Prática de Shadowing: This Is Why Giving Your Boss Feedback Backfires - Aprenda a falar inglês com vídeo

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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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Por que praticar a fala com este vídeo?

Praticar a fala em inglês com vídeos, como o que discutimos, é uma maneira eficaz de melhorar sua fluência. Ao aprender a dar feedback, não apenas você desenvolve habilidades essenciais de comunicação, mas também se familiariza com expressões comuns no ambiente de trabalho. A prática de conversação em inglês desempenha um papel fundamental em reforçar o entendimento do idioma de maneira prática e contextualizada.

Além disso, trabalhar com conteúdo audiovisual é uma excelente forma de expor-se a diferentes estilos de fala e interações. O vídeo apresenta um contexto relevante e real que pode aparecer em conversas no escritório, tornando a prática ainda mais significativa ao incorporar situações do dia a dia. Ao repetir as falas, você tem a chance de não apenas ouvir, mas também internalizar as estruturas linguísticas apresentadas.

Gramática e Expressões em Contexto

  • Feedback: A palavra "feedback" é um exemplo de como a linguagem técnica é integrada ao inglês cotidiano. Aprender a usá-la apropriadamente é essencial ao discutir desempenho no trabalho.
  • Crítica construtiva: O conceito de dar feedback de forma construtiva é central no vídeo. Frases como "é importante saber como abordar seu chefe" refletem a importância do tom e da escolha das palavras nas interações profissionais.
  • Ponto de vista: Expressões que ajudam a estruturar sua opinião, como "se você quer..." ou “se você optar por...”, são úteis quando deseja apresentar suas ideias de maneira clara e respeitosa na prática de conversação em inglês.
  • Exemplos práticos: Estruturas que incluem "é necessário", "deve-se considerar" permitem que você maior flexibilidade na construção de frases e na apresentação de argumentos.

Armadilhas Comuns de Pronúncia

Um dos maiores desafios no aprendizado de inglês é a pronúncia correta de certas palavras e expressões. No vídeo, você pode notar como algumas palavras podem ser pronunciadas de maneira diferente, dependendo do sotaque. Por exemplo, a palavra "feedback" pode ser tentadora para errar se não praticada corretamente.

Outra armadilha é a expressão "career-limiting move", que pode ser difícil devido à combinação de sons. Tente praticar em voz alta, prestando atenção na fluência e na entonação. Ao se concentrar na melhorar a pronúncia em inglês, você não apenas aprende vocabulário útil mas também desenvolve uma fala mais natural e confiante.

Incorporar o shadow speech na sua rotina pode te ajudar a superar essas barreiras de pronúncia, permitindo que você repita e compare sua fala com a do orador original. Utilize nosso shadowing site para maximizar sua prática!

Gramática neste vídeo

As estruturas que o falante mais usa, com as palavras exatas do vídeo:

EstruturaNo vídeo
Present perfect have/has + particípio passado — uma ação passada que ainda importa agorayou've earned · I've made · have listened
Voz passiva be + particípio passado — o foco está no que acontece, não em quem fazbe amazed · can be considered

O que é a Técnica de Shadowing?

Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.

Técnica de shadowing: leia o guia completo passo a passo →