シャドーイング練習: Tell me a time You Handled a Difficult Situation (Interview Question) - 動画で英語スピーキングを学ぶ
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Having that perfect fairytale ending to the interview question, tell me about a difficult situation, challenge or conflict, and how you handled it, is sort of like saying,
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oh, I just work really hard when answering what's your biggest weakness.
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Both answers seem a little too good to be true.
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Unfortunately, a lot of good candidates fall into the trap of
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thinking a flawless conflict resolution is all that's required to pass this question.
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But as soon as the interviewer follows up with additional questions, that facade starts to crack and break because let's be real,
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very rarely are workplace conflicts so cleanly resolved.
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In this video, I'll show you how having a less than ideal outcome can still make for a powerful answer,
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share how we can apply learnings from Nelson Mandela to this interview question, and provide a full sample answer at the very end.
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So let's get started.
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Hi friends, welcome back to the channel.
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If you're new here, my name is Jeff, and we're all about practical career and interview tips.
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So if you're a current student or working professional, consider subscribing for more actual content.
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The key to coming up with a realistic
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and meaningful answer to the how did you handle a difficult situation interview question is to first understand
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that the interviewer is not looking for a perfect ending.
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Instead, you wanna show number one, you are able to listen to and accept other people's point of views even if you have already formed your own opinion.
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And number two, you're able to put the needs of the business above your own
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when a conflict does arise in the workplace.
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In a way, any outcome you end your answer with is simply a byproduct of how well you did those two things.
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Starting with the ability to hold your tongue and hear everyone else out.
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This is important because any hiring manager knows that workplace conflict is inevitable
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and in many cases necessary for a healthy team dynamic.
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I'll link a study published in the Harvard Business Review on that topic down below.
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And this is where the famous quote from Nelson Mandela comes in, be the last one to speak.
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In a professional context, especially one where a conflict is involved, good managers know that letting the other person feel heard is half the battle,
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even if that person's ideas are rejected in the end.
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So a core part of your answer to, tell me a time you dealt with conflict on the job, should involve some version of you asking the other party
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to expand on the reasons as to why they believe they are correct.
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Then you show that you have fully understood their point of view by paraphrasing the answer and repeating it back to them.
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This tells the interviewer you have generally tried to put yourself in their shoes.
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This part of your answer should fall under the action category of your overall structure, which we'll come back to in a little bit.
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By the way, please let me know down in the comments if you're getting value from this video so far.
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And while down there, make sure to click that like button three times as it would mean the world to me.
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Moving on to putting the needs of the business above your own.
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This part is more self-explanatory.
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The hiring manager needs to know
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that they're hiring a team player who's willing to put aside personal differences for the sake of the organization.
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To put it bluntly, are you willing to let your pride take a hit to show
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that you can take the high road and be a professional?
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To convey this point effectively, you pinpoint the exact moment where all parties involved are at the most risk of losing face.
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Then show how you deescalate the situation by providing a platform for everyone to step down on.
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Common best practices here include suggesting a cool off period and revisiting the situation a day after,
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or even acknowledging the other direction or idea has more merits than your own and could potentially be a better solution.
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This part of your answer should be under the result category of your overall structure
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and should clearly show how the broader team or business benefited as a result of your actions.
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At this point, many of my regular viewers will know the answer structure I'm referring to.
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Yes, I am talking about a good old buddy, Carl.
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Context, action, results, and learnings.
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I've done a whole video on why Carl is a superior answer structure to the STAR method, so make sure to check that out if you haven't already.
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While context and learnings play a complementary role for this specific compared to the more important action and results pillars.
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There are several pro tips I can share here as well.
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The context part of your answer should mention a relevant conflict you might realistically face in the new role you're applying for.
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For example, if you're applying for a job in a technology company where the team structures are relatively flat,
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a meaningful conflict is how you try to influence others without authority and the challenges that you faced.
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For the learnings part, this is simply an opportunity for you to recap what you did, explain why it was a correct course of action in that instance,
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and what you would do in a similar situation next time.
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Putting all this together, here's your sample answer you can reference.
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Hopefully you'll be able to see that even though the result was less than perfect, it makes for a very convincing and meaningful answer.
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Okay, Jeff, could you please tell me about a difficult work situation and how you handled it? Of course.
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So a few weeks ago, a colleague on another team approached me asking for my help.
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She had just developed a new training program for our clients
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and she wanted to leverage some of the content my team had created.
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Usually this wouldn't be a problem, but we found out very quickly that because she had her own program landing page and we had ours,
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having the same content on both our platforms would have caused confusion for our users.
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Because there were clearly some synergies between our projects, we decided to sit down
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and having brainstorming session to figure out how we can help her achieve her goals without completely changing our existing infrastructure.
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Over the course of two days, I asked her a series of questions that helped us map out the user journey for her clients and mine.
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She was actually surprised I took the time to do this
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because usually other team members would just tell her yes or no based on her initial proposal.
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Unfortunately, even after two days, we were unable to figure out a good solution without having to deprecate one of our landing pages.
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So we agreed to consult a manager who had experience in this area.
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The manager acknowledged this was a tricky situation, and after referencing a similar project that she's worked on in the past, she gave us a solution
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that involved directing some of my existing users to my colleague's platform that will only host more advanced content.
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While this meant less traffic to my colleague and myself in the short term, this was clearly beneficial to the end user,
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and we kept the same content from showing up on two different platforms.
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Looking back, while we did need to consult a manager for this particular situation, I was pretty proud of how we exhausted all our options before exploring alternatives.
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We learned a lot from that user mapping exercise, and we actually came up with new ideas during the brainstorm sessions.
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And it taught me that next time, it's probably smart to involve a third party with experience in that area, right from the beginning, to be more efficient.
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As you can see, the candidate, who is surprisingly handsome, did a good job on both one and two.
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He first showed that he was open to hearing new perspectives, even if it meant extra work, and then was willing to suffer a short-term loss for the benefit of the client and business.
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If you're interviewing right now, feel free to check out my playlist on comment interview questions and answers that I'll link right there, and make sure to subscribe if you haven't already.
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See you on the next video.
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In the meantime, have a great one.
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この動画で身につける3つのスピーキングスキル
「困難な状況をどう処理したか」という面接質問に答える際、リアルな物語を組み立てる技術、相手の視点を尊重する表現、ビジネスのニーズを優先する発言の仕方を身につけます。完璧な結末を誇張するのではなく、「聞くこと」と「チームワーク」の重要性を伝える方法が学べます。
聞き取りに注意すべき発音ポイント
動画の中では、connected speech（連結発音）が多く使われています。例えば「tell me about a」が「tell me 'bout a」となるように、単語間の音がつながり、「about」が「'bout」に短縮されます。また、「a lot of」は「a lotta」と発音されることがあり、「wanna」（want to）や「gonna」（going to）などの略語も頻繁に登場します。これらのリンキングやリダクションを覚えることで、ネイティブのような流暢な発音が身につきます。
ネイティブのように話すコツ
リズムとストレスを真似ることが重要です。動画のスピーカーは、キーワード（例えば「listen」「business needs」「conflict」）を強調し、その前後を軽く話すことで、メッセージの重点を明確にしています。また、「So let's get started」のようなフレーズでは、「So」を軽く、「let's」を少し強調することで、親しみやすい雰囲気を作り出しています。shadowing siteやYouTubeで英語学習をする際は、このリズムを追いながら繰り返し練習すると効果的です。「shadow speak」の技術を使えば、自然な発音とイントネーションが急速に向上します。
この動画を使って、「shadowspeak」や「shadowspeaks」の練習を積めば、面接で自信を持って話せるようになるだけでなく、日常のコミュニケーションもスムーズになります。少しずつ練習して、ネイティブ並みの表現力を手に入れましょう！
シャドーイングとは？英語上達に効果的な理由
シャドーイング（Shadowing）は、もともとプロの通訳者養成プログラムで開発された言語学習法で、多言語習得者として知られるDr. Alexander Arguelles によって広く普及されました。方法はシンプルですが非常に効果的：ネイティブスピーカーの英語を聞きながら、1〜2秒の遅延で声に出してすぐに繰り返す——まるで「影（shadow）」のように話者を追いかけます。文法ドリルや受動的なリスニングと異なり、シャドーイングは脳と口の筋肉が同時にリアルタイムで英語を処理・再現することを強制します。研究により、発音精度、抑揚、リズム、連音、リスニング力、そして会話の流暢さが大幅に向上することが確認されています。IELTSスピーキング対策や自然な英語コミュニケーションを目指す方に特におすすめです。