跟读练习: Googleyness and Leadership Interview Question - 通过视频学习英语口语
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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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为什么要通过这个视频练习口语？
在学习英语的过程中，练习口语尤为重要，尤其是在面对开放性问题时，如本视频中的“想象你在一个负面文化的地方工作，你会怎么做？”通过此类问题，学习者可以锻炼自己的思维组织能力和表达能力。观看这样的 看YouTube学英语 视频，可以帮助你在真实的对话场景中提高自信。更重要的是，通过 英语口语练习，你能够学会在复杂环境下如何有效沟通，增强自己的 shadow speech 技能。
语法与表达分析
在本视频中，演讲者使用了一些关键的结构来回答问题，这些结构对提升英语口语能力至关重要：
- 澄清问题: 演讲者提到“在展开之前，我想澄清几点。”这种方式能够帮助听众理解问题的细节。
- 假设设定: 使用“假设我们在一个小型公司”来建立情境，这可以帮助你在答题时组织思路。
- 强调目标: 演讲者指出“我们需要设定明确的目标。”这种表达方式强调了目标导向的重要性，在口语表达中运用能够显得更加专业。
常见发音陷阱
在这个视频中，有些词汇和短语可能会对英语学习者造成发音上的挑战。例如：
- “culture” （文化）: 这个词常常会被误读。确保在发音时强调字母“u”的发音。
- “negative” （消极的）: 注意发音时要清晰，不要将其和“neglect”（忽视）混淆。
- “stakeholders” （利益相关者）: 这个词相对较长，练习时要将每个音节清晰发出。
通过练习 英语影子跟读 技巧，你可以更好地掌握这些发音，提升口语流利度。
视频中的语法
说话人最常用的结构，并附上视频中的原话：
| 结构 | 视频中的用法 |
|---|---|
| 现在完成时 have/has + 过去分词 — 过去发生但与现在仍有关联的事 | have talked · I've experienced · I've been |
| 被动语态 be + 过去分词 — 强调发生了什么，而不是谁做的 | be focused · is needed |
什么是跟读法？
跟读法 (Shadowing) 是一种有科学依据的语言学习技巧，最初开发用于专业口译员的培训，并由多语言者Alexander Arguelles博士普及。这个方法简单而强大：您在听英语母语原声的同时立即大声重复——就像是一个延迟1-2秒紧跟说话者的影子。与被动听力或语法练习不同，跟读法强迫您的大脑和口腔肌肉同时处理并模仿真实的讲话模式。研究表明它能显着提高发音准确性，语调，节奏，连读，听力理解和口语流利度——使其成为雅思口语备考和真实英语交流最有效的方法之一。