpose to improve the quality of leaders globally, I've made all of my insight and wisdom on feedback available to you in our Leadership Beyond the Theory program.
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I absolutely view feedback as a gift.
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I welcome any information that I can get that helps me to improve.
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But on several occasions, someone who reported to me gave me feedback that was entirely off the mark.
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and because their own performance was questionable, they didn't have the credibility they needed to tell me where they thought I was falling short.
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um Look, I'm trying to be a better person, but I'm still not going to have someone whose performance is awful telling me what I'm doing wrong.
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You'll find though, that if you earn the right to give your boss feedback, it's going to improve every aspect of your work situation.
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For more depth on this insight, have listened to episode 284 of the No Bullshit Leadership podcast.
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giving your boss feedback.
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We'll leave a link in the show notes.
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I really hope you enjoyed this moment and that it gives you that extra little spark to be a no bullshit leader.
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you
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Vocabulaire et conseils d’expression pour cette leçon
Cette leçon d’expression orale de niveau B2 s’appuie sur la vidéo « This Is Why Giving Your Boss Feedback Backfires ». Les mots qui reviennent le plus souvent : feedback, boss, giving, personal, impersonal. Cette vidéo contient 58 phrases et 794 mots à répéter en shadowing. La partie parlée dure 5:12. Le locuteur parle à un rythme naturel d’environ 153 mots par minute, proche d’une conversation courante. 83 % des mots font partie des 3 000 mots les plus courants en anglais ; le reste mérite d’être vu avant de commencer.
Vocabulaire clé de cette vidéo
Les 15 mots les plus avancés de la vidéo, avec leur prononciation et leur sens :
| Mot | Prononciation | Sens |
|---|---|---|
| impersonal adjectif | /ɪmˈpɝsənəl/ | impersonnel |
| insight nom | /ˈɪnsaɪ̯t/ | introspection |
| amaze verbe | /əˈmeɪz/ | stupéfier |
| criterion nom | /kɹaɪˈtɪɹ.i.ən/ | critère |
| resign verbe | /ɹɪˈzaɪn/ | abandonner, céder |
| podcast nom | /ˈpɑdˌkæst/ | podcast, balado |
| animosity nom | /æn.ɪˈmɒs.ɪ.ti/ | animosité |
| constraint nom | /kənˈstɹeɪnt/ | contrainte |
| imbalance nom | déséquilibre | |
| impair verbe | /ɪmˈpɛɹ/ | détériorer, abîmer |
| misunderstand verbe | /mɪs.ʌn.də(ɹ)ˈstænd/ | mal interpréter, méprendre |
| rationalize verbe | /ˈɹæʃənəlaɪz/ | rationaliser |
| thirdly adverbe | /ˈθɚdli/ | troisièmement, tertio |
| unspoken adjectif | /ʌnˈspoʊkən/ | non-dit |
| catastrophic adjectif | /ˌkætəˈstɹɑfɪk/ | catastrophique |
Les verbes à particule que vous entendrez
| Mot | Prononciation | Sens |
|---|---|---|
| point out verbe | pointer | |
| work out verbe | /ˌwɝk ˈaʊt/ | calculer |
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 | you've earned · I've made · have listened |
| Voix passive be + participe passé — l’accent est mis sur ce qui arrive, pas sur qui le fait | be amazed · can be considered |
Prononciation à surveiller
Le locuteur utilise 20 contractions et formes réduites, comme I'm, they're, isn't. Prononcez-les sous leur forme courte, telles que vous les entendez.
- Les sons « sh » et « zh »: rationalize /ˈɹæʃənəlaɪz/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/
- Mots longs — placez bien l’accent: impersonal /ɪmˈpɝsənəl/, criterion /kɹaɪˈtɪɹ.i.ən/, animosity /æn.ɪˈmɒs.ɪ.ti/, misunderstand /mɪs.ʌn.də(ɹ)ˈstænd/, oversupply /əʊvəsəˈplʌɪ/
Les sons difficiles pour les francophones :
- /r/ anglais — langue recourbée, sans frotter la gorge: criterion /kɹaɪˈtɪɹ.i.ən/, resign /ɹɪˈzaɪn/, constraint /kənˈstɹeɪnt/, impair /ɪmˈpɛɹ/, misunderstand /mɪs.ʌn.də(ɹ)ˈstænd/
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 impersonal, insight, amaze.
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.