Key Words and Phrases
| Word / Phrase | Meaning |
|---|---|
| job posting | an official advertisement for an open position at a company |
| intranet | a private website or network used only by employees of a company |
| director material B2 | the kind of person who has the qualities needed to be a director ("She's management material.") |
| to nominate someone B2 | to formally suggest someone for a position or award |
| to fall apart | to fail; to stop working or functioning properly ("The deal fell apart at the last minute.") |
| back on track | returned to the correct path after a problem; progressing normally again |
| rollout B2 | the process of launching or introducing something new, such as a system or product |
| sign off on something B2 | to give official approval for something, usually by signing a document |
| drive something B2 | to be the main force behind something; to make it happen ("She really drove the project.") |
| promoting from within B2 | giving a higher position to someone already working at the company, rather than hiring someone new |
| know the ropes B2 | to know how things work in a particular job or situation, usually from experience |
| put your name in | to apply for something; to officially enter yourself as a candidate (informal) |
| go for it | to try; to make an attempt at something, especially when there is some risk involved |
| a low blow | a comment or action that is unfair or hurtful, often because it targets a weakness |
| you've earned this | you deserve this opportunity because of all your hard work and effort |
| deadline | the final date or time by which something must be done |
⬆ Level Up Your English
Upgrade these common words and phrases with more precise, professional alternatives.
run / manage a project
→
drive a project B2
"Dev drove the entire systems rollout — Parker just signed off on it."
approve something
→
sign off on something B2
"The director needs to sign off on all budget changes over $500."
hire someone new from outside
→
promote from within B2
"Companies that promote from within tend to have higher employee satisfaction."
knows how things work
→
knows the ropes B2
"Dev already knows the ropes — there'd be almost no transition time."
The Dialogue
Situation: A few days later. The Director of Operations position has been officially posted on the company intranet. Priya has already read it. Dev hasn't applied — and isn't sure he wants to.
Priya:
Dev, did you see the posting? Director of Operations. It's up on the intranet.
Dev:
I saw it.
Priya:
And?
Dev:
And nothing. I'm not exactly director material.
Priya:
Are you serious right now? I'm nominating you whether you like it or not.
Dev:
Priya —
Marcus:
She's right, Dev. Think about it. Who does everyone come to when something goes wrong?
Dev:
That's just because I've been here the longest.
Priya:
No, it's because they trust you. Last month when the Hendricks account fell apart, you had it back on track before Parker even knew there was a problem.
Marcus:
And the systems upgrade in Q3? You ran that entire rollout. Parker signed off on it, sure, but we all know who actually drove it.
Dev:
I was just doing my job.
Priya:
Dev, that IS the director's job. You're already doing half of it.
Marcus:
More than half. And here's the thing — promoting from within just makes sense for the company. You already know the team, you know the clients, you know how this place actually runs.
Dev:
Cobbs knows all that too.
Priya:
Cobbs has the knowledge. You have the trust. There's a difference.
Dev:
What if I apply and don't get it? Then I'm still sitting here, except now everyone knows I went for it.
Marcus:
And what if you don't apply, you'll never know. You might miss a once-in-a-lifetime opportunity. Besides, you won't be the first person to ever get turned down for a promotion. People will respect you for trying.'
Dev:
(pause) That's a good point.
Marcus:
I'm just saying. You've earned this. At least put your name in.
Priya:
We'll help you with the application. You don't have to figure it out alone.
Dev:
(sighs) Let me think about it.
Priya:
Don't think too long. The deadline is Friday.
Mini-Dialogues: Encouragement and Self-Doubt
These exchanges practice the language of encouraging others — and pushing back on self-doubt. Click Show answer to check.
A: I don't think I'm ready for a promotion. There are more experienced people than me.
B: Experience isn't everything. You've proven yourself on every project this year. At least put your name in and see what happens.
A: What if I apply for the position and don't get it? It would be embarrassing.
B: Not applying is the only guaranteed way to fail. You miss every opportunity you don't go for.
A: Did you see the job posting? I think you'd be perfect for it.
B: I saw it, but I'm honestly not sure I'm ready. I need to think about it before the deadline.
A: Why does everyone always come to me with problems? I'm not even a manager.
B: Because they trust you. That's not something you can teach — it's something you've built over time.
A: Do you think the company will promote internally, or bring someone in from outside?
B: Hard to say. But promoting from within is usually better for morale. People feel like their work actually leads somewhere.
A: I feel like I already do half my manager's job. I just don't get the title or the salary.
B: Then it might be time to have a conversation about your role. You've clearly earned more responsibility — and the recognition that goes with it.
A: The deadline for applications is Friday. That's only two days away.
B: Then stop thinking and start writing. I'll look it over before you submit if you want a second pair of eyes.
Comprehension Questions
Think about your answer, then click to compare.
-
It was posted on the company intranet — the internal website used by employees.
-
Dev is dismissive. He says he's "not exactly director material" — meaning he doesn't think he's the right kind of person for the job.
-
Priya says it's because people trust Dev — not just because of his seniority.
-
The Hendricks account fell apart, but Dev got it back on track before Parker even knew there was a problem. This shows that Dev handles crises quickly and independently.
-
Dev ran the entire rollout — he was the one who actually drove it and made it happen. Parker signed off on it officially, but the real work was Dev's.
-
Dev says "I was just doing my job" — he downplays his contributions and doesn't see them as anything special.
-
Dev already knows the team, he knows the clients, and he knows how the company actually operates. There would be little or no transition time needed.
-
Priya acknowledges that Cobbs has the knowledge, but says Dev has something more valuable: the trust of the team. She draws a clear distinction between the two.
-
Dev is afraid of applying and not getting the job — he worries everyone will know he tried and failed. It's a reasonable human concern, but Marcus challenges it directly.
-
He tells Dev that this might be a once-in-a-liftime opportunity, and he shouldn't pass it up out of fear. He reminds Dev that it's common for people to get passed over for a promotion — everyone will understand and admire him for trying.
-
She offers to help him with the application and reminds him he doesn't have to figure it out alone — she and Marcus will support him.
-
Dev sighs and says he needs to think about it. He hasn't decided yet — but the deadline is Friday, so the pressure is on.
Language Focus: Pushing Back on Self-Doubt
Dev uses several common patterns to minimize his own achievements — something many people do when they feel uncertain or modest. Notice how Marcus and Priya counter each one.
Minimizing ↓
"That's just because I've been here the longest."
The counter ✓
"No, it's because they trust you."
Dev attributes his influence to time served — something anyone could have. Priya reframes it as something earned: trust.
Minimizing ↓
"I was just doing my job."
The counter ✓
"Dev, that IS the director's job. You're already doing half of it."
"Just doing my job" is one of the most common ways people undervalue their contributions. Priya reframes Dev's everyday work as exceptional performance.
Fear of failure ↓
"What if I apply and don't get it?"
The counter ✓
"And what if you don't apply and Cobbs gets it? Can you live with that?"
Marcus flips the risk. Instead of "what if you fail?" he asks "what if you never try?" — making inaction feel riskier than action.
Try it: How would you respond to these self-doubting statements? Use encouraging, direct language like Marcus and Priya.
- "I only got good results because I had a great team."
- "I don't want to apply — what if I'm not qualified enough?"
- "I'm sure there are better candidates out there."
Discussion
- 1 Dev says he's "not exactly director material." Do you think people often underestimate themselves at work? Why might someone avoid going for a promotion even when they deserve it?
- 2 Priya says "Cobbs has the knowledge. You have the trust. There's a difference." Do you agree that trust is more valuable than knowledge in a leader? Can you think of examples from your own experience?
- 3 Marcus's argument — "what if you don't apply and Cobbs gets it?" — is described as a "low blow." Do you think it was unfair, or just honest? Is it ever OK to use someone's fears to motivate them?
- 4 Do you think companies should always try to promote from within before looking for outside candidates? What are the advantages and disadvantages for the company — and for the employees?
Coming up in Unit 4…
Dev has submitted his application — just before the Friday deadline. Now the whole team is waiting. Parker calls a meeting to address the transition officially. But not everything goes as expected.