Pratique du Shadowing: The Hard Truth About Leading Change - Apprendre l'anglais à l'oral avec la vidéo

Création de la leçon...
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The bottom line is, if someone isn't prepared to at least attempt to change, then they can't be on the team.
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They will disrupt and derail everything you're working to achieve.
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Welcome to Moments with Marty.
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Your short, 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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Before we get into today's moment, I just want to give a trigger warning.
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I'm going to use an expression that some people may find confronting or even disturbing.
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I thought about it carefully, and I decided to go ahead anyway
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because I believe it needs to be this graphic to get the point across with sufficient impact.
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But if you're feeling at all fragile at the moment, I'd suggest you just skip this episode.
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All right, still with me?
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And let's get into it.
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When I released episode 56 of the podcast, dealing with change resistance, I gave it the subtitle, you will have to shoot a hostage.
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Now, as I said, quite a graphic expression and I know it sounds a little severe, but having run several turnarounds over the course of my executive career,
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I was able to observe at close range the things that make a major change successful and the things that derail it.
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I've read a lot of literature on organisational change and much of it is incredibly useful in framing a change initiative.
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But if you ever wondered why your change didn't go as well as you'd hoped, despite your diligent, well-intentioned adherence to the frameworks?
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Well, it's likely that something was missing, a make-or-break part of any successful change program that's often overlooked.
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It has to be abundantly clear to everyone that not changing is not an option.
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I would absolutely love a world where every single person chose to embrace the change and move forward, but my experience tells me that this simply isn't the case.
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There are always going to be people who are too invested in the status quo.
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And for those people who have absolutely no intention of supporting the change, you can't mollycoddle them.
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You have to be swift and decisive.
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The bottom line is, if someone isn't prepared to at least attempt to change, then they can't be on the team.
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They will disrupt and derail everything you're working to achieve.
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And if you think that's a bit harsh, look at it this way.
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Why on earth would you let the vast majority of good
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people be held back by a few rogue individuals who are self-seeking, dishonest and subversive.
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So yes, you want to bring everyone along for the journey.
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You want to give them a strong rationale for change and give them the opportunity to buy into it.
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As the ADKAR methodology suggests, you need to help your people to build their awareness, their knowledge, their desire and their ability.
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And when they move in the right direction, you've got to reinforce their behaviours.
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But all of this comes to nothing
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if you allow pockets of resistance to destabilise and impede the change process simply because you're not prepared to enforce the standards.
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Momentum is critical in change initiatives.
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And if there are no consequences for people who choose to behave badly, you will never get the momentum needed for truly successful change.
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I use the expression shooting a hostage because it has a dual purpose.
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The first, of course, is that you remove someone who would otherwise derail the change process.
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But the second and much more important purpose is sending the right message to everyone who remains.
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It demonstrates that you're serious.
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You actually mean what you say.
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If there are no consequences, then what comes out of your mouth is just conversation.
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And when you're executing major change, consequence-free environments simply don't work.
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For more depth on this insight, have a listen to episode 56 of the No Bullshit Leadership podcast, Dealing with Change Resistance.
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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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Thank you.
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Vocabulaire et conseils d’expression pour cette leçon

Cette leçon d’expression orale de niveau C1 s’appuie sur la vidéo « The Hard Truth About Leading Change ». Les mots qui reviennent le plus souvent : derail, episode, moment, consequence, podcast. Cette vidéo contient 46 phrases et 699 mots à répéter en shadowing. La partie parlée dure 4:50. Le locuteur parle à un rythme régulier d’environ 145 mots par minute, confortable pour le shadowing. 84 % des mots font partie des 3 000 mots les plus courants en anglais ; le reste mérite d’être vu avant de commencer.

Vocabulaire clé de cette vidéo

Les 15 mots les plus avancés de la vidéo, avec leur prononciation et leur sens :

MotPrononciationSens
derail verbe/ˌdiːˈɹeɪl/dérailler
consequence nom/ˈkɑn.sɪ.kwəns/conséquence
disrupt verbe/dɪsˈɹʌpt/perturber, déranger
hostage nom/ˈhɑs.tɪd͡ʒ/otage
momentum nom/ˌmə(ʊ)ˈmɛntəm/quantité de mouvement
abundantly adverbe/əˈbʌn.dn̩t.li/abondamment
adherence nom/ədˈhɪə.ɹəns/adhésion
diligent adjectif/ˈdɪlɪdʒənt/industrieux, diligent
impede verbe/ɪmˈpiːd/entraver
mollycoddle verbe/ˈmɑl.iˌkɑd.əl/couver, materner
subtitle nom/ˈsʌbtaɪtəl/sous-titre
subversive adjectif/səbˈvɝsɪv/subversif
dishonest adjectif/dɪˈsɑnɪst/malhonnête
rationale nom/ˌɹæʃ.əˈnæl/raison
overlook verbe/ˈoʊ.vɚˌlʊk/surplomber

Les verbes à particule que vous entendrez

MotPrononciationSens
go ahead verbe/ˌɡoʊ əˈhɛd/vas-y, allez-y

Des phrases à répéter

Des phrases courtes et complètes de la vidéo, à réutiliser dans la conversation de tous les jours :

  • All right, still with me?
  • It demonstrates that you're serious.
  • We'll leave a link in the show notes.

La grammaire de cette vidéo

Les structures que le locuteur utilise le plus, avec les mots exacts de la vidéo :

StructureDans la vidéo
Propositions relatives who / which + proposition — une précision sur une personne ou une chosepeople who are · people who have · people who choose
Voix passive be + participe passé — l’accent est mis sur ce qui arrive, pas sur qui le faitisn't prepared · be held

Prononciation à surveiller

Le locuteur utilise 20 contractions et formes réduites, comme you're, can't, isn't. Prononcez-les sous leur forme courte, telles que vous les entendez.

  • Les sons « sh » et « zh »: rationale /ˌɹæʃ.əˈnæl/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/
  • Mots longs — placez bien l’accent: momentum /ˌmə(ʊ)ˈmɛntəm/, destabilise /diːˈsteɪbɪlaɪz/, mollycoddle /ˈmɑl.iˌkɑd.əl/, methodology /ˌmɛθ.əˈdɑ.lə.d͡ʒi/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/

Comment s’entraîner avec cette vidéo

  1. Écoutez la vidéo en entier une fois sans parler et notez les mots que vous ne connaissez pas.
  2. Répétez phrase par phrase à vitesse normale, en reprenant chacune jusqu’à ce que votre rythme corresponde à celui du locuteur.
  3. Enregistrez-vous et comparez avec l’original, en faisant attention à des mots comme derail, consequence, disrupt.

Qu'est-ce que la technique du Shadowing ?

Le Shadowing est une technique d'apprentissage des langues fondée sur la science, développée à l'origine pour la formation des interprètes professionnels. Le principe est simple mais puissant : vous écoutez de l'anglais natif et le répétez immédiatement à voix haute — comme une ombre suivant le locuteur avec un décalage de 1 à 2 secondes. Les recherches montrent une amélioration significative de la précision de la prononciation, de l'intonation, du rythme, des liaisons, de la compréhension orale et de la fluidité.

Technique du shadowing : lire le guide complet étape par étape →