跟读练习: The Psychology of Career Decisions | Sharon Belden Castonguay | TEDxWesleyanU - 通过YouTube学习英语口语
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Rebekah Kelley Reviewer Recently, I was forced to assume an alternate identity.
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Rebekah Kelley Reviewer Recently, I was forced to assume an alternate identity.
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It started with this cane.
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I suffered a knee injury,
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and while I will soon have surgery and be able to walk normally again,
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my orthopedist assures me that my running days are over.
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Now, for those of you who only run when chased,
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you may be thinking, what a stroke of luck!
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Look, a doctor-sanctioned excuse not to work out.
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But since taking up running after college,
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it's become more than just a pastime for me,
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but part of who I am.
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Runner has become one of my identities,
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and giving up that identity has turned out to be more painful than the injury itself.
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Now, like everybody, I have a lot of identities.
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I am a woman, a mother,
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an American, a proud native of Rhode Island.
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I've had a number of professional identities in my life.
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Tour guide, camp counselor, school teacher,
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graduate student in developmental psychology, podcast host, career counselor.
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And it is through my career counseling practice that I've come to recognize how personal identities can affect and create professional identities.
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I'm going to talk a little bit more about how and why this is so,
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but first I'd like to address why it's important.
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According to Gallup, 87% of employees worldwide are not engaged in their work.
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There are a lot of people who study this phenomenon,
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largely because it has a pretty substantial effect on the bottom line.
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Now, the organizations and consultants that study this tend to look at the external factors for why people are not engaged.
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Things like office culture or wages.
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As a career counselor I'm more interested in internal reasons like
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why someone chose a particular line of work in the first place.
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And my field of career development has looked at this somewhat differently over time.
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Of course throughout much of human history people didn't actually choose a line of work.
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You basically did whatever your parents did and what you did for a living was prescribed by where you were from,
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your gender, and your social class.
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But during the first and second industrial revolutions,
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as people started moving from the farms into the cities,
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the world of work broadened.
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And the very first career counseling office opened in 1908.
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The Vocational Bureau was located in Boston's North End neighborhood
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and served the local community free of charge to help them navigate this new world of work.
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They interviewed them extensively about their backgrounds,
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skills, and interests, and provided background about local employers.
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Now obviously this wasn't a particularly widespread phenomenon,
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but the military started to take an interest in their work.
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They needed to figure out a way of putting workers placed
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into jobs to help serve the war efforts during World War I and World War II.
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And by the Second World War,
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they had a lot of psychologists that they had hired to develop tests specifically for this purpose.
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Some of these tests are actually still used today in various forms and it's possible that some of you have taken them,
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maybe through a high school guidance counselor or through an employer.
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Now by the time I started in the field of career counseling in the late 90s,
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we were in the midst of the third industrial revolution, the digital age.
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And the testing industry was still alive and well,
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but by then a new paradigm had emerged that held
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that what we really needed to be concerned about was our clients' passions.
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Do what you're passionate about and you'll never work a day in your life, right?
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I remember early on attending a professional development session with a
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woman who was considered one of the biggest names in my field,
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a very successful author.
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She told the story of a client with whom she had worked who was really difficult simply
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because she didn't have any clearly articulated passions.
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Finally, one day in desperation,
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the counselor said to her,
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give me a sense of something you're interested in, anything at all.
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The woman kind of shrugged somewhat sheepishly and said,
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well, I've always been kind of interested in gorillas.
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Triumphant, the counselor announced that she had gone on to work for a local zoo,
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and voila, problem solved, passion wins.
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Now at the time, I was working with business students who,
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generally speaking, were not interested in gorillas.
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In fact, I found that the dirty little secret of most MBAs was
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that they had gone back to school because they didn't like their first jobs out of college.
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And they were looking for a socially acceptable way of hitting the restart button.
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If I suggested to them that they should find their passion,
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they would respond that they were tens of thousands of dollars in debt
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and that while they were interested in finding a good professional fit,
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they were primarily interested in generating a paycheck.
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Now over the last 10
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or 15 years there's actually been quite a bit of pushback around the idea of passion dictating career decisions.
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And there's a couple of reasons for why this is.
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One is that most people have no earthly idea what their passions are.
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But another reason for this pushback comes from fear of the fourth Industrial Revolution.
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What difference does it make if we're passionate about something if artificial intelligence is going to take away all the jobs?
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Even those who embrace our robot overlords will admit that no one really knows what the jobs are going to be 20,
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10, even five years down the So how do we help people navigate career decisions in this new world order?
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One potential framework that has emerged from this conversation comes actually from the field of design.
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The design thinking process holds that designers work with clients to really get to know them well,
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understand their problems, help define them.
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They work with them to brainstorm possible ideas and prototypes and then test out possible solutions.
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Those who are proponents of applying design thinking to career decision making
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holds that people who are working today will need to go through a lot of different iterations for the jobs
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that they do.
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They might have to try on many different selves and avoid prematurely foreclosing on any one area.
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The problem with that is that most people don't have the self-awareness to do that well.
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Most people don't take the time to figure out who they are before making a decision about what they want to be.
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Now, if there's one thing that we have learned from the fields of behavioral economics
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and psychology in recent years is that we as humans are not nearly as rational as we thought we were.
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For example, we are predisposed to make bad financial decisions,
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like spending too much money today and not saving enough for our future selves to enjoy retirement.
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I suggest that we are just as irrational about making career decisions.
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Let me give you an example.
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A number of years ago,
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I was working with a law student.
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She came into my office very upset.
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She had just received her grades for the year and realized
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that she had done so poorly
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that she was going to be locked out of the jobs
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that would pay her the kind of salary that was going to be necessary to pay back her considerable law school loans.
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As she sat there sobbing in my office,
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she admitted that she simply did not like the study of law.
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So I said to her,
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well, what made you decide to go to law school?
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Because I didn't want to go to medical school.
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Ladies and gentlemen of the jury,
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I submit to you that most people do not make career decisions rationally,
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but rather based on deeply held,
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often unconscious biases that they receive from their social surround.
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They're highly influenced by their parents,
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their peers, their local communities.
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And they internalize a lot of these biases that they see around them,
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and they tend to then follow others into things that they have done as well.
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They also tend to internalize messages that they are receiving from their local and national cultures,
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particularly around personal identities like gender,
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race, religion, or socioeconomic status,
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and will tend to either embrace or foreclose on options accordingly,
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particularly if they anticipate barriers for success.
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And let's acknowledge that a lot of people do face barriers to success,
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particularly along the lines of gender,
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race, religion, socioeconomic status, sexual orientation.
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But this is exactly why I think self-awareness is so important.
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Because not only can it help us not internalize these biases that are coming from culture,
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but also help keep us from making false assumptions about others when it comes time for us to do the hiring.
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What is tricky is that each of us,
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as individuals, will internalize and make decisions about the hiring.
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upon a lot of these unconscious as well as conscious personal identities at different times throughout our lives.
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And this is going to be constantly in flux.
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For those of you who are more quantitatively oriented,
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allow me to present this as an equation.
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With career identity being the sum of every possible identity you could have,
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all influencing you in different ways in different periods of time,
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a lot of it unconscious.
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But I will admit this is not my favorite analogy.
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I tend to think of all of those individual variables,
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all of those identities coming together as not an equation but as a script,
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a deeply personal life and career narrative that tells the story of who we are and guides our decisions.
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This is why in the fourth industrial revolution,
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we cannot program computers to make career decisions for us.
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A script is deeply personal,
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but we also must learn not to just follow it to the letter.
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We must learn to understand it and question it.
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Your script is iterative.
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And like any writing process,
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it's likely to be messy.
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I urge you to embrace that messiness.
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Own your story and don't let others write it for you.
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And know that this process has always been messy.
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If one of my identities is former runner,
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another of my identities is liberal arts college graduate,
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and as such I cannot end a presentation without including a quote from a dead white guy.
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So I offer you this from Cicero to underscore that throughout time,
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this is the most difficult problem in the world.
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Thank you very much.
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背景与背景
本视频由Sharon Belden Castonguay主讲，她在职业咨询领域有丰富的经验。她提到自己因膝盖受伤而不得不面对身份的改变，作为一个热爱跑步的人，这个转变让她感到更痛苦的不只是肉体上的伤痛，而是失去作为“跑者”的身份。Castonguay探讨了个人身份如何影响职业选择，并强调在职业咨询中内部因素的重要性，比如人们为何选择某种职业的原因。这一现象在全球层面都有反映，87%的员工在工作中并未感到投入。因此，认识到个人身份与职业选择的关系，对于职场的健康与发展十分重要。
日常交流的五个重要短语
- 职业身份（Professional Identity） - 理解自己选择的岗位如何与个人身份相关。
- 工作投入（Employee Engagement） - 衡量员工在工作中的参与度。
- 内在动机（Intrinsic Motivation） - 探索人们为何从事特定工作的心理原因。
- 职业规划（Career Counseling） - 在选择职业时所需考虑的步骤与建议。
- 身份转变（Identity Shift） - 了解如何面对和适应职业转变带来的挑战。
逐步影子练习指南
要在这段视频中提高您的英语口语能力，可以使用影子练习（shadow speak）的方法。以下是具体的步骤：
- 选择时段：首先，选择一小段内容，2-3分钟较为合适。
- 聆听与理解：观看视频并仔细听讲者的发音与语调。可以反复播放，确保掌握每个词汇与短语的使用。
- 慢读模仿：尝试逐句模仿讲者，注意音调、语速和停顿。可以借助影子网站（shadowing site）来获取文本和视频。
- 重复与回顾：每天抽出一些时间重复这些句子，适时回顾之前的学习内容，加深记忆。
- 运用到实际：尝试在日常生活中使用学到的短语，不仅能够提升口说能力，还能够增强自信心。
通过影子发言（shadowspeak）的练习，您将在英语口语表达上取得显著的进步，同时对职业相关的主题有更深的理解与应用。这不仅能帮助您提高语言能力，同时也能增强对自己职业身份的认识。
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。