4 Tips to Future-Proof Your Career | The Way We Work, a TED series

90,893 views ใƒป 2023-09-26

TED


์•„๋ž˜ ์˜๋ฌธ์ž๋ง‰์„ ๋”๋ธ”ํด๋ฆญํ•˜์‹œ๋ฉด ์˜์ƒ์ด ์žฌ์ƒ๋ฉ๋‹ˆ๋‹ค.

00:00
How many jobs have you had?
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๋ฒˆ์—ญ: Likyeong Kim ๊ฒ€ํ† : DK Kim
์–ผ๋งˆ๋‚˜ ๋งŽ์€ ์ง์—…์„ ๊ฐ€์ ธ๋ดค๋‚˜์š”?
00:01
How many do you expect to have over the course of your career?
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์‚ด๋ฉด์„œ ์ง์—…์„ ๋ช‡ ๊ฐœ๋‚˜ ๊ฑฐ์น ๊นŒ์š”?
00:05
Well, the scary thing is that number has historically been around 12.
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๋†€๋ž๊ฒŒ๋„ ์ง€๊ธˆ๊นŒ์ง€๋Š” ์—ด๋‘ ๊ฐ€์ง€ ์ •๋„๋ผ๊ณ  ํ•ฉ๋‹ˆ๋‹ค.
00:08
But in the future,
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ํ•˜์ง€๋งŒ ๋ฏธ๋ž˜์—๋Š” ์Šค๋ฌด ๊ฐ€์ง€๋‚˜ ์„œ๋ฅธ ๊ฐ€์ง€์ผ ๊ฒ๋‹ˆ๋‹ค.
00:10
I predict it'll be closer to 20 or 30 or more.
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๋„˜์„ ์ˆ˜๋„ ์žˆ๊ณ ์š”.
00:15
And a lot of those jobs don't even exist yet.
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์•„์ง ์ƒ๊ธฐ์ง€๋„ ์•Š์€ ๊ฒƒ๋„ ๋งŽ์„ ๊ฑฐ์˜ˆ์š”.
00:18
This future of work sounds overwhelming,
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โ€˜์ผ์˜ ๋ฏธ๋ž˜โ€™๋ผ๊ณ  ํ•˜๋‹ˆ ์–ด๋ ต๊ฒŒ ๋“ค๋ฆฝ๋‹ˆ๋‹ค.
00:21
especially when you take into account our old-fashioned system of resumes,
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ํŠนํžˆ ์ด๋ ฅ์„œ๋ฅผ ์ œ์ถœํ•˜๊ณ  ๊ตฌ์ธ ๊ณต๊ณ ๋ฅผ ํ•˜๊ณ  ์ง€์›์ž ๊ด€๋ฆฌ๋ฅผ ํ•˜๋Š”
00:26
job postings and applicant tracking systems.
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์˜›๋‚  ๋ฐฉ๋ฒ•์„ ์ƒ๊ฐํ•œ๋‹ค๋ฉด ๋ง์ด์ฃ .
00:29
It's hard enough to navigate just a single career transition,
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์ด์ง์€ ํ•œ ๋ฒˆ์ด๋ผ๋„ ๋ชน์‹œ ํž˜๋“  ๊ณผ์ •์ž…๋‹ˆ๋‹ค.
00:32
but you're far more prepared than you think
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๊ทธ๋Ÿฐ๋ฐ ์—ฌ๋Ÿฌ๋ถ„์ด ์ƒ๊ฐํ•˜๋Š” ๊ฒƒ๋ณด๋‹ค ์—ฌ๋Ÿฌ๋ถ„์€ ์ž˜ ์ค€๋น„๋˜์–ด ์žˆ์–ด์š”.
00:35
to navigate your next job change
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๋‹ค์Œ ์ด์ง๊ณผ ๊ทธ ๋’ค์— ์˜ฌ ๋‹ค๋ฅธ ๋ชจ๋“  ์ง์—…๋“ค์— ๋Œ€ํ•ด์„œ์š”.
00:37
and all the ones that come after.
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00:39
[The Way We Work]
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[์šฐ๋ฆฌ๊ฐ€ ์ผํ•˜๋Š” ๋ฐฉ๋ฒ•]
00:43
Iโ€™m Dr. Michelle Weise,
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์ €๋Š” ๋ฏธ์…ธ ์™€์ด์Šค ๋ฐ•์‚ฌ์ž…๋‹ˆ๋‹ค.
00:45
and I advise companies and educational institutions
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์ €๋Š” ํšŒ์‚ฌ์™€ ๊ต์œก ๊ธฐ๊ด€์„ ๋„์™€์„œ
00:48
on how to prepare workers for successful and longer careers.
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๊ทผ๋กœ์ž์—๊ฒŒ ์„ฑ๊ณต์ ์ด๊ณ  ๋” ์žฅ๊ธฐ์ ์ธ ๊ฒฝ๋ ฅ์„ ์ค€๋น„ํ•˜๋„๋ก ํ•ด ์ฃผ์ฃ .
00:53
Right now, I want to talk about how you can navigate that longer career,
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์ง€๊ธˆ์€ ์—ฌ๋Ÿฌ๋ถ„์ด ๊ทธ ์žฅ๊ธฐ์ ์ธ ๊ฒฝ๋ ฅ์„ ์–ด๋–ป๊ฒŒ ๊ด€๋ฆฌํ• ์ง€์— ๋Œ€ํ•ด ๋งํ•˜๊ณ  ์‹ถ์–ด์š”.
00:57
starting with your next job change.
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๋ฐ”๋กœ ๋‹ค์Œ ์ด์ง๋ถ€ํ„ฐ ๋ง์ด์ฃ .
00:59
Number one, highlight your human skills.
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์ฒซ์งธ, ์ธ๊ฐ„ ๊ด€๊ณ„ ๊ธฐ์ˆ ์„ ๊ฐ•์กฐํ•˜์„ธ์š”.
01:02
When we talk about skills,
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๊ธฐ์ˆ ์ด๋ผ๊ณ  ํ•˜๋ฉด ๋”ฑ๋”ฑํ•œ ๊ธฐ์ˆ ์„ ๋จผ์ € ๋– ์˜ฌ๋ฆฌ์ฃ .
01:04
we tend to focus on hard skills like coding, editing,
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์˜ˆ์‚ฐ ๊ด€๋ฆฌ, ํŽธ์ง‘, ์ž๋ฃŒ ์‹œ๊ฐํ™”, ์ฝ”๋”ฉ ๊ฐ™์€ ๊ธฐ์ˆ ๋“ค ๋ง์ž…๋‹ˆ๋‹ค.
01:08
data visualization or budgeting.
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01:10
But human skills need to share the spotlight, too.
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ํ•˜์ง€๋งŒ ์ธ๊ฐ„ ๊ด€๊ณ„ ๊ธฐ์ˆ ๋„ ์ฃผ๋ชฉํ•  ํ•„์š”๊ฐ€ ์žˆ์Šต๋‹ˆ๋‹ค.
01:13
These are skills like adaptability, collaboration, exercising judgment
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์˜ˆ๋ฅผ ๋“ค์–ด ์ ์‘๋ ฅ, ํ˜‘๋™๋ ฅ, ํŒ๋‹จ๋ ฅ์ด๋‚˜
๊ธด์žฅ ์ƒํ™ฉ์„ ์ค‘์žฌํ•˜๋Š” ๋Šฅ๋ ฅ์„ ๋งํ•˜์ฃ .
01:18
or mediating tense situations.
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01:20
They may not always show up in obvious ways on your resume,
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์ด๋Ÿฐ ๋Šฅ๋ ฅ์€ ์ด๋ ฅ์„œ์— ๋ช…ํ™•ํ•˜๊ฒŒ ๋ณด์ด์ง€ ์•Š์„ ์ˆ˜ ์žˆ์ง€๋งŒ
01:24
but they have enormous value.
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์—„์ฒญ๋‚œ ๊ฐ€์น˜๊ฐ€ ์žˆ์ฃ .
01:26
To surface your human skills,
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์ธ๊ฐ„ ๊ด€๊ณ„ ๊ธฐ์ˆ ์„ ๋“œ๋Ÿฌ๋‚ด๋ ค๋ฉด
01:27
make a timeline of all of your experiences,
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๊ฐœ์ธ์ ์ธ ๊ฒฝํ—˜๊ณผ ์ง์—…์  ๊ฒฝํ—˜์„ ์‹œ๊ฐ„์— ๋”ฐ๋ผ ๋ชจ๋‘ ๊ธฐ๋กํ•˜์„ธ์š”.
01:30
both personal and professional.
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01:33
Do you see patterns?
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๋ฐ˜๋ณต๋˜๋Š” ๊ฒƒ์ด ๋ณด์ด๋‚˜์š”?
01:34
Have certain skills grown over time?
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์‹œ๊ฐ„์ด ์ง€๋‚˜๋ฉด์„œ ์–ด๋–ค ๋Šฅ๋ ฅ์ด ๊ธธ๋Ÿฌ์กŒ๋‚˜์š”?
01:36
Maybe your stint as a barista made you a great team player
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๋ฐ”๋ฆฌ์Šคํƒ€ ๊ฒฝ๋ ฅ์ด ์—ฌ๋Ÿฌ๋ถ„์„ ํ›Œ๋ฅญํ•œ ํŒ€ ํ”Œ๋ ˆ์ด์–ด๋‚˜
01:40
or good at communicating in chaos.
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ํ˜ผ๋ˆ ์†์—์„œ๋„ ์˜์‚ฌ์†Œํ†ต์„ ์ž˜ํ•˜๋Š” ์‚ฌ๋žŒ์œผ๋กœ ๋งŒ๋“ค์—ˆ์„์ง€๋„ ๋ชฐ๋ผ์š”.
01:43
Or maybe your experience as a caregiver for a child
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๋˜๋Š” ์•„์ด๋‚˜ ํŠน๋ณ„ํ•œ ๋„์›€์ด ํ•„์š”ํ•œ ๋ˆ„๊ตฐ๊ฐ€๋ฅผ ๋Œ๋ณธ ๊ฒฝํ—˜์ด
01:46
or someone with special needs
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01:47
gave you strengths like patience or empathy,
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์ธ๋‚ด์‹ฌ์ด๋‚˜ ๊ณต๊ฐ ๊ฐ™์€ ๊ฐ•์ ์„ ์ฃผ์—ˆ์„ ์ˆ˜๋„ ์žˆ๊ณ ์š”.
01:50
which informs how you design human-centered digital products
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๊ทธ๊ฒƒ์€ ์‚ฌ๋žŒ์„ ์ค‘์‹ฌ์œผ๋กœ ํ•œ ๋””์ง€ํ„ธ ์ œํ’ˆ์„ ๋””์ž์ธํ•˜๊ฑฐ๋‚˜
01:53
or guide teams through a reorganization.
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ํŒ€์„ ๋‹ค์‹œ ์งœ์„œ ์ด๋Œ ๋•Œ ์œ ์šฉํ•˜์ฃ .
01:56
Human skills are deeply transferable.
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์ธ๊ฐ„ ๊ด€๊ณ„ ๊ธฐ์ˆ ์€ ๋งค์šฐ ์ž˜ ํผ์ง‘๋‹ˆ๋‹ค.
01:59
You might surprise yourself by how prepared you already are
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์ž์‹ ์ด ๋‹ค์Œ ์—ญํ• ์— ์ด๋ฏธ ์–ผ๋งˆ๋‚˜ ์ž˜ ์ค€๋น„๋˜์–ด ์žˆ๋Š”์ง€ ๋†€๋ž„ ๊ฑฐ์˜ˆ์š”.
02:02
for your next role.
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02:03
Second, become a skills translator.
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๋‘ ๋ฒˆ์งธ, ๊ธฐ์ˆ  ํ†ต์—ญ๊ฐ€๊ฐ€ ๋˜์„ธ์š”.
02:07
You need to translate your skills
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์—ฌ๋Ÿฌ๋ถ„์˜ ๊ธฐ์ˆ ์„ ๋ฏธ๋ž˜ ๊ณ ์šฉ์ฃผ์˜ ์–ธ์–ด๋กœ ํ†ต์—ญํ•  ํ•„์š”๊ฐ€ ์žˆ์Šต๋‹ˆ๋‹ค.
02:09
into the language of your prospective employer.
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02:12
Research the industry you want to move into
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์—ฌ๋Ÿฌ๋ถ„์ด ๊ฐ€๊ณ  ์‹ถ์€ ์—…๊ณ„๋ฅผ ์กฐ์‚ฌํ•˜์„ธ์š”.
02:14
because the same skill can have vastly different meanings
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๊ฐ™์€ ๊ธฐ์ˆ ๋„ ๋ฌธ๋งฅ์— ๋”ฐ๋ผ ์˜๋ฏธ๊ฐ€ ์ „ํ˜€ ๋‹ค๋ฅผ ์ˆ˜ ์žˆ๊ธฐ ๋•Œ๋ฌธ์ž…๋‹ˆ๋‹ค.
02:17
depending on the context.
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02:19
For instance,
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์˜ˆ๋ฅผ ๋“ค์–ด ๋งˆ์ผ€ํŒ… ๋ถ€๋ฌธ์—์„œ ์˜์‚ฌ์†Œํ†ต์— ๋Šฅํ•œ ์ง€์›์ž๋ฅผ ์ฐพ๋Š”๋‹ค๋ฉด
02:20
when a marketing position is asking for a candidate
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02:22
who's strong in communication,
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02:24
they're usually looking for you to display storytelling or branding skills.
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ํ”ํžˆ ์ด์•ผ๊ธฐ ์ „๋‹ฌ ๋Šฅ๋ ฅ์ด๋‚˜ ๊ฐ•ํ•œ ์ธ์ƒ์„ ์ฃผ๋Š” ํž˜์„ ์ฐพ๋Š” ๊ฒƒ์ž…๋‹ˆ๋‹ค.
02:28
But when a behavioral health position mentions communication,
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ํ•˜์ง€๋งŒ ํ–‰๋™ ๋ณด๊ฑด ๋ถ„์•ผ์—์„œ ์˜์‚ฌ์†Œํ†ต์„ ์–ธ๊ธ‰ํ•œ๋‹ค๋ฉด
02:31
it's likely the employer is looking for your experience with counseling
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๊ณ ์šฉ์ฃผ๋Š” ์—ฌ๋Ÿฌ๋ถ„์—๊ฒŒ์„œ ์›ํ•˜๋Š” ๊ฒƒ์€
์ƒ๋‹ด์ด๋‚˜ ์œ„๊ธฐ ๊ด€๋ฆฌ๋ฅผ ํ•œ ๊ฒฝํ—˜์„ ์ฐพ๋Š” ๊ฒƒ์ž…๋‹ˆ๋‹ค.
02:35
or crisis management.
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02:37
Become their translator.
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๊ทธ๋“ค์—๊ฒŒ ํ†ต์—ญ์‚ฌ๊ฐ€ ๋˜์–ด ์ฃผ์„ธ์š”.
02:39
Third, find data in discomfort.
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์…‹์งธ, ๋ถˆํŽธํ•œ ๋ถ€๋ถ„์— ๋Œ€ํ•œ ์ž๋ฃŒ๋ฅผ ์ฐพ์œผ์„ธ์š”.
์ง์žฅ์—์„œ ์–ธ์ œ ๋ถˆํŽธํ•˜๋‹ค๊ณ  ๋А๋ผ์‹œ๋‚˜์š”?
02:42
At work, when do you feel uncomfortable?
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02:45
Maybe you feel out of depth when people bring up a new technology
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์‚ฌ๋žŒ๋“ค์ด ์ƒˆ๋กœ์šด ๊ธฐ์ˆ ์ด๋‚˜ ํ”Œ๋žซํผ์„ ๋“ค๊ณ  ์˜ค๊ฑฐ๋‚˜
02:49
or a platform,
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02:50
or maybe someone at your current organization
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๊ฐ™์€ ์กฐ์ง์— ์žˆ๋Š” ๋ˆ„๊ตฌ๊ฐ€๊ฐ€ ์—ฌ๋Ÿฌ๋ถ„์ด ์›ํ•˜๋˜ ์ž๋ฆฌ๋กœ ์Šน์ง„ํ•˜๋ฉด
02:52
got the raise or promotion that you wanted?
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์—ฌ๋Ÿฌ๋ถ„์€ ์•„๋งˆ๋„ ๋งฅ์ด ๋น ์งˆ ๊ฒ๋‹ˆ๋‹ค.
02:54
Pay attention to those signals.
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๊ทธ๋Ÿฐ ์‹ ํ˜ธ๋“ค์— ์ฃผ์˜๋ฅผ ๊ธฐ์šธ์—ฌ์•ผ ํ•˜๋Š”๋ฐ ๊ทธ๋Ÿฐ ๋ฅ˜์˜ ๋ถˆํŽธํ•จ์€ ์ข‹์€ ๊ฒ๋‹ˆ๋‹ค.
02:56
That kind of discomfort is good.
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02:59
It's data telling you where you need to level up.
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์ด๋Š” ์—ฌ๋Ÿฌ๋ถ„์—๊ฒŒ ๊ฐœ์„ ์ด ํ•„์š”ํ•œ ๊ณณ์ด ์–ด๋””์ธ์ง€ ์•Œ๋ ค์ฃผ๋Š” ์ž๋ฃŒ์ž…๋‹ˆ๋‹ค.
03:02
Sign up for a course to get up to speed on that new platform or application.
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๊ทธ ์ƒˆ๋กœ์šด ํ”Œ๋žซํผ๊ณผ ์• ํ”Œ๋ฆฌ์ผ€์ด์…˜์„ ์•Œ๋ ค ์ฃผ๋Š” ๊ต์œก ๊ณผ์ •์— ๋“ฑ๋กํ•˜์„ธ์š”.
03:06
Transform that discomfort around your skills gaps into action.
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๊ธฐ์ˆ  ๊ฒฉ์ฐจ์— ๋Œ€ํ•œ ๋ถˆํŽธํ•จ์„ ํ–‰๋™์œผ๋กœ ์˜ฎ๊ธฐ์„ธ์š”.
03:10
Finally, get picky.
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๋งˆ์ง€๋ง‰์œผ๋กœ, ๊นŒ๋‹ค๋กœ์›Œ์ง€์„ธ์š”.
03:13
You shouldn't be the only one committed to your skill development.
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์—ฌ๋Ÿฌ๋ถ„๋งŒ์ด ๊ธฐ์ˆ  ๊ฐœ๋ฐœ์— ์ „๋…ํ•˜๋Š” ์‚ฌ๋žŒ์ด ๋˜์–ด์„  ์•ˆ ๋ฉ๋‹ˆ๋‹ค.
03:16
Your employer should be too.
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์—ฌ๋Ÿฌ๋ถ„์˜ ๊ณ ์šฉ์ฃผ๋„ ๊ทธ๋ž˜์•ผ ํ•ด์š”.
03:18
The next time you change jobs,
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๋‹ค์Œ ๋ฒˆ์— ์ด์งํ•  ๋•Œ๋Š”
03:19
try to choose a company or organization that is building talent from within.
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๋‚ด๋ถ€์—์„œ ์ธ์žฌ๋ฅผ ํ‚ค์šฐ๋Š” ํšŒ์‚ฌ๋‚˜ ์กฐ์ง์„ ์„ ํƒํ•ด ๋ณด์„ธ์š”.
03:24
Look at LinkedIn and see if people have risen within the company.
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๋งํฌ๋“œ์ธ์„ ํ™•์ธํ•ด์„œ ๊ทธ ํšŒ์‚ฌ ๋‚ด์—์„œ ์‚ฌ๋žŒ๋“ค์ด ์„ฑ์žฅํ–ˆ๋Š”์ง€๋ฅผ ํ™•์ธํ•˜์„ธ์š”.
03:27
Ask during the interview whether there are clear road maps
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๋ฉด์ ‘์„ ํ•  ๋•Œ ๋‚ด๋ถ€์—์„œ ์„ฑ์žฅํ•  ์ˆ˜ ์žˆ๋Š” ๋ช…ํ™•ํ•œ ๊ธธ์ด ์žˆ๋Š”์ง€ ๋ฌผ์–ด๋ณด์„ธ์š”.
03:30
for internal advancement.
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03:32
The reality is, most companies have so much work to do
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์‚ฌ์‹ค ๋Œ€๋ถ€๋ถ„ ํšŒ์‚ฌ๋“ค์€ ์ตœ์„ ์„ ๋‹คํ•ด์„œ
03:35
when it comes to recognizing human skills,
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์ธ์  ๋Šฅ๋ ฅ์„ ์ฐพ์•„๋‚ด๊ณ ,
03:37
spotting talent in unexpected places
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์˜ˆ์ƒ์น˜ ๋ชปํ•œ ๊ณณ์—์„œ ์ธ์žฌ๋ฅผ ๋ฐœ๊ตดํ•˜๊ณ 
03:40
and cultivating the careers of their own employees.
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์ง์›๋“ค์˜ ๊ฒฝ๋ ฅ์„ ๊ฐœ๋ฐœํ•˜๋ ค ํ•ฉ๋‹ˆ๋‹ค.
03:43
You want an employer that takes the long view on your career
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์—ฌ๋Ÿฌ๋ถ„์€ ์—ฌ๋Ÿฌ๋ถ„์˜ ๊ฒฝ๋ ฅ์— ์žฅ๊ธฐ์  ๊ด€์ ์„ ๊ฐ–๊ณ 
03:47
and can help you fill your skills gaps on the job.
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๊ธฐ์ˆ ์ ์œผ๋กœ ๋ถ€์กฑํ•œ ๋ถ€๋ถ„๋“ค์„ ์ฑ„์šฐ๋Š” ๊ฑธ ๋„์™€์ค„ ๊ณ ์šฉ์ฃผ๋ฅผ ์›ํ•ฉ๋‹ˆ๋‹ค.
03:50
Even if the job market can feel broken at times,
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๋น„๋ก ๋•Œ๋•Œ๋กœ ๊ณ ์šฉ ์‹œ์žฅ์ด ๋ฌด๋„ˆ์ง„ ๊ฒƒ์ฒ˜๋Ÿผ ๋ณด์ผ์ง€๋ผ๋„,
03:53
remember, you can take control, you can steer the process,
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์—ฌ๋Ÿฌ๋ถ„์€ ์ƒํ™ฉ์„ ํ†ต์ œํ•  ์ˆ˜ ์žˆ๊ณ , ๊ณผ์ •์„ ์กฐ์ข…ํ•  ์ˆ˜๋„ ์žˆ์œผ๋ฉฐ
03:58
you can surface your hidden skills,
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์—ฌ๋Ÿฌ๋ถ„์˜ ์ˆจ๊ฒจ์ง„ ๊ธฐ์ˆ ์„ ๋“œ๋Ÿฌ๋‚ด์„œ
04:00
translate your strengths and level up your gaps.
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๊ฐ•์ ์„ ํ‘œํ˜„ํ•˜๊ณ  ๋ถ€์กฑํ•œ ์ ์„ ๊ฐœ์„ ํ•ด ๋‚˜๊ฐˆ ์ˆ˜ ์žˆ์Œ์„ ๊ธฐ์–ตํ•˜์„ธ์š”.
04:03
You can show employers new ways to think about why they should hire you.
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๊ณ ์šฉ์ฃผ๊ฐ€ ์™œ ์—ฌ๋Ÿฌ๋ถ„์„ ๊ณ ์šฉํ•ด์•ผ ํ•˜๋Š”์ง€ ์ƒ๊ฐํ•  ์ƒˆ ๋ฐฉ๋ฒ•์„ ์ œ์‹œํ•  ์ˆ˜ ์žˆ์Šต๋‹ˆ๋‹ค.
04:08
And when you do,
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๊ทธ๋ ‡๊ฒŒ ํ•˜๋ฉด,
04:09
all of those lane changes ahead will feel a whole lot less intimidating
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์•ž์œผ๋กœ ํŽผ์ณ์งˆ ๋ชจ๋“  ์ „ํ™˜์ด ํ›จ์”ฌ ๋œ ๋‘๋ ต๊ณ ,
04:14
and maybe even a little exciting.
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์˜คํžˆ๋ ค ์ข€ ๋” ํฅ๋ฏธ๋กญ๊ฒŒ ๋А๊ปด์งˆ ์ˆ˜๋„ ์žˆ์„ ๊ฒƒ์ž…๋‹ˆ๋‹ค.
์ด ์›น์‚ฌ์ดํŠธ ์ •๋ณด

์ด ์‚ฌ์ดํŠธ๋Š” ์˜์–ด ํ•™์Šต์— ์œ ์šฉํ•œ YouTube ๋™์˜์ƒ์„ ์†Œ๊ฐœํ•ฉ๋‹ˆ๋‹ค. ์ „ ์„ธ๊ณ„ ์ตœ๊ณ ์˜ ์„ ์ƒ๋‹˜๋“ค์ด ๊ฐ€๋ฅด์น˜๋Š” ์˜์–ด ์ˆ˜์—…์„ ๋ณด๊ฒŒ ๋  ๊ฒƒ์ž…๋‹ˆ๋‹ค. ๊ฐ ๋™์˜์ƒ ํŽ˜์ด์ง€์— ํ‘œ์‹œ๋˜๋Š” ์˜์–ด ์ž๋ง‰์„ ๋”๋ธ” ํด๋ฆญํ•˜๋ฉด ๊ทธ๊ณณ์—์„œ ๋™์˜์ƒ์ด ์žฌ์ƒ๋ฉ๋‹ˆ๋‹ค. ๋น„๋””์˜ค ์žฌ์ƒ์— ๋งž์ถฐ ์ž๋ง‰์ด ์Šคํฌ๋กค๋ฉ๋‹ˆ๋‹ค. ์˜๊ฒฌ์ด๋‚˜ ์š”์ฒญ์ด ์žˆ๋Š” ๊ฒฝ์šฐ ์ด ๋ฌธ์˜ ์–‘์‹์„ ์‚ฌ์šฉํ•˜์—ฌ ๋ฌธ์˜ํ•˜์‹ญ์‹œ์˜ค.

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