쉐도잉 연습: Googleyness and Leadership Interview Question - 영상으로 영어 말하기 배우기
레슨 만드는 중...
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Imagine you work in a place with a negative culture.
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what would you do about it and how would you improve it?
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This is an interview question from Google.
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And specifically where this interview question would show up is in your Googliness and leadership interview.
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And while the G &L interviews tend to be behavioral, Not all of those questions will be behavioral.
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You could face an open -ended, hypothetical question like this one.
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And in this video, we're going to dive right into the weeds of how you can have success answering this type of question.
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So item one is CFAS.
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And yes, we have talked about this a lot of times.
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CFAS is the preferred method you want to use when you get any open -ended or hypothetical question.
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And simply put, you just want to present some clarifying questions to the question.
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Think either or, or yes or no, that's true clarification.
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Then, we want to present just a few high level concepts that are going to help narrow our
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for the solution
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so think with the framework really high level then we're going
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to make just a few assumptions to really narrow our focus
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and create great visuals for our audience
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and then lastly we are going to solve focusing in on one framework concept at a time
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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.
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So really make sure you're building in that great space.
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And then secondarily, transitions.
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Make sure that you create really strong transitions that will also be critical for success.
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So item two, Let's get right into the solution.
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So we are going to go ahead and follow this CFAS method.
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So I wanted to prompt with that.
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As always, our fake interviewer is going to be Sue.
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And I'm going to pretend like I'm speaking directly to Sue in this video.
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And then lastly, let's just imagine that Sue is an unresponsive interviewer.
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This is very common that they'll just look at you, stare at you and just see how you navigate that ambiguity.
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So Let's go ahead and prompt the question one more time, and then we'll dive in.
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Imagine you work in a place with a negative culture, What would you do about it?
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How would you improve it?
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Well, Sue, a few items I would want to clarify.
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Before we dive in Is this negative culture only on my team or is this across the entire organization?
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I Okay, well, a few other things that I'd be thinking through are
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Has it always been this way or was this negative culture triggered by some form of an event, even something like COVID?
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I would definitely want to understand where this is coming from.
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Is it based on kind of leadership?
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Is it more about the overall strategy, process and vision?
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Or is this something related to benefits?
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Definitely want to understand the size of the company.
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Are we talking about a small, medium, or large company?
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Is this my personal opinion or do other people feel this way?
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And then lastly, I would want to know
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if there had been any past and /or recent attempts to try and fix this situation.
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Sue, can you clarify any of these items for me?
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Okay, a few concepts we would want to focus on to solve this challenge are
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We absolutely have to establish some really strong goals.
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We want to look at that historical data because that historical data will lead and guide us.
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We're gonna wanna bring in the critical stakeholders, focusing strongly on communication, always having that inclusivity lens,
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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.
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Now, of all those items, I think we should start with a really basic one in terms of communication.
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But is there an area that you want to focus on, Sue?
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Okay, why don't we get started by making a couple of assumptions?
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Let's assume that this negative culture is across the board and it's somewhat facilitated,
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almost supported by not only leadership but just people within the organization
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and it's common knowledge and everybody kind of knows it and understands it.
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Let's say that Basically, I've experienced this my entire time there.
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Let's say I've been there for a year and let's call it a medium -sized org of like 500 people.
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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,
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but it just didn't really take it didn't really work.
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So if we're going to start by focusing in on communication, let's set the right tone and mindset right away.
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All communications should start by thinking with positive intent.
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We didn't try to intentionally get to a negative culture.
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that empathy is we have to create an environment of psychological safety.
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This is a critical facet of communication that people feel like they have a safe space to speak.
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So I'm going to reach out to my direct teammates and lead.
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and we're gonna start the communication process.
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So this is probably just scheduling one -to -ones.
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We can make this pretty simplistic, do it all via video.
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And I'm only gonna really focus in on two items.
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I wanna come in with a listening mindset.
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So come in and just kind of think about and see their observations.
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Just listen to hear if they've built in any bias themselves.
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And then the questions will all be focused around opportunities.
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How can we create better ownership?
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How can we create better alignment?
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and then end each meeting with a mini action plan, and a commitment for me to keep them included in any next steps.
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Sue, we could definitely go more in depth into the types of questions I would ask in these meetings.
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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.
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Is there any part that you prefer I focus on?
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Yeah.
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Okay, let's kind of flip over.
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We talked a little bit about the what, right?
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Which was part of your initial question.
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Now let's focus a little bit on the how and let's really pivot and focus in on that training and education.
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So We want to really capture and identify any themes from the conversations with both my teammates and anybody in leadership,
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ideally just my direct lead.
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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.
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make sure that we do some form of live workshop.
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It may have to be virtual.
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I definitely want to make sure it's live.
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If we can do it in person, that's going to be great.
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and then bring in the exercises.
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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.
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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.
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And this could allow us to focus in on maybe some like root causes, constraints.
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And then also kind of just looking at the current policies and standards that we have in place.
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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.
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And more importantly, we not only learn it for ourselves, but we figure out maybe some opportunities for some repeatability.
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And this will require another strong action plan with great documentation, tracking, we want to be really transparent,
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and then just creating that system for ongoing support, whether that's coaching, mentorship, whatever is needed to ensure of the training.
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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.
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Do you have any preference or anything else you'd like me to focus on?
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Okay, in order to really get into the success of changing around a negative culture, We need this communication and training and education piece.
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And while this is an urgent item, we'll probably need to spend, I would say, about two to four weeks,
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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.
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And I want to take all this information and then I want to create some form of short slide deck.
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Let's think, maybe three slides, something like that.
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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.
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I'd first roll this up to my lead.
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And then I look for support just within my own leadership chain.
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And the purpose of this presentation
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is to demonstrate how we were able to make a small cultural shift
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and have enough of a timeline and data to show what we did.
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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,
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like one small group at a time.
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The presentation is going to be super simplistic.
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It's going to be that three slides, five minutes to just present and then five minutes of Q &A. And then
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The last piece I just would want to focus in on
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for measuring success would be focusing in on any kind of celebration,
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recognition of both teams and individuals and build that strong survey cadence.
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The surveys are going to be critical to make sure that we're keeping everything on track.
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Sue, I am happy to dive deeper into these success metrics.
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any of the initial concepts I mentioned or any other area that you'd like to focus on for success. And that's it.
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I wish you the best of luck with these types of questions.
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They are tricky, but focus on these items and you'll do great.
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Thanks.
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이 비디오로 말하기 연습을 해야 하는 이유는?
이 비디오는 구글 인터뷰에서 자주 등장하는 복잡한 열린 질문을 다루고 있습니다. 이러한 질문에 답변하면서 필요한 논리적 사고를 기르고, 구체적인 사례를 통해 반응하는 연습을 할 수 있습니다. 영어 회화 연습을 통해 실제 상황에서 자연스럽게 대화할 수 있는 능력을 키우는 것이 중요합니다. 이러한 연습은 구글의 '구글리니스'와 리더십을 평가하기 위한 중요한 단계로, 당신의 커뮤니케이션 기술을 향상시킬 수 있습니다.
문맥 속의 문법과 표현
비디오에서 특히 주목할 만한 몇 가지 문법 구조와 표현은 다음과 같습니다:
- Imagine you work...: 가정법을 사용하여 가상 상황을 설명합니다. 이런 표현은 상대방에게 상황을 이해시키는 데 도움을 줍니다.
- What would you do about it?: 조건문 형태로 문제를 해결하기 위한 대안을 제시할 수 있는 기회를 만듭니다.
- Can you clarify any of these items for me?: 상대방에게 추가 정보를 요청함으로써 대화를 원활하게 이어갈 수 있는 방법입니다.
이러한 문법적 구성은 shadowspeaks 같은 유튜브 영어 공부 영상에서도 자주 접하며, 실제 대화에 유용한 표현들이므로 반드시 연습하는 것이 좋습니다.
영어 발음 교정 시 유의할 발음 함정
비디오 속 발음 중 특히 주의해야 할 부분은 다음과 같습니다:
- Negative culture: '네거티브'의 강세 표현이 자연스럽지 않게 들릴 수 있으므로 주의가 필요합니다.
- Clarify: 이 단어는 모음과 자음의 조화가 중요합니다. 발음 연습 시 강세에 유의하여 발음해야 합니다.
- Stakeholders: '스테이크홀더스'와 같은 긴 단어는 발음할 때 흐름이 끊길 수 있으므로 연습이 필요합니다.
이러한 발음을 정확히 신경 쓰는 것은 영어 발음 교정에 크게 도움이 되며, 연습을 통해 자연스러움을 더할 수 있습니다.
이 영상의 문법
화자가 가장 많이 쓰는 문형을 영상 속 실제 표현과 함께 정리했습니다.
| 문형 | 영상 속 표현 |
|---|---|
| 현재완료 have/has + 과거분사 — 과거의 일이 지금도 관련이 있을 때 | have talked · I've experienced · I've been |
| 수동태 be + 과거분사 — 누가 하는지보다 무슨 일이 일어나는지에 초점 | be focused · is needed |
쉐도잉이란? 영어 실력을 빠르게 키우는 과학적 방법
쉐도잉(Shadowing)은 원래 전문 통역사 훈련을 위해 개발된 언어 학습 기법으로, 다언어 학자인 Dr. Alexander Arguelles에 의해 대중화된 방법입니다. 핵심 원리는 간단하지만 매우 강력합니다: 원어민의 영어를 들으면서 1~2초의 짧은 지연으로 즉시 소리 내어 따라 말하는 것——마치 '그림자(shadow)'처럼 화자를 따라가는 것입니다. 문법 공부나 수동적인 청취와 달리, 쉐도잉은 뇌와 입 근육이 동시에 실시간으로 영어를 처리하고 재현하도록 훈련합니다. 연구에 따르면 이 방법은 발음 정확도, 억양, 리듬, 연음, 청취력, 말하기 유창성을 크게 향상시킵니다. IELTS 스피킹 준비와 자연스러운 영어 소통을 원하는 분들에게 특히 효과적입니다.