Pratica di Shadowing: This Is Why Giving Your Boss Feedback Backfires - Impara a parlare inglese con i video
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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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Contesto e Sfondo
Nel video "This Is Why Giving Your Boss Feedback Backfires", l'autore condivide esperienze personali riguardo alla difficoltà di fornire feedback ai propri superiori. Attraverso la sua carriera trentennale, ha osservato come la mancanza di comunicazione e comprensione possa portare a situazioni disastrose nel contesto lavorativo. È evidente che non tutti i capi sono grandi leader, e spesso, i dipendenti si trovano in una posizione scomoda, cercando di navigare le dinamiche complicate delle loro relazioni lavorative. La comunicazione è fondamentale per migliorare queste relazioni, ed è essenziale capire quando e come dare feedback, separandolo in due categorie: impersonale e personale.
Top 5 Frasi per la Comunicazione Quotidiana
- “Posso darti un suggerimento su come gestire questo progetto?” - Un esempio di feedback impersonale che riguarda le decisioni.
- “Credo che il tuo approccio potrebbe essere migliorato che ne pensi?” - Un modo per avvicinarsi al feedback personale senza essere troppo diretto.
- “Ho notato che questo metodo non ha funzionato, potremmo discuterne?” - Utile per aprire un dialogo costruttivo.
- “Sei riuscito a tenere sotto controllo i vincoli delle risorse?” - Un feedback impersonale mirato a migliorare le performance.
- “Ritengo che alcune tue azioni possono influenzare la squadra negativamente.” - Questa frase tocca il comportamento personale, ma con tatto.
Guida Passo-Passo al Shadowing
Per affrontare le sfide comunicative presentate nel video, il technique del shadowing in inglese può rivelarsi estremamente utile. Ecco un approccio passo dopo passo per padroneggiare il contenuto e migliorare la tua capacità di feedback attraverso shadowspeak e shadow speech:
- Ascolta attentamente: Riproduci il video e segui i dialoghi, prestando attenzione alla pronuncia e al ritmo del relatore.
- Ripeti ad alta voce: Usa la tecnica del shadowing, cercando di imitare il relatore subito dopo che ha parlato. Questo aiuta a migliorare la tua fluidità.
- Annota frasi chiave: Prendi nota delle frasi più efficaci per dare feedback e prova a usarle nel tuo contesto lavorativo.
- Simula una conversazione: Trova un partner di pratica e cerca di utilizzare le frasi annotate nella tua comunicazione.
- Richiedi feedback: Dopo aver esercitato, chiedi al tuo partner di darti un riscontro sulle tue abilità comunicative e sulla tua capacità di dare feedback.
Utilizzando queste tecniche, migliorerai non solo il tuo inglese, ma anche la tua capacità di dare feedback in modo costruttivo e professionale, trasformando le potenziali career-limiting moves in opportunità di crescita.
La grammatica di questo video
Le strutture che chi parla usa di più, con le parole esatte del video:
| Struttura | Nel video |
|---|---|
| Present perfect have/has + participio passato — un’azione passata che conta ancora adesso | you've earned · I've made · have listened |
| Forma passiva be + participio passato — conta ciò che accade, non chi lo fa | be amazed · can be considered |
Cos'è la tecnica dello Shadowing?
Shadowing è una tecnica di apprendimento delle lingue supportata da studi scientifici, originariamente sviluppata per la formazione dei traduttori professionisti e resa popolare dal poliglotta Dr. Alexander Arguelles. Il metodo è semplice ma potente: ascolti un audio in inglese di madrelingua e lo ripeti immediatamente ad alta voce — come un'ombra che segue il parlante con un ritardo di solo 1–2 secondi. A differenza dell'ascolto passivo o degli esercizi di grammatica, lo shadowing costringe il tuo cervello e i muscoli della bocca a elaborare e riprodurre simultaneamente i modelli di discorso reale. La ricerca dimostra che migliora significativamente la precisione della pronuncia, l'intonazione, il ritmo, il discorso connesso, la comprensione dell'ascolto e la fluidità del parlato — rendendolo uno dei metodi più efficaci per la preparazione alla prova di speaking dell'IELTS e per la comunicazione reale in inglese.