跟讀練習: This Is Why Giving Your Boss Feedback Backfires - 通過影片學習英語口語

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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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為什麼要通過這個影片練習口語？

在職場中，與上司溝通反饋是一個重要的能力，但同時也是一個挑戰。通過觀看這個影片，我們不僅可以學習如何有效地給予反饋，還能提高英語口語能力和溝通技巧。這個影片提供了真實的職場情境，幫助我們理解哪些反饋是恰當的，以及如何在敏感情況下進行有效交流。通過模仿和反覆練習影片中的對話，學習者可以更加自如地在類似環境中表達自己的想法，從而提升自信心和表達能力。運用英語影子跟讀的方法，可以有效提高我們的發音和語調，使我們的英語更加流利。

語法與表達的語境分析

在影片中，有幾種關鍵表達結構對學習者特別有幫助：

  • Giving feedback - 提供反饋是這個影片的核心主題。學習者可以建立與之相關的句子，如“我認為您可以改善…”。
  • Personal vs Impersonal feedback - 影片中提到的個人和非個人反饋，可以幫助學習者理解如何在不同情況下進行表達。比如“您的管理風格影響了團隊表現。”
  • Establishing trust - 強調建立信任的重要性，有助於學習者在職場溝通中使用此類表達，例如“通過持續的支援，我希望能建立一種相互信任的關係。”

掌握這些邏輯和句型，能夠幫助學習者在實際應用中更好地表達觀點，提升溝通效果，達到更高的職業素養。同時，運用shadowspeak技巧跟隨影片內容練習，將有助於增強英語表達的自然度。

常見發音陷阱

影片中的某些詞彙和表達可能對英語學習者造成發音挑戰，其中包括：

  • Feedback - 這個詞常被髮音錯誤，可以練習清楚發出“fēd-bak”。
  • Catastrophic - 這個詞在快速對話中容易發錯，強調“ka-tuh-stro-fik”。
  • Performance - 考慮到其長度，學習者需注意音節分割，確保每個部分都發清楚。

通過看YouTube學英語，模仿影片中的發音和節奏，可以幫助學習者在練習過程中逐漸克服這些發音困難。

影片中的語法

說話人最常用的結構，並附上影片中的原話：

結構影片中的用法
現在完成時 have/has + 過去分詞 — 過去發生但與現在仍有關聯的事you've earned · I've made · have listened
被動語態 be + 過去分詞 — 強調發生了什麼，而不是誰做的be amazed · can be considered

什麼是跟讀法？

跟讀法 (Shadowing) 是一種有科學依據的語言學習技巧，最初開發用於專業口譯員的培訓，並由多語言者Alexander Arguelles博士普及。這個方法簡單而強大：您在聽英語母語原聲的同時立即大聲重複——就像是一個延遲1-2秒緊跟說話者的影子。與被動聽力或語法練習不同，跟讀法強迫您的大腦和口腔肌肉同時處理並模模擬實的講話模式。研究表明它能顯著提高發音準確性，語調，節奏，連讀，聽力理解和口語流利度——使其成為雅思口語備考和真實英語交流最有效的方法之一。

影子跟讀法: 閱讀完整分步指南 →