跟读练习: This Is Why Giving Your Boss Feedback Backfires - 通过视频学习英语口语

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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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为什么要通过这个视频练习口语？

在职场中，与上司沟通反馈是一个重要的能力，但同时也是一个挑战。通过观看这个视频，我们不仅可以学习如何有效地给予反馈，还能提高英语口语能力和沟通技巧。这个视频提供了真实的职场情境，帮助我们理解哪些反馈是恰当的，以及如何在敏感情况下进行有效交流。通过模仿和反复练习视频中的对话，学习者可以更加自如地在类似环境中表达自己的想法，从而提升自信心和表达能力。运用英语影子跟读的方法，可以有效提高我们的发音和语调，使我们的英语更加流利。

语法与表达的语境分析

在视频中，有几种关键表达结构对学习者特别有帮助：

  • Giving feedback - 提供反馈是这个视频的核心主题。学习者可以创建与之相关的句子，如“我认为您可以改善…”。
  • Personal vs Impersonal feedback - 视频中提到的个人和非个人反馈，可以帮助学习者理解如何在不同情况下进行表达。比如“您的管理风格影响了团队表现。”
  • Establishing trust - 强调建立信任的重要性，有助于学习者在职场沟通中使用此类表达，例如“通过持续的支持，我希望能建立一种相互信任的关系。”

掌握这些逻辑和句型，能够帮助学习者在实际应用中更好地表达观点，提升沟通效果，达到更高的职业素养。同时，运用shadowspeak技巧跟随视频内容练习，将有助于增强英语表达的自然度。

常见发音陷阱

视频中的某些词汇和表达可能对英语学习者造成发音挑战，其中包括：

  • Feedback - 这个词常被发音错误，可以练习清楚发出“fēd-bak”。
  • Catastrophic - 这个词在快速对话中容易发错，强调“ka-tuh-stro-fik”。
  • Performance - 考虑到其长度，学习者需注意音节分割，确保每个部分都发清楚。

通过看YouTube学英语，模仿视频中的发音和节奏，可以帮助学习者在练习过程中逐渐克服这些发音困难。

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you've earned · I've made · have listened
被动语态 be + 过去分词 — 强调发生了什么，而不是谁做的be amazed · can be considered

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。

影子跟读法: 阅读完整分步指南 →