Sophia is smart, talented and incredibly nice. As a team leader, she wishes Nathan, a member of her history project, did his part as required. But rather than criticize him, Sophia offered polite encouragement trying to push him instead, only to find that Nathan kept falling behind. It ended up that other team members, who had to take on more work, complained about both Sophia and Nathan, while Nathan himself complained that he was not treated fairly.
How did poor Sophia get into this mess? The primary reason was that Sophia failed in a key aspect of leadership- the duty to provide clear feedback( 反馈 )for team members. This isn't simply a duty but a correctness.
Failing to question or criticize Nathan's work, Sophia was in fact unkind. Many people are not a failure, like Nathan in this case; they're just in the wrong place, and still left in the dark. What they really need is feedback from their leaders. However, Sophia, in this case, withheld a gift from Nathan.
"You'd better use open, honest, continuous and clear feedback," says Harry Kraemer, a professor of management and strategy at Northwestern University, "to help figure out someone's best fit- in their particular job or in the organization."
This approach also prevents surprises. It's not uncommon to see someone suddenly removed from a team. They may have deserved it, but with a kind leader, they wouldn't have been caught off-guard because they would have been receiving open, honest, continuous and clear judgment of their performance.
Then why is it so hard for leaders to give good feedback? "We like to be liked," Kraemer says. So we avoid anything that may cause unpleasantness, but that kind of feedback usually helps members find the right place for them. "If you like to be liked, the chance of being respected is extremely low. However, if you start off focusing on being respected, you have a chance of being liked." Kraemer adds. The most difficult part for the leader, of course, involves criticizing someone. That is what a nice leader finds hard.
Back to Sophia's case. Not telling Nathan how he was on the team only made a hard situation worse. But with a different mindset, she could have set herself and Nathan up for success.
1 . The expression "caught off-guard" in Paragraph 5 probably means"________"
A . kicked out carelessly B . treated unexpectedly
C . sent out unfairly D . guided effortlessly
2 . The writer probably agrees that________.
A . being nice to team members is likely to win leaders great respect
B . criticizing team members results in serious complaints to the leader
C . open and honest communication is a must for leaders and team members
D . praise and encouragement from leaders bring out better team performance
3 . According to the writer, what Sophia should do is________.
A . patiently encouraging Nathan to try his best
B . gradually having Nathan dropped out of the project
C . politely showing Nathan the improvement he made
D . clearly telling Nathan her judgment of his performance
4 . Which of the following would be the best title for the passage?
A . To be nice or to be kind? B . To be liked or to be criticized?
C . Is it necessary for leaders to be pleasing? D . Is it helpful for leaders to be demanding?
1 . B
2 . C
3 . D
4 . A
【分析】
文章通过索菲亚和内森的故事告诉人们做一个好领导是要给团队成员一个开放、诚实、持续和清晰的反馈,这可能会导致不愉快的事情,但这种反馈通常有助于成员找到适合他们的地方。
1 .词义猜测题。根据文中 It’s not uncommon to see someone suddenly removed from a team. They may have deserved it, but with a kind leader, they wouldn’t have been caught off-guard 这种方法也可以防止意外。看到有人突然从一个队中被除名并不少见。他们也许应该得到这样的待遇,但如果有一个善良的领导,他们就不会措手不及。可知这里的是 caught-off-guard 指的是被意外处理,故选 B 。
2 .细节理解题。根据文中 However, Sophia, in this case, withheld a gift from Nathan. “You’d better use open, honest, continuous and clear feedback,” says Harry Kraemer, a professor of management and strategy at Northwestern University, “to help figure out someone’s best fit- in their particular job or in the organization.” 然而,索菲亚,在这件事上,拒绝了内森的礼物。 “ 你最好使用开放、诚实、持续和清晰的反馈, ” 西北大学管理与战略教授哈里 · 克莱默( Harry Kraemer )说, “ 帮助找出某人最适合的工作或组织。 ” 以及文中 Back to Sophia’s case. Not telling Nathan how he was on the team only made a hard situation worse. But with a different mindset, she could have set herself and Nathan up for success. 回到索菲亚的案子。不告诉内森他在队里的情况只会让情况更糟。但是,如果她有不同的心态,她可以让自己和内森成功。可知作者是同意领导和团队成员必须坦诚沟通,故选 C 。
3 .细节理解题。根据文中 Failing to question or criticize Nathan’s work, Sophia was in fact unkind. Many people are not a failure, like Nathan in this case; they’re just in the wrong place, and still left in the dark. What they really need is feedback from their leaders. 索菲亚没有质疑或批评内森的工作,事实上是不友善的。很多人并不是失败者,就像本案中的内森,他们只是在错误的地方,仍然被蒙在鼓里。他们真正需要的是领导的反馈。可以推出索菲亚应该清楚地告诉内森她对他表现的判断,故选 D 。
4 .最佳标题题。根据文章的开头 Sophia is smart, talented and incredibly nice. 索菲亚很聪明,很有天赋,而且非常好。以及文中的观点 Failing to question or criticize Nathan’s work, Sophia was in fact unkind. 索菲亚没有质疑或批评内森的工作,事实上是不友善的。及 The most difficult part for the leader, of course, involves criticizing someone. That is what a nice leader finds hard. 对领导者来说,最困难的部分当然是批评某人。这就是一个好的领导者所感到的困难。以及文章最后 Back to Sophia’s case. Not telling Nathan how he was on the team only made a hard situation worse. But with a different mindset, she could have set herself and Nathan up for success. 回到索菲亚的案子。不告诉内森他在队里的情况只会让情况更糟。但是,如果她有不同的心态,她可以让自己和内森成功。可知,主要是谈论如何做一个领导者,是要 nice 还是要 kind ,故选 A 。