शैडोइंग अभ्यास: Googleyness and Leadership Interview Question - वीडियो के साथ अंग्रेजी बोलना सीखें

Imagine you work in a place with a negative culture.

what would you do about it and how would you improve it?

This is an interview question from Google.

And specifically where this interview question would show up is in your Googliness and leadership interview.

And while the G &L interviews tend to be behavioral, Not all of those questions will be behavioral.

You could face an open -ended, hypothetical question like this one.

And in this video, we're going to dive right into the weeds of how you can have success answering this type of question.

So item one is CFAS.

And yes, we have talked about this a lot of times.

CFAS is the preferred method you want to use when you get any open -ended or hypothetical question.

And simply put, you just want to present some clarifying questions to the question.

Think either or, or yes or no, that's true clarification.

Then, we want to present just a few high level concepts that are going to help narrow our

for the solution

so think with the framework really high level then we're going

to make just a few assumptions to really narrow our focus

and create great visuals for our audience

and then lastly we are going to solve focusing in on one framework concept at a time

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.

So really make sure you're building in that great space.

And then secondarily, transitions.

Make sure that you create really strong transitions that will also be critical for success.

So item two, Let's get right into the solution.

So we are going to go ahead and follow this CFAS method.

So I wanted to prompt with that.

As always, our fake interviewer is going to be Sue.

And I'm going to pretend like I'm speaking directly to Sue in this video.

And then lastly, let's just imagine that Sue is an unresponsive interviewer.

This is very common that they'll just look at you, stare at you and just see how you navigate that ambiguity.

So Let's go ahead and prompt the question one more time, and then we'll dive in.

Imagine you work in a place with a negative culture, What would you do about it?

How would you improve it?

Well, Sue, a few items I would want to clarify.

Before we dive in Is this negative culture only on my team or is this across the entire organization?

I Okay, well, a few other things that I'd be thinking through are

Has it always been this way or was this negative culture triggered by some form of an event, even something like COVID?

I would definitely want to understand where this is coming from.

Is it based on kind of leadership?

Is it more about the overall strategy, process and vision?

Or is this something related to benefits?

Definitely want to understand the size of the company.

Are we talking about a small, medium, or large company?

Is this my personal opinion or do other people feel this way?

And then lastly, I would want to know

if there had been any past and /or recent attempts to try and fix this situation.

Sue, can you clarify any of these items for me?

Okay, a few concepts we would want to focus on to solve this challenge are

We absolutely have to establish some really strong goals.

We want to look at that historical data because that historical data will lead and guide us.

We're gonna wanna bring in the critical stakeholders, focusing strongly on communication, always having that inclusivity lens,

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.

Now, of all those items, I think we should start with a really basic one in terms of communication.

But is there an area that you want to focus on, Sue?

Okay, why don't we get started by making a couple of assumptions?

Let's assume that this negative culture is across the board and it's somewhat facilitated,

almost supported by not only leadership but just people within the organization

and it's common knowledge and everybody kind of knows it and understands it.

Let's say that Basically, I've experienced this my entire time there.

Let's say I've been there for a year and let's call it a medium -sized org of like 500 people.

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,

but it just didn't really take it didn't really work.

So if we're going to start by focusing in on communication, let's set the right tone and mindset right away.

All communications should start by thinking with positive intent.

We didn't try to intentionally get to a negative culture.

that empathy is we have to create an environment of psychological safety.

This is a critical facet of communication that people feel like they have a safe space to speak.

So I'm going to reach out to my direct teammates and lead.

and we're gonna start the communication process.

So this is probably just scheduling one -to -ones.

We can make this pretty simplistic, do it all via video.

And I'm only gonna really focus in on two items.

I wanna come in with a listening mindset.

So come in and just kind of think about and see their observations.

Just listen to hear if they've built in any bias themselves.

And then the questions will all be focused around opportunities.

How can we create better ownership?

How can we create better alignment?

and then end each meeting with a mini action plan, and a commitment for me to keep them included in any next steps.

Sue, we could definitely go more in depth into the types of questions I would ask in these meetings.

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.

Is there any part that you prefer I focus on?

Yeah.

Okay, let's kind of flip over.

We talked a little bit about the what, right?

Which was part of your initial question.

Now let's focus a little bit on the how and let's really pivot and focus in on that training and education.

So We want to really capture and identify any themes from the conversations with both my teammates and anybody in leadership,

ideally just my direct lead.

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.

make sure that we do some form of live workshop.

It may have to be virtual.

I definitely want to make sure it's live.

If we can do it in person, that's going to be great.

and then bring in the exercises.

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.

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.

And this could allow us to focus in on maybe some like root causes, constraints.

And then also kind of just looking at the current policies and standards that we have in place.

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.

📺 उसी चैनल से

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इस पाठ के बारे में

इस पाठ में, आप एक संयुक्त और पिछले सांस्कृतिक माहौल को सुदृढ़ बनाने के लिए आवश्यक सवाल पूछने की कला सीखेंगे। आप समझेंगे कि नकारात्मक जनसंस्कृति का सामना कैसे किया जाए और इसे प्रभावी रूप से सुधारने के लिए किन मुद्दों पर ध्यान देना चाहिए। इस वीडियो में दिए गए उत्तर पद्धति और साक्षात्कार के सवालों को हल करने की प्रक्रिया से आपको अपने अंग्रेजी बोलने के कौशल में सुधार करने में मदद मिलेगी। यह अभ्यास आपको न केवल साक्षात्कार में, बल्कि रोजमर्रा की बातचीत में भी आत्मविश्वास से बोलने में सहायता करेगा।

मुख्य शब्दावली और वाक्यांश

संस्कृति: किसी संगठन का सदस्यों के व्यवहार और विचारों का समूह।
संवाद: किसी मुद्दे पर विचारों का आदान-प्रदान।
साक्षात्कार: किसी व्यक्ति के कौशल और अनुभव के बारे में पूछताछ करने की प्रक्रिया।
नकारात्मक: किसी चीज़ का नकारात्मक पहलू।
लक्ष्य: किसी विशेष उद्देश्य तक पहुँचने का प्रयास।
स्टेकहोल्डर: किसी प्रक्रिया में रुचि रखने वाला व्यक्ति या समूह।
समास: विचारों का संक्षेप में प्रस्तुतिकरण।
अवधारणाएँ: किसी स्थिति के बारे में निष्कर्ष निकालना।

अभ्यास टिप्स

जब आप इस वीडियो में दिए गए अंग्रेजी बोलने का अभ्यास करेंगे, तो शैडोइंग तकनीक का उपयोग करें। अंग्रेजी शैडोइंग आपके सुनने और बोलने के कौशल को बेहतर बनाने में अत्यंत प्रभावी है। यूट्यूब से अंग्रेजी सीखें और वीडियो की गति के साथ तालमेल बिठाते हुए बोलने की कोशिश करें। यहाँ कुछ टिप्स दिए जा रहे हैं:

वीडियो को धीमी गति पर चलाएँ ताकि आप स्पष्टता से शब्द सुन सकें।
हर वाक्य को एक बार सुनें और फिर उसे दोहराएँ, जिससे आप उच्चारण में सुधार कर सकें।
वीडियो के मूल भाव और स्वर को पकड़ने की कोशिश करें, ताकि आपकी बोलने की शैली में स्वाभाविकता आए।
शब्दों को सही ढंग से बोलने के लिए कई बार अभ्यास करें और आत्मसंतोष प्राप्त करें।
समय-समय पर स्टॉप करके अपनी प्रगति पर ध्यान दें और आवश्यकता पड़ने पर फिर से पीछे लौटें।

इन सलाहों का पालन करें और आप तेजी से अपनी अंग्रेजी बोलने की क्षमता में निखार लाएंगे। shadowspeak का अभ्यास करें और आत्मविश्वास के साथ संवाद करें।

इस वीडियो का व्याकरण

वक्ता जिन संरचनाओं का सबसे अधिक प्रयोग करता है, वीडियो के असली शब्दों के साथ:

संरचना	वीडियो में
Present perfect have/has + past participle — बीता हुआ काम जिसका असर अभी भी है	have talked · I've experienced · I've been
Passive voice be + past participle — ज़ोर इस पर कि क्या होता है, न कि कौन करता है	be focused · is needed

शैडोइंग तकनीक क्या है?

शैडोइंग (Shadowing) एक विज्ञान-समर्थित भाषा सीखने की तकनीक है जो मूल रूप से पेशेवर दुभाषिया प्रशिक्षण के लिए विकसित की गई थी। विधि सरल लेकिन शक्तिशाली है: आप मूल अंग्रेज़ी ऑडियो सुनते हैं और तुरंत इसे ज़ोर से दोहराते हैं — जैसे वक्ता की छाया 1-2 सेकंड की देरी से। शोध से पता चलता है कि यह उच्चारण सटीकता, स्वर, लय, जुड़ी हुई ध्वनियाँ, सुनने की समझ और बोलने की प्रवाहशीलता में काफ़ी सुधार करता है।

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शैडोइंग अभ्यास: Googleyness and Leadership Interview Question - वीडियो के साथ अंग्रेजी बोलना सीखें

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इस पाठ के बारे में

मुख्य शब्दावली और वाक्यांश

अभ्यास टिप्स

इस वीडियो का व्याकरण

शैडोइंग तकनीक क्या है?