Практика Shadowing: The Hard Truth About Leading Change - Изучайте разговорный английский по видео

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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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Что вы узнаете

Этот видеоролик поможет вам улучшить разговорный английский, научив вас использовать яркие выражения для усиления эмоционального воздействия (например, "shoot a hostage") и структурировать аргументы четко, как в деловом диалоге. Также вы научитесь распознавать и воспроизводить естественную речь с сокращениями, что важно для практики shadow speak.

Слушайте, как это звучит

В речи спикера много связных конструкций и сокращений. Например: "it's likely that" превращается в /ɪts ˈlaɪkli ðæt/, "you can't mollycoddle them" — в /ju kænt ˈmɒliˌkɒdl ðɛm/. Обратите внимание на линкинг между словами: "the bottom line is" становится /ðə ˈbɒtəm laɪn ɪz/, а "a few rogue individuals" — /ə fju ˈrəʊɡ ˌɪndɪˈvɪdʒuəlz/. Эти особенности помогут вам улучшить произношение английского и сделать речь более естественной.

Говорите, как носитель

Чтобы повторять речь спикера, обратите внимание на ритм и ударения. Например, в фразе "the bottom line is" ударение падает на "bottom" и "line", а в "you have to be swift and decisive" — на "swift" и "decisive". Используйте shadowing: повторяйте фразы сразу после спикера, копируя его интонацию и темп. Это поможет вам освоить natural speech и улучшить разговорный английский. Помните: ключевой момент — четкость и уверенность, как у спикера, который использует яркие выражения, чтобы передать важность идеи.

Практикуйте с этим видео, используя метод shadow speak: повторяйте каждый отрезок, обращая внимание на связность речи и ударения. Это эффективный способ улучшить произношение и стать увереннее в разговорах. Не бойтесь использовать эмоциональные выражения — они делают речь живой и запоминающейся.

Грамматика в этом видео

Конструкции, которые говорящий использует чаще всего, с точными словами из видео:

КонструкцияВ видео
Придаточные определительные who / which + предложение — уточнение о человеке или предметеpeople who are · people who have · people who choose
Пассивный залог be + причастие прошедшего времени — важно, что происходит, а не кто это делаетisn't prepared · be held

Что такое техника Shadowing?

Shadowing — это научно обоснованная техника изучения языка, изначально разработанная для подготовки профессиональных переводчиков и популяризированная полиглотом доктором Александром Аргуэльесом. Метод прост, но эффективен: вы слушаете аудио на английском от носителей языка и немедленно повторяете вслух — как тень, следующая за говорящим с задержкой в 1–2 секунды. В отличие от пассивного прослушивания или грамматических упражнений, Shadowing заставляет мозг и мышцы рта одновременно обрабатывать и воспроизводить реальные речевые паттерны. Исследования показывают, что это значительно улучшает точность произношения, интонацию, ритм, связную речь, понимание на слух и беглость речи — что делает его одним из самых эффективных методов для подготовки к IELTS Speaking и реального общения на английском.

Техника шедоуинга: читать полное пошаговое руководство →