Prática de Shadowing: Accept That Some People are Okay With Being Mediocre. - Aprenda a falar inglês com o YouTube
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This is the Jocko Underground Podcast number 185 sitting here with Echo Charles.
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This is the Jocko Underground Podcast number 185 sitting here with Echo Charles.
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You all have sent us some questions from the field and we will provide you with some guidance, some recommendations, some answers, or at a minimum some possible courses of actions that you can follow.
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So here we go.
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Let's get into it.
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Here we go.
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First question.
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I'm a high school principal.
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I spent the last decade working towards being the best version of myself, reading, lifting, training, and eliminating most anything that is not productive to my quest to achieve personal excellence.
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Where I struggle as a leader is watching others around me be okay with mediocrity.
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Their lack of desire to improve daily fuels me to be the best, the very best I can be, but frustrates me that I see so much more in them than they see in themselves.
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Do I continue to keep my foot on the gas in an effort to influence them to see they are just floating through life?
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or do I accept that 10% of my staff are going to fall short of my expectations of them and the true potential they have as educators and leaders in my school.
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Keep the rad designs coming for the shirtlocker tees.
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Thank you.
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Jack, that's what it is.
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I like that.
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And he says that 10% of his staff is about 10 to 12 people.
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so um welcome to reality this is this is a reality right here there's a there's a bell curve
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there's a bell curve in the world there's a bell curve in any organization you got your top performer formers you got like that top 10 of the
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top performers and then you got the whole big middle area of the bell curve and that you know there's people that are like do a little bit better and in the middle of the bell curve and people that do a little bit worse in the middle of the bell curve.
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And then there's the bottom 10%.
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And that's just the way it is.
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And everyone thinks like in the most elite places that no, in a SEAL platoon, there's a bell curve.
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In a SEAL team, there's a bell curve.
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In any organization, there's a bell curve.
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And you got some front running pipe hitters at the top end that are crushing.
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You got the middle people that are doing their job to varying levels.
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And then you got some turds.
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So what should you do?
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I mean, first of all, your question is, do I continue to keep my foot on the gas?
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Yes.
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In an effort to influence them?
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Yes.
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To see they're floating through life?
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Well, you know, it doesn't matter.
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That shouldn't affect the way you're getting after it, right?
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So I think you're good there.
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Keep getting after it.
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We know that.
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Listen, I would invest, you know, invest in the top performers.
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You know, how much can you help them?
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How can you help them grow even more?
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because they're getting after it.
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How can you make the middle performers into top performers?
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And I wouldn't, you know, I'm not going to abandon the bottom 10%.
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I just don't write them off and never think about them again.
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But I recognize, okay, I'll check in with them.
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Well, you know, once a quarter.
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Once a quarter.
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You know, maybe, hey, you still good to go?
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Hey, did you want to, you know, think about that, you know, running that thing for the school council or whatever?
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No, it's just extra collateral duty.
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Do you get paid for it?
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Well, no, you don't get paid, but it's going to give you some good experience.
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I don't want to do it.
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Okay, cool.
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You see what I'm saying?
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But maybe after three years, you go, hey, you want to run that little student council thing?
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There's no pay for it, as you know, but other teachers taking over this other project, so if you want to do it, and maybe in three years they go, yeah, I wouldn't mind doing that.
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So you don't abandon them, checking with them periodically,
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but you also can't expend a bunch of energy trying to get them to freaking get on board with being like a a a better performer because
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they're getting their paycheck this happens in every industry every industry oh these people they just collect a paycheck and they don't really care yep cool welcome that's the way the world is
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also don't get frustrated about this like you can't get frustrated it's just just the way people are it's the phase of their life you can ask them earnest questions you can try and influence them Listen, you can't go wood.
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You want to be a loser.
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Nope.
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They'll be like, I'm not a freaking loser.
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Screw you.
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The principal sucks.
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You know what I'm saying?
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You build a relationship with them.
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That's what this boils down to.
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Build a relationship with them.
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Trust, listen, respect, influence, and care.
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And if you do that, and you ask earnest questions, earnest questions.
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Where do you think you're going to be in 10 years?
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That's not an earnest question.
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It's like, hey, you love teaching in the classroom so much that that's kind of what you want to do.
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for your whole career?
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And they might say, yeah, actually it is.
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And you go, okay, cool.
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And they might say, well, I think so.
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And then three weeks later or three months later, they go, you know, you asked me if I always wanted to be in the classroom, I was thinking about it.
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And I do, but I think I wanna do it, you know, I think I wanna eventually get to becoming a college professor.
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Oh, so you gotta go take some more classes.
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You know, all of a sudden you got, you know, so do that.
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and
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do your best to help the people out but don't over invest in them that's kind of what I got you know this is life this is
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the way people are you're going to find them no matter where you are don't let them hold you back but and
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don't let them uninspire you to keep getting after and keep setting an awesome example and build relationships with them build relationships with
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them that's what we're doing across the board it seems like you do a good job of in these situations because i see you know you can kind
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of see it not you know well i think i do anyway but you do it comes off to me that you do a
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good job of not judging people who are like not perform you know not getting after it as hard as maybe the next guy or whatever don't bro because people are interested in different things yeah yeah what i mean like
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Like, you know, what's the one man trash, another man's treasure?
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Sure.
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Well, one man's triumph is another person's like, we don't give a shit.
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Yeah.
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You know what I mean?
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Like, have you ever told someone like, I'm a jujitsu black belt?
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They're like, what is that?
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In their mind, they're literally thinking karate.
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They're thinking Rex Kwan Do.
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They're like, whatever, dude.
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Yeah, my eight-year-old son has a black belt too.
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Yeah, yeah, yeah.
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They're like, oh, yeah, yeah.
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My nine-year-old just got his black belt.
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You guys are the same now.
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But it's true that with everything, right?
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Yeah, you're right.
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Well, I spent 20 years in the military.
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Oh, cool.
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Whatever.
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You know?
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Oh, I wrote some books.
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Oh, I wrote a New York Times bestseller.
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Oh.
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But I don't care.
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So when someone is not interested in stuff that I'm interested in, it doesn't, I 100% expect that.
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And I don't think anything that I've done is like,
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oh look what i did yeah and you can't help but because i've been in a situation where actually pretty recently dude
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i barely have a black belt i wrote books you know what i mean i don't really care but i've been in a situation on the
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other side of things where i'm like bro it's not that serious bro and you can tell like this person's really into what's going on like
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and i'm and it's just right on the front of my mind as if this is my feeling was like bro life is way bigger than this thing you know kind of a thing and the thing is that can be true for anything even if you're at work,
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literally at work, what you do for a quote unquote living, there's more to life than this job.
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And a lot of people are in a position and just their opinion of life, their approach to life.
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There's more to life than just freaking like making sure you got this report.
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Okay.
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You know, so actually I'm going to like, I'm the opposite of you there.
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Cause I'm kind of like, dude, that's awesome.
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Like good job.
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Good job.
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When someone's really into what they're doing, whatever it is, I'm kind of stoked for them.
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Yeah.
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Yeah, yeah, yeah.
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So, and again, I'm not saying that part isn't the part I'm talking about.
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I'm just saying if someone's too into it and having this expectation onto you that you should be into it the same way I am, you'll have a big disconnect there.
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It's not constructive, you know, so don't be that person in a judgmental way.
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See what I'm saying?
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Hey, be fired up.
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Hell yeah, all day.
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You know, but don't be like, hey, you should be in my lane too.
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And if you're not, like I'm angry.
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We got beef.
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And we got beef, you know, see what I'm saying?
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Yeah, yeah, yeah.
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There's all kinds of, you know, that's good.
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That is a little excerpt of what we are doing on the Jocko Underground podcast.
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So if you want to continue to listen, go to jockounderground.com and subscribe.
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And we're doing this to mitigate our reliance on external platforms so we are not subject to their control.
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And we're doing it so we can give you more control more interaction more direct connections better communications with us Strengthen this legion of troopers that are in the game with us.
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So thank you.
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It's jocko underground calm It costs eight dollars and eighteen cents a month And if you can't afford to support us,
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we can still support you just email assistance at jocko underground calm And we'll get you taken care of until then we will see you mobilized underground.
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Contexto & Histórico
No episódio 185 do Jocko Underground Podcast, o anfitrião e seu co-apresentador discutem a frustração de um diretor de escola que busca a excelência pessoal, enquanto observa que alguns membros de sua equipe se contentam com a mediocridade. Ele se dedica diariamente a se aprimorar, mas sente que muitos ao seu redor não compartilham da mesma ambição. A conversa gira em torno da ideia de que, em qualquer organização, existe uma curva de desempenho: os melhores, os medianos e os que não alcançam as expectativas. O apresentador incentiva o diretor a continuar sua busca pela excelência enquanto reconhece a realidade dos diferentes níveis de comprometimento e desempenho.
As 5 Principais Frases para Comunicação Diária
- "Continue colocando o pé no acelerador." - Um incentivo para manter o foco na melhoria contínua.
- "Eles estão apenas flutuando pela vida." - Uma observação sobre a falta de ambição de certos indivíduos.
- "Invista nos melhores performers." - Uma recomendação para focar em aqueles que estão se esforçando.
- "Como você pode ajudar os medianos a se tornarem ótimos?" - Um convite à reflexão sobre como elevar o desempenho da equipe.
- "Verifique com aqueles que não estão indo bem." - A importância de não ignorar os que estão abaixo das expectativas.
Guia Passo a Passo para Shadowing
O exercício de shadow speech é uma excelente técnica para melhorar suas habilidades de fala em inglês. Siga este guia baseado no episódio mencionado:
- Escolha um pequeno trecho do podcast: Selecione um minuto ou dois do diálogo que chamem sua atenção.
- Ouça atentamente: Escute o trecho escolhido várias vezes para entender o tom, a entonação e a cadência da fala.
- Repita em voz alta: Utilize a técnica de shadowing, onde você imita o falante imediatamente após ouvi-lo. Tente reproduzir o ritmo e a pronúncia.
- Grave sua prática: Use seu celular ou um gravador para registrar sua imitação. Isso permitirá que você analise sua pronúncia e fluência.
- Refine continuamente: Ouça sua gravação e compare com o original. Faça ajustes em sua entrega e procure melhorar a cada iteração.
Este método de prática de conversação em inglês é fundamental para desenvolver uma comunicação mais natural e confiante. Explore mais em sites focados em shadowing, como o shadowspeaks, para garantir que você esteja utilizando as melhores práticas e recursos disponíveis.
O que é a Técnica de Shadowing?
Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.
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