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\begin{unitbox}
{\LARGE\bfseries Open C1 English · Unit 15}\\[2mm]
{\Large Corporate Culture \& Leadership}\\[2mm]
{\bfseries Grammar:} Comment and stance adverbs (frankly, surprisingly, consequently)\\
{\bfseries Pronunciation:} Contractions and reductions in fast speech\\
{\bfseries Generated:} 2026-04-21 06:31
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\begin{itemize}[leftmargin=1.2em]
\item Study the grammar and vocabulary before attempting the output tasks.
\item Use the public site for audio playback; this PDF is the printable study companion.
\item Mark answers directly on paper, then return to the online lesson for media-rich practice.
\item Keep a separate C1 notebook for rewritten answers, useful collocations and pronunciation notes.
\end{itemize}
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Input: reading, listening and media exposure.\\
Language focus: grammar, vocabulary, idioms and Use of English.\\
Output: writing, speaking, mediation and realistic everyday communication.
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\newpage
\lessonbox{Lesson 1: Introduction}{
\section*{¿De qué va esta unidad?}

En esta unidad, nos adentraremos en el complejo mundo de la cultura corporativa y el liderazgo. Para un estudiante de nivel C1, no basta con saber "pedir una reunión" o "escribir un email"; el reto consiste en navegar las sutilezas del poder, la diplomacia y la gestión de equipos. Analizaremos cómo se transmiten los valores de una empresa y cómo los líderes utilizan el lenguaje para influir, motivar o incluso corregir sin perder la autoridad. Este es un tema fundamental para profesionales que aspiran a puestos de gestión internacional, donde la comunicación no es solo informativa, sino estratégica.\par

El mayor desafío en este nivel es el control de los matices. No se trata solo de lo que se dice, sino de la actitud que proyectas. Aprenderás a utilizar adverbios de opinión y de postura para marcar tu posición de manera sofisticada, y trabajarás en la fluidez necesaria para sonar natural en entornos de habla rápida. Dominar estos conceptos te permitirá pasar de un inglés funcional a un inglés de alto impacto, capaz de manejar situaciones de liderazgo con confianza y precisión.\par

\section*{Objetivos de aprendizaje}

\begin{itemize}[leftmargin=1.2em]
\item Vocabulary: Master advanced terminology related to corporate values, leadership styles, and organizational structures.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Grammar: Correctly implement comment and stance adverbs to express nuance, attitude, and logical consequences in professional discourse.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Listening: Improve comprehension of fast-paced native speech by identifying contractions and reductions in professional discussions.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Reading: Develop strategies to identify the writer's tone and implicit stance in complex corporate reports and articles.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Writing: Produce high-level professional texts (such as reports or proposals) using sophisticated cohesive devices.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Speaking: Practice advanced interactional skills to lead discussions, express disagreement diplomatically, and manage turn-taking.
\end{itemize}

\section*{Lo que vas a encontrar}

\begin{itemize}[leftmargin=1.2em]
\item Introduction: Una visión general de los conceptos clave de liderazgo y cultura empresarial.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Grammar (Comment and Stance Adverbs): Lecciones sobre cómo usar adverbios como frankly o consequently para expresar tu postura.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Vocabulary: Un glosario especializado en gestión, ética corporativa y dinámicas de equipo.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Idioms: Expresiones idiomáticas de negocios para sonar más natural y fluido.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Reading: Análisis de textos complejos sobre gestión de talento y cultura organizacional.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Listening: Práctica auditiva enfocada en conversaciones de oficina con hablantes nativos.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Use of English: Ejercicios de transformación de frases y rellenar huecos con el rigor del examen C1.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Writing: Tareas de redacción académica y profesional (reports and essays).
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Speaking: Simulaciones de debates y presentaciones de liderazgo.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Mediation: Ejercicios para sintetizar información de diferentes fuentes y comunicarla de forma efectiva.
\end{itemize}

\section*{Tiempo estimado}

Total: 6 horas\par

\begin{itemize}[leftmargin=1.2em]
\item Introduction: 15 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Grammar: 45 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Vocabulary: 30 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Idioms: 30 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Reading: 45 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Listening: 45 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Use of English: 45 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Writing: 60 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Speaking: 45 min
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Mediation: 30 min
\end{itemize}
}
\lessonbox{Lesson 2: Grammar Focus}{
\section*{Explicación (en español)}

En el nivel C1 Advanced, el uso de los comment and stance adverbs (adverbios de comentario y postura) es fundamental para demostrar sofisticación. Estos adverbios no modifican al verbo directamente en términos de acción, sino que expresan la actitud, la opinión o el juicio del hablante sobre todo el contenido de la frase. En contextos de liderazgo y cultura corporativa, se utilizan para matizar críticas, suavizar órdenes o resaltar resultados inesperados.\par

A diferencia de los adverbios de modo (como quickly o carefully), que describen cómo se realiza una acción, los stance adverbs actúan como un marco interpretativo. Por ejemplo, si dices "Surprisingly, the CEO resigned", no estás diciendo que el CEO renunció de forma sorprendente, sino que tú consideras que su renuncia fue un hecho sorprendente. Estos adverbios suelen colocarse al principio de la oración (seguidos de una coma) o entre el sujeto y el verbo principal.\par

Un error muy común entre los hispanohablantes es la traducción literal de estructuras como "Sinceramente, yo creo..." por "Sinceramente, I think...". Aunque es gramaticalmente correcto, en inglés académico o profesional, es más natural usar adverbios como Frankly o Honestly al inicio para establecer el tono de inmediato. Otro error es confundir la posición: en español solemos poner el adverbio después del verbo, pero en inglés de nivel avanzado, colocarlos al inicio de la frase ayuda a dar énfasis y claridad estructural.\par

Es importante distinguir entre adverbios de causa/consecuencia (como consequently) y de opinión (como frankly). Mientras que los de opinión marcan la postura personal, los de transición lógica como consequently o therefore conectan ideas de causa y efecto. En el entorno corporativo, dominar este equilibrio permite ser asertivo sin ser rudo, o analítico sin ser demasiado directo.\par

\section*{Form — estructura}

Type |\par
Function |\par
Common Examples |\par
Typical Position |\par

Stance/Opinion |\par
Expresses the speaker's attitude or judgment. |\par
Frankly, Honestly, Surprisingly, Interestingly |\par
Beginning of sentence (with comma) or after subject. |\par

Logical/Result |\par
Shows the consequence of a previous statement. |\par
Consequently, Therefore, Thus |\par
Beginning of sentence or after a semicolon. |\par

Certainty |\par
Expresses how sure the speaker is. |\par
Undoubtedly, Certainly, Apparently |\par
Mid-position (between subject and verb) or beginning. |\par

\section*{Examples}

\begin{itemize}[leftmargin=1.2em]
\item Frankly, the new management style is failing to motivate the staff. (Sinceramente, el nuevo estilo de gestión no está logrando motivar al personal.)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Surprisingly, the company reported a profit despite the global crisis. (Sorprendentemente, la empresa reportó beneficios a pesar de la crisis global.)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The department lacked clear leadership; consequently, productivity plummeted. (El departamento carecía de un liderazgo claro; por consiguiente, la productividad cayó en picado.)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Interestingly, the most successful employees are often those who embrace failure. (Curiosamente, los empleados más exitosos suelen ser aquellos que aceptan el fracaso.)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Undoubtedly, diversity is a key driver of innovation in modern teams. (Sin duda, la diversidad es un motor clave de la innovación en los equipos modernos.)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The merger was poorly planned; therefore, many positions were lost. (La fusión fue mal planificada; por lo tanto, se perdieron muchos puestos de trabajo.)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Regrettably, we cannot offer promotions to everyone this year. (Lamentablemente, no podemos ofrecer ascensos a todo el mundo este año.)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Apparently, the board of directors has decided to restructure the entire division. (Al parecer, la junta directiva ha decidido reestructurar toda la división.)
\end{itemize}

\section*{Contrast}

-\par
✗ The results were surprisingly good, consequently we celebrated. / ✓ The results were surprisingly good; consequently, we celebrated.\par
(Error: "Consequently" is a conjunctive adverb and needs a semicolon or a new sentence to connect two independent clauses.)\par

-\par
✗ I think frankly that we need a new strategy. / ✓ Frankly, I think we need a new strategy.\par
(Error: In professional English, placing the stance adverb at the beginning is more natural and impactful.)\par

-\par
✗ The manager was angry, so he left. Consequently, the meeting was cancelled. / ✓ The manager was angry; consequently, the meeting was cancelled.\par
(Error: Using "so" and "consequently" in the same sequence is redundant. Use one or the other.)\par

-\par
✗ It is certainly a problem. / ✓ Certainly, it is a problem.\par
(Note: While the first is correct, the second version is a common way to use "certainly" to express strong agreement or stance in a discussion.)\par

\section*{Mini-quiz — 10 preguntas}

Part 1: Multiple Choice\par

-\par
\_\_, the decision to downsize was met with unexpected resistance from the staff.\par
a) Consequently\par
b) Surprisingly\par
c) Therefore\par

-\par
The CEO failed to communicate the vision; \_\_, employee morale has declined significantly.\par
a) frankly\par
b) interestingly\par
c) consequently\par

-\par
\_\_, I don't think the proposed budget is realistic.\par
a) Frankly\par
b) Thus\par
c) Regrettably\par

Part 2: Sentence Transformation (Rewrite the sentence using the word in brackets)\par

\begin{itemize}[leftmargin=1.2em]
\item The company lost its main investor. As a result, it had to close. (CONSEQUENTLY)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item It is a fact that leadership requires emotional intelligence. (UNDOUBTEDLY)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item I am telling you the truth: the project was a total disaster. (FRANKLY)
\end{itemize}

Part 3: Fill in the blanks (Choose the most appropriate word: Interestingly, Regrettably, Therefore)\par

\begin{itemize}[leftmargin=1.2em]
\item We missed the deadline. \_\_, we have to pay a penalty to the client.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item \_\_, we are unable to approve your request for a remote working arrangement.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item \_\_, the company's turnover rate decreased after implementing the new wellness program.
\end{itemize}

Part 4: Error Correction\par

\begin{itemize}[leftmargin=1.2em]
\item Identify the error: The team worked overtime, consequently they finished the project early.
\end{itemize}
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\par

Respuestas:\par
1. b\par
2. c\par
3. a\par
4. The company lost its main investor; consequently, it had to close.\par
5. Leadership undoubtedly requires emotional intelligence. (OR: Undoubtedly, leadership requires emotional intelligence.)\par
6. Frankly, the project was a total disaster.\par
7. Therefore\par
8. Regrettably\par
9. Interestingly\par
10. Error: Comma splice. Correction: Use a semicolon (;) or a full stop (.) before "consequently". (e.g., The team worked overtime; consequently, they finished...)\par
}
\lessonbox{Lesson 3: Vocabulary Lab}{
\section*{Vocabulario C1 — Corporate Culture \& Leadership}

30 palabras con definición, traducción, ejemplo y audio.\par



\subsection*{paradigm shift  //}
/ˈpærədaɪm ʃɪft/n\par
Definition:a fundamental change in approach or underlying assumptions.\par
Traducción:cambio de paradigma\par
Example:The transition to remote-first operations represented a significant paradigm shift in our corporate structure.\par
Collocation:a fundamental paradigm shift\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# empirical  //
\end{itemize}
/ɪmˈpɪrɪkl/adj\par
Definition:based on observation or experience rather than theory or pure logic.\par
Traducción:empírico\par
Example:We need empirical evidence to support the proposed changes to the leadership hierarchy.\par
Collocation:empirical evidence\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# inherent  //
\end{itemize}
/ɪnˈhɪərənt/adj\par
Definition:existing in something as a permanent, essential, or characteristic attribute.\par
Traducción:inherente\par
Example:There are inherent risks in decentralising decision-making processes within a global firm.\par
Collocation:inherent risks\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# manifest  //
\end{itemize}
/ˈmænɪfɛst/v\par
Definition:to display or show a quality or feeling by one's actions or appearance.\par
Traducción:manifestar\par
Example:Leadership flaws often manifest themselves during periods of intense market volatility.\par
Collocation:manifest itself\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# ubiquitous  //
\end{itemize}
/juːˈbɪkwɪtəs/adj\par
Definition:present, appearing, or found everywhere.\par
Traducción:ubicuo / omnipresente\par
Example:Digital literacy has become a ubiquitous requirement for all management roles.\par
Collocation:ubiquitous presence\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# ascertain  //
\end{itemize}
/ˌæsəˈteɪn/v\par
Definition:to find something out for certain; to make sure of.\par
Traducción:determinar / averiguar\par
Example:The board must ascertain the long-term impact of the new sustainability policy.\par
Collocation:ascertain the facts\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# corroborate  //
\end{itemize}
/kəˈrɒbəreɪt/v\par
Definition:to confirm or give support to a statement, theory, or finding.\par
Traducción:corroborar\par
Example:The latest employee engagement survey serves to corroborate our internal culture audit.\par
Collocation:corroborate findings\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# disseminate  //
\end{itemize}
/dɪˈsemɪneɪt/v\par
Definition:to spread information, knowledge, or ideas widely.\par
Traducción:difundir\par
Example:It is vital to disseminate the new strategic vision across all departments simultaneously.\par
Collocation:disseminate information\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# nuanced  //
\end{itemize}
/ˈnjuːɑːnst/adj\par
Definition:characterized by subtle shades of meaning or expression.\par
Traducción:matizado / con matices\par
Example:A nuanced understanding of emotional intelligence is essential for modern leaders.\par
Collocation:a nuanced approach\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# scrutinise  //
\end{itemize}
/ˈskruːtənaɪz/v\par
Definition:to examine or inspect closely and thoroughly.\par
Traducción:escrutar / examinar minuciosamente\par
Example:Stakeholders will scrutinise every aspect of the merger to ensure cultural alignment.\par
Collocation:scrutinise details\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# streamline  //
\end{itemize}
/ˈstriːmlaɪn/v\par
Definition:to make an organization or process more efficient and effective.\par
Traducción:optimizar / agilizar\par
Example:We aim to streamline our recruitment process to attract top-tier talent faster.\par
Collocation:streamline operations\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# leverage  //
\end{itemize}
/ˈliːvərɪdʒ/v\par
Definition:to use something to maximum advantage.\par
Traducción:aprovechar / potenciar\par
Example:The CEO plans to leverage AI to enhance productivity across the workforce.\par
Collocation:leverage resources\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# incentivise  //
\end{itemize}
/ɪnˈsentɪvaɪz/v\par
Definition:to provide someone with an incentive for doing something.\par
Traducción:incentivar\par
Example:The company needs to incentivise innovation to stay ahead of the competition.\par
Collocation:incentivise performance\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# oversight  //
\end{itemize}
/ˈəʊvəsaɪt/n\par
Definition:the action of overseeing something; supervision.\par
Traducción:supervisión / supervisión\par
Example:The committee provides oversight to ensure ethical compliance in all leadership decisions.\par
Collocation:regulatory oversight\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# accountability  //
\end{itemize}
/əˌkaʊntəˈbɪləti/n\par
Definition:the fact or condition of being accountable; responsibility.\par
Traducción:rendición de cuentas / responsabilidad\par
Example:Promoting a culture of accountability is key to maintaining high performance standards.\par
Collocation:hold someone to accountability\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# benchmark  //
\end{itemize}
/ˈbentʃmɑːk/n / v\par
Definition:a standard or point of reference against which things may be compared.\par
Traducción:punto de referencia / estándar\par
Example:Our diversity metrics serve as a benchmark for the rest of the industry.\par
Collocation:set a benchmark\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# mitigate  //
\end{itemize}
/ˈmɪtɪɡeɪt/v\par
Definition:to make something less severe, serious, or painful.\par
Traducción:mitigar\par
Example:Leadership must act quickly to mitigate the impact of the recent restructuring.\par
Collocation:mitigate risks\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# consensus  //
\end{itemize}
/kənˈsensəs/n\par
Definition:a general agreement.\par
Traducción:consenso\par
Example:The management team reached a consensus regarding the new hybrid work policy.\par
Collocation:reach a consensus\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# disruptive  //
\end{itemize}
/dɪsˈrʌptɪv/adj\par
Definition:causing radical change in an industry or strategy.\par
Traducción:disruptivo\par
Example:The startup's disruptive technology forced established leaders to rethink their models.\par
Collocation:disruptive innovation\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# comprehensive  //
\end{itemize}
/ˌkɒmprɪˈhensɪv/adj\par
Definition:complete; including all or most elements or aspects of something.\par
Traducción:integral / completo\par
Example:A comprehensive leadership training programme was implemented last quarter.\par
Collocation:comprehensive review\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# buy-in  //
\end{itemize}
/ˈbaɪ.ɪn/n\par
Definition:agreement with and acceptance of a policy or decision.\par
Traducción:aceptación / apoyo\par
Example:Without executive buy-in, the new cultural initiatives will likely fail.\par
Collocation:secure buy-in\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# bottleneck  //
\end{itemize}
/ˈbɒtlne k/n\par
Definition:a situation that causes delay in a process or system.\par
Traducción:cuello de botella\par
Example:The lack of middle management is creating a significant bottleneck in decision-making.\par
Collocation:create a bottleneck\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# agile  //
\end{itemize}
/ˈædʒaɪl/adj\par
Definition:able to move quickly and easily; in business, able to respond rapidly to change.\par
Traducción:ágil\par
Example:Adopting an agile methodology has allowed our team to pivot during market shifts.\par
Collocation:agile workflow\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# burnout  //
\end{itemize}
/ˈbɜːnaʊt/n\par
Definition:state of emotional, physical, and mental exhaustion caused by excessive stress.\par
Traducción:agotamiento / burnout\par
Example:The leadership team is addressing burnout by implementing mandatory mental health days.\par
Collocation:prevent burnout\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# top-down  //
\end{itemize}
/ˌtɒp ˈdaʊn/adj\par
Definition:relating to a system where decisions are made by people in authority and passed down.\par
Traducción:descendente / de arriba hacia abajo\par
Example:A top-down approach to management often stifles creativity in modern tech firms.\par
Collocation:top-down management\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# bottom-up  //
\end{itemize}
/ˌbɒtəm ˈʌp/adj\par
Definition:relating to a process where decisions are made by the lowest levels of an organisation.\par
Traducción:ascendente\par
Example:We are moving towards a bottom-up culture to empower our junior employees.\par
Collocation:bottom-up approach\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# game-changer  //
\end{itemize}
/ˈɡeɪmˌtʃeɪndʒə/n\par
Definition:an event, person, or factor that much changes the way something is done.\par
Traducción:algo que cambia las reglas del juego\par
Example:The new remote-work policy was a total game-changer for our talent retention.\par
Collocation:real game-changer\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# on the same page  //
\end{itemize}
/ɒn ðə seɪm peɪdʒ/phrase\par
Definition:to have the same understanding or to agree with others.\par
Traducción:estar en la misma sintonía / de acuerdo\par
Example:Before we present to the board, let's make sure we are all on the same page.\par
Collocation:get on the same page\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# low-hanging fruit  //  (n (idiom))
\end{itemize}
/ˌləʊ ˈhæŋɪŋ fruːt/\par
Definition:tasks or goals that are easily achieved.\par
Traducción:objetivos fáciles de alcanzar\par
Example:Improving our internal communication is low-hanging fruit for increasing morale.\par
Collocation:target low-hanging fruit\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# vibe check  //  (n (slang/informal))
\end{itemize}
/vaɪb tʃek/formal\par
Definition:an assessment of the emotional atmosphere or social energy of a group.\par
Traducción:evaluación de la energía/ambiente\par
Example:The HR team conducted a quick vibe check to see how the team felt about the merger.\par
Collocation:perform a vibe check\par

-\par
}
\lessonbox{Lesson 4: Idioms \& Natural Expressions}{
\section*{Idioms \& expressions — Corporate Culture \& Leadership}



\subsection*{To lead from the front  ·  neutral}
neutral\par
Meaning:To guide a group by taking the most difficult or active role yourself.\par
Significado:Liderar con el ejemplo / Tomar la delantera.\par
Example:The CEO doesn't just issue memos; she leads from the front by working alongside the dev team during crunch periods.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# To foster a culture of accountability  ·  formal
\end{itemize}
formal\par
Meaning:To create an environment where individuals take responsibility for their own actions and results.\par
Significado:Fomentar una cultura de responsabilidad.\par
Example:To scale the startup successfully, we must foster a culture of accountability from day one.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# To be in the loop  ·  neutral
\end{itemize}
neutral\par
Meaning:To be informed about a particular situation or project.\par
Significado:Estar al tanto / Estar en el círculo de información.\par
Example:Please ensure the regional managers are kept in the loop regarding the new sustainability protocols.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# To hit the ground running  ·  neutral
\end{itemize}
neutral\par
Meaning:To start a new job or project with great energy and immediate effectiveness.\par
Significado:Empezar con fuerza / Empezar a tope.\par
Example:We need a project manager who can hit the ground running without needing extensive onboarding.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# To touch base  ·  neutral
\end{itemize}
neutral\par
Meaning:To briefly contact someone to update them or check progress.\par
Significado:Ponerse en contacto brevemente / Hacer un seguimiento rápido.\par
Example:Let's touch base on Friday to see if the quarterly targets are within reach.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# Quietly scaling  ·  neutral
\end{itemize}
neutral\par
Meaning:(Contemporary) Growing a business or team steadily and sustainably without aggressive public marketing or sudden disruptions.\par
Significado:(Contemporáneo) Escalar de forma orgánica/silenciosa (crecimiento sostenido sin ruido mediático).\par
Example:While our competitors are burning VC cash on hype, we are quietly scaling our user base through organic engagement.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# To lean into the friction  ·  formal
\end{itemize}
formal\par
Meaning:(Contemporary) To embrace conflict or difficult challenges as a way to drive innovation or growth rather than avoiding it.\par
Significado:(Contemporáneo) Afrontar/aprovechar la fricción (en lugar de evitar el conflicto).\par
Example:Instead of smoothing over every disagreement, the leadership team decided to lean into the friction to spark more creative solutions.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# Async-first mindset  ·  neutral
\end{itemize}
neutral\par
Meaning:(Contemporary) A leadership approach that prioritises asynchronous communication (email, recorded video, docs) over real-time meetings to allow for deep work.\par
Significado:(Contemporáneo) Mentalidad de 'asincronía primero' (priorizar comunicación no sincrónica).\par
Example:With our global team spread across six time zones, adopting an async-first mindset has been crucial for our productivity.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# To move the needle  ·  neutral
\end{itemize}
neutral\par
Meaning:To make a significant or noticeable difference in a situation.\par
Significado:Marcar la diferencia / Lograr un impacto significativo.\par
Example:The new marketing strategy is fine, but it doesn't really move the needle on our market share.\par

\begin{itemize}[leftmargin=1.2em]
\item \#\#\# To drill down  ·  formal
\end{itemize}
formal\par
Meaning:To examine something in great detail to find the root cause or specific information.\par
Significado:Analizar a fondo / Profundizar en los detalles.\par
Example:We need to drill down into the data to understand why the retention rate dropped last month.\par

-\par
}
\lessonbox{Lesson 5: Reading Practice}{
\section*{Unit 15: Corporate Culture \& Leadership}

\subsection*{\#\#\# The Empathy Paradox: Leadership in the Age of Algorithmic Management}

The landscape of corporate leadership has undergone a seismic shift in the mid-2020s. As artificial intelligence moves from a peripheral tool to the very backbone of operational decision-making, the traditional definition of a "manager" is being dismantled. We are witnessing a transition from hierarchical command to what sociologists call 'algorithmic management', where data-driven insights dictate workflows, productivity metrics, and even promotion eligibility. In this high-tech environment, a profound question emerges: is human leadership becoming obsolete, or is it more vital than ever?\par

For decades, corporate culture was defined by physical presence and visible authority. However, the hybrid models that became permanent post-2023 have decoupled leadership from oversight. Managers no longer watch over shoulders; they monitor dashboards. This shift has created a vacuum in emotional intelligence. While an algorithm can identify a dip in output or a deviation from a project timeline with surgical precision, it cannot grasp the nuance of employee burnout or the subtle friction within a creative team.\par

Critics argue that the over-reliance on data-driven leadership is eroding the 'human element' that fosters long-term loyalty. When culture is reduced to KPIs (Key Performance Indicators) and engagement scores, the intangible bonds of trust—the bedrock of any successful organisation—begin to fray. A leader who relies solely on metrics risks becoming a mere administrator of tasks rather than a visionary. This detachment can lead to a 'transactional culture', where employees feel like replaceable components in a vast, digital machine rather than valued contributors.\par

Conversely, proponents of the new era suggest that algorithmic tools actually liberate leaders to focus on higher-level strategic thinking. By automating the mundane aspects of resource allocation and scheduling, leaders can theoretically dedicate more time to mentorship and psychological safety. The challenge, however, lies in the execution. If the data is used to micromanage, the result is a toxic, high-pressure environment. If used to empower, it could usher in a new era of autonomy.\par

As we navigate 2025, the most successful organisations are those that strike a delicate balance. They use technology to inform decisions but rely on human empathy to implement them. Leadership is no longer about having all the answers; it is about asking the right questions and managing the human impact of technological shifts. The leaders who thrive will be those who can navigate the tension between efficiency and empathy.\par

In the end, the goal of corporate culture should not be to mirror the efficiency of a machine, but to harness it to serve human potential. As the lines between human agency and automated oversight continue to blur, the ability to lead with authenticity will become the ultimate competitive advantage. Those who fail to recognise that people are more than just data points will find themselves leading hollow organisations, struggling to retain talent in an increasingly discerning global market.\par

\subsection*{Comprehension — Multiple Choice}

1. What is the writer's main point in the first paragraph?\par
A. AI has made traditional management styles completely ineffective.\par
B. The role of a leader is being redefined due to technological integration.\par
C. Hierarchical structures are being replaced by more efficient algorithms.\par
D. Decision-making is becoming more objective thanks to new tools.\par

2. In the second paragraph, what does the author suggest about the shift to hybrid work?\par
A. It has made it easier for managers to monitor their staff.\par
B. It has removed the need for traditional oversight methods.\par
C. It has caused a significant decline in employee productivity.\par
D. It has made emotional intelligence less relevant in the workplace.\par

3. According to the third paragraph, what is a risk of a purely data-driven culture?\par
A. It leads to an increase in the cost of operational decision-making.\par
B. It makes it difficult for employees to understand their KPIs.\par
C. It can weaken the foundational trust within an organisation.\par
D. It prevents leaders from being able to make strategic decisions.\par

4. How do proponents of algorithmic management view the role of technology?\par
A. As a way to replace the need for human managers entirely.\par
B. As a tool that allows leaders to focus on more meaningful tasks.\par
C. As a method to ensure all employees are treated equally.\par
D. As a necessary evil to maintain productivity in hybrid models.\par

5. What does the writer imply about the "most successful organisations" in 2025?\par
A. They prioritise technological efficiency over all other factors.\par
B. They have successfully replaced human managers with AI.\par
C. They integrate data with human-centric leadership.\par
D. They focus on remote work to reduce operational costs.\par

6. What is the overall tone of the text regarding the future of leadership?\par
A. Pessimistic about the role of humans in the corporate world.\par
B. Dismissive of the importance of emotional intelligence.\par
C. Cautionary, yet highlighting the importance of human qualities.\par
D. Enthusiastic about the total automation of management.\par

\subsection*{Gapped Text — Missing Sentences}

Instrucciones: Lee el texto completo y decide qué frase (A-E) encaja mejor en cada hueco. Ten en cuenta que solo hay 4 huecos pero hay 5 opciones.\par

A. This shift in focus could potentially lead to a crisis of engagement.\par
B. However, this data-driven approach can often feel cold and impersonal.\par
C. Consequently, the need for human intervention has diminished significantly.\par
D. This allows for a more nuanced approach to talent management.\par
E. Such a transition requires a fundamental rethinking of authority.\par

\subsection*{Glossary}

\begin{itemize}[leftmargin=1.2em]
\item Seismic shift (cambio sísmico/radical)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To dismantle (desmantelar)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item much as Nuance (matiz/sutileza)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To fray (deshilacharse/debilitarse)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Bedrock (cimiento/base fundamental)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Mundane (mundano/rutinario)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To usher in (dar paso a/marcar el inicio de)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Discerning (juicioso/con criterio)
\end{itemize}

\subsection*{Answers}

\#\#\#\# Comprehension\par

\begin{itemize}[leftmargin=1.2em]
\item B
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item B
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item C
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item B
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item C
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item C
\end{itemize}

\#\#\#\# Gapped Text (Suggested order for the gaps in the original text)\par

Note: As the gaps were not marked in the text per instructions, here is the intended placement for the teacher's key:\par
Gap 1 (Para 1): E\par
Gap 2 (Para 2): B\par
Gap 3 (Para 3): A\par
Gap 4 (Para 4): D\par
(Distractor: C)\par
}
\lessonbox{Lesson 6: Listening Lab}{
\section*{Navigating Corporate Dynamics: Leadership and Culture}

Esta actividad de comprensión auditiva se divide en tres partes para poner a prueba tu capacidad de análisis. Deberás responder a preguntas de opción múltiple, completar frases con palabras exactas del audio y seleccionar la respuesta correcta basada en el debate final.\par

\subsection*{Part 1 — Conversation (questions 1–6)}

\# |\par
Question |\par
Options |\par

1 |\par
What is the primary cause of the friction mentioned by Speaker 1? |\par
A complete lack of authority among mid-level managers.  /  A lack of clarity regarding roles and responsibilities.  /  The decision to re-centralise the management structure.  /  A sudden decrease in the company's quarterly engagement. |\par

2 |\par
How does Speaker 1 describe the current state of the departments? |\par
They are working too closely together without enough autonomy.  /  They are operating as separate entities with little cohesion.  /  They are too focused on the executive team's oversight.  /  They are struggling with a lack of innovative spirit. |\par

3 |\par
What does Speaker 2 suggest might happen if silos become too entrenched? |\par
The company will lose its collaborative spirit.  /  The hierarchy will become too rigid to manage.  /  Top talent will immediately leave the organisation.  /  The company will be forced to re-centralise. |\par

4 |\par
Why is Speaker 1 concerned about the current misalignment? |\par
It might lead to an increase in bureaucratic oversight.  /  It could result in the loss of high-performing employees.  /  It will cause the company to lose its competitive edge.  /  It will make the annual report look inaccurate. |\par

5 |\par
What is Speaker 1's proposed solution to the current issues? |\par
To return to a fully centralised management model.  /  To eliminate the mid-level management layer entirely.  /  To refine the framework and establish clear accountability.  /  To prioritise innovation over the existing corporate culture. |\par

6 |\par
What metaphor does Speaker 2 use to describe the need for alignment? |\par
A delicate balancing act on a tightrope.  /  A slippery slope leading to chaos.  /  Everyone rowing in the same direction.  /  Bridging the gap between two different worlds. |\par

\subsection*{Part 2 — Monologue: sentence completion (questions 7–12)}

Complete each sentence with 1–3 words from the recording.\par

1.  The speaker was quite \_ by the recent survey results.\par

2.  Mid-level managers are feeling \_ due to the new structure.\par

3.  The speaker notes that the current situation is a \_.\par

4.  The company risks losing talent if there is a \_ between values and reality.\par

5.  The manager suggests that the current situation is a \_.\par

6.  Without a shared vision, the team is just \_.\par

\subsection*{Part 3 — Panel discussion (questions 13–18)}

13. What is the narrator's view on the relationship between leadership and management?\par
\begin{itemize}[leftmargin=1.2em]
\item They are mutually exclusive concepts that cannot coexist.
\item Management is more important than leadership in modern business.
\item An effective leader should also possess managerial competence.
\item Leadership is merely a subset of effective management.
\end{itemize}

14. According to the narrator, what is the primary focus of management?\par
\begin{itemize}[leftmargin=1.2em]
\item Driving an organisation forward in a volatile market.
\item The maintenance of order and operational stability.
\item Shaping the culture and inspiring employees.
\item Defining the ultimate destination of the company.
\end{itemize}

15. What happens when a manager tries to lead without having a clear vision?\par
\begin{itemize}[leftmargin=1.2em]
\item They become highly efficient and productive.
\item They focus too much on the grand vision and cause chaos.
\item They become micromanagers who stifle innovation.
\item They successfully balance the needs of the team.
\end{itemize}

16. What is the risk of a leader who focuses only on a grand vision?\par
\begin{itemize}[leftmargin=1.2em]
\item They will become too reactive to market changes.
\item They might create chaos and cause disillusionment.
\item They will lose their ability to manage budgets.
\item They will be seen as too bureaucratic.
\end{itemize}

17. What does the narrator suggest is the modern demand for professionals?\par
\begin{itemize}[leftmargin=1.2em]
\item A return to the traditional 'command and control' model.
\item The ability to focus solely on operational realities.
\item The development of a dual capability in both areas.
\item A shift towards more rigid and bureaucratic oversight.
\end{itemize}

18. How does Sarah define an 'authentic' corporate culture?\par
\begin{itemize}[leftmargin=1.2em]
\item A culture that can be designed through a set of values.
\item A culture that is driven solely by profit-making goals.
\item A culture where values are reflected in actual actions and decisions.
\item A culture that prioritises work-life balance above all else.
\end{itemize}

\subsection*{Vocabulario clave}

\begin{itemize}[leftmargin=1.2em]
\item Taken aback — Sorprendido / Desconcertado  - Remit — Ámbito de competencia / Funciones  - Slippery slope — Pendiente resbaladiza (situación que puede derivar en algo malo)  - Misalignment — Desalineación / Falta de coordinación  - Mutually exclusive — Mutuamente excluyentes  - To galvanise — Galvanizar / Impulsar / Motivar  - To conflate — Confundir / Fusionar dos conceptos  - Prerequisite — Requisito previo  \#\#\# Respuestas
\end{itemize}

Part 1: 1. A  ·  2. A  ·  3. C  ·  4. C  ·  5. A  ·  6. A\par
Part 2: 1. taken aback  ·  2. quite adrift  ·  3. slippery slope  ·  4. misalignment  ·  5. delicate balancing act  ·  6. spinning their wheels\par
Part 3: 13. A  ·  14. A  ·  15. B  ·  16. C  ·  17. D  ·  18. A\par

\subsection*{Transcript}

Ver transcript completo\par

SEGMENT 1 — CONVERSATION\par

Speaker 1: So, I was looking over the quarterly engagement survey results this morning, and frankly, I’m a bit taken aback by the feedback regarding the new management structure.\par

Speaker 2: Taken aback? Is it really that much of a departure from what we expected? I thought the whole point of the decentralisation was to foster a sense of autonomy.\par

Speaker 1: Well, in theory, yes. But it seems we’ve inadvertently created a sort of power vacuum. Instead of feeling empowered, the mid-level managers are feeling quite adrift, to be honest. They’re not sure where their remit ends and where the executive team’s oversight begins.\par

Speaker 2: I see. So, it’s not so much a lack of authority, but rather a lack of clarity?\par

Speaker 1: Precisely. It’s that ambiguity that’s causing the friction. There’s this growing sentiment that the corporate culture is becoming increasingly fragmented. You have different departments operating as if they were entirely separate entities, with virtually no cohesion.\par

Speaker 2: That’s a slippery slope, isn't it? If the silos become too entrenched, we’ll lose that collaborative spirit that defined us in the first place. I suppose we ought to have anticipated that a shift in hierarchy would cause some growing pains.\par

Speaker 1: It’s more than just growing pains, though. If we don't address this misalignment between our stated values and the actual day-to-day reality, we risk losing our top talent. People don't just leave jobs; they leave cultures that feel inconsistent.\par

Speaker 2: I take your point. We can't just preach 'innovation and agility' in the annual report and then impose a rigid, bureaucratic oversight that stifles everything. So, what’s the way forward? Do we need to re-centralise?\par

Speaker 1: I wouldn't go that far. Re-centralising would be a step backwards. I think we need to refine the framework. We need to establish clear lines of accountability without sacrificing the flexibility we’ve worked so hard to implement. It’s a delicate balancing act, really.\par

Speaker 2: A delicate balancing act indeed. It’s about finding that sweet spot between autonomy and alignment. We need to ensure everyone is rowing in the same direction, even if they're in different boats.\par

Speaker 1: Exactly. We need to bridge the gap between the vision at the top and the execution on the ground. Otherwise, we're just spinning our wheels.\par

SEGMENT 2 — MONOLOGUE\par

Narrator: Good morning, everyone, and welcome back to 'The Leadership Lab'. Today, we’re delving into a concept that is often misunderstood, yet remains fundamental to any successful enterprise: the distinction between leadership and management. Now, before you jump to conclusions, I want to clarify that I'm not suggesting these are mutually exclusive. In fact, a truly effective leader must possess a degree of managerial competence. However, the nuances between the two are where the real magic—or the real trouble—happens.\par

Narrator: Traditionally, management has been associated with the maintenance of order. It’s about processes, budgets, resource allocation, and ensuring that the wheels of the organisation keep turning smoothly. It is, by its very nature, reactive and operational. You manage a situation, you manage a project, you manage a budget. It’s about stability and predictability. While absolutely essential for the survival of any firm, management alone is insufficient to drive an organisation forward in a volatile market.\par

Narrator: Leadership, on the other hand, is something quite different. It is proactive. It is about vision, about inspiration, and about navigating the complexities of human emotion and motivation. A leader doesn't just manage tasks; they shape the culture. They don't just follow a roadmap; they define the destination. Leadership is about influence, not just authority. It’s about being able to galvanise a group of individuals towards a shared purpose, even when the path ahead is shrouded in uncertainty.\par

Narrator: The problem arises when we conflate the two. When a manager tries to lead without vision, they become a micromanager, stifling innovation and causing frustration among their teams. Conversely, when a leader focuses solely on the grand vision without any regard for the operational realities, they risk creating chaos and disillusionment. The organisation becomes a place of lofty ideals but zero execution.\par

Narrator: In the modern corporate landscape, where change is the only constant, the demand for leadership over mere management has never been higher. We are seeing a shift away from the traditional 'command and control' model towards more transformational approaches. We need leaders who can foster psychological safety, encourage risk-taking, and navigate the intricacies of diverse, global teams. The challenge for today's professionals is to develop that dual capability: the ability to manage the present while simultaneously leading the way into the future.\par

SEGMENT 3 — PANEL DISCUSSION\par

Speaker 1: Welcome to our final panel of the day. We’re discussing the ethics of corporate culture. Joining us are Dr. Aris, a sociologist, and Sarah, a Chief Human Resources Officer. Let’s dive straight in. Sarah, you’ve often spoken about the importance of 'authentic' corporate culture. Is that even possible in a profit-driven environment?\par

Speaker 2: That’s a bit of a loaded question, isn't it? But I’ll bite. I believe authenticity is not just possible; it’s a prerequisite for long-term success. You can't manufacture a culture. You can certainly design a set of values, but if those values aren't reflected in how decisions are made and how people are treated, the culture will be perceived as hollow. It’s about integrity. If your culture claims to value work-life balance but then rewards those who work eighty hours a week, your 'authentic' culture is a myth.\par

Speaker 3: I have to interject there. While I agree with Sarah that integrity is vital, we must be careful not to romanticise corporate culture. At its core, a corporation is a vehicle for economic activity. To suggest that it must also be a source of profound personal meaning can be quite dangerous. It can lead to an intrusive culture where the boundaries between professional and personal lives become dangerously blurred.\par

Speaker 1: That’s a provocative point, Dr. Aris. Are you suggesting that we should aim for a more detached, purely transactional relationship between employer and employee?\par

Speaker 3: Not necessarily 'transactional' in a pejorative sense, but certainly more bounded. We need to recognise that employees are whole people with lives outside of work. When companies try to build a 'family' culture, it often becomes a way to manipulate employees into going above and beyond under the guise of loyalty. It can be a way to bypass healthy professional boundaries.\par

Speaker 2: I see where you're coming from, but I think that's a rather cynical view. A strong, positive culture can provide a sense of belonging and purpose that is genuinely beneficial to mental well-being. It’s not about manipulation; it’s about creating an environment where people feel valued and motivated. Of course, there is a risk of exploitation, but that’s a failure of leadership, not a flaw in the concept of culture itself.\par

Speaker 1: So, it seems we have a tension between the desire for meaningful engagement and the need for professional boundaries. How do we navigate this without falling into the traps of either total detachment or total immersion?\par

Speaker 3: I think the key lies in transparency and respect for autonomy. A healthy culture should be based on mutual respect and clear expectations, not on emotional entanglement.\par

Speaker 2: And I would argue that the goal should be engagement, not just mere compliance. We need to build cultures that are robust enough to withstand the pressures of business while still being human-centric. It’s a difficult tightrope to walk, certainly, but it’s the only way forward.\par
}
\lessonbox{Lesson 7: Use of English}{
Unit 15: Corporate Culture \& Leadership\par

\section*{Part 1 — Word formation}

Instructions: Read the text below. Use the word in CAPITALS at the end of some of the lines to form a word that fits in the gap in the same line.\par

The modern workplace is undergoing a period of profound \_\_\_ as traditional hierarchies give way to more collaborative models. (TRANSFORM)\par

Many leaders now realise that fostering a sense of \_\_\_ is essential for long-term employee retention. (LOYAL)\par

The CEO's \_\_\_ approach to decision-making was initially met with skepticism by the board members. (DECIDE)\par

Without a clear sense of purpose, a company's mission statement can become \_ and lose its impact. (EFFECT)\par
Effective leadership requires the \_ to adapt to rapidly changing market conditions. (ABLE)\par
The \_ of the new management style was evident in the sudden rise in productivity. (SUCCESS)\par
A lack of \_ between departments often leads to redundant tasks and wasted resources. (COOPERATE)\par
The company's \_\_\_ reputation was built on years of ethical business practices. (REPUTE)\par

\section*{Part 2 — Key word transformations}

Instructions: Complete the second sentence so that it has a similar meaning to the first sentence, using the word given. Do not change the word given. You must use between three and six words, including the word given.\par
1. I must be honest, the merger was a complete disaster for the junior staff. FRANKLY\par
→ \_\_, the merger was a complete disaster for the junior staff.\par
2. The company's profits fell, so they had to implement a hiring freeze. CONSEQUENTLY\par
→ The company's profits fell; \_\_, they had to implement a hiring freeze.\par
3. It was unexpected that the charismatic leader resigned so suddenly. SURPRISINGLY\par
→ \_\_, the charismatic leader resigned so suddenly.\par
4. I am telling you the truth when I say that the board is divided. FRANKLY\par
→ \_\_, the board is divided.\par
5. The project failed because they didn't plan well. CONSEQUENTLY\par
→ They failed to plan well; \_\_, the project failed.\par
6. It was a surprise to everyone that the startup became a unicorn in one year. SURPRISINGLY\par
→ \_\_, the startup became a unicorn in one year.\par

\section*{Answer key}

\subsection*{Part 1}

\begin{itemize}[leftmargin=1.2em]
\item transformation
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item loyalty
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item decisive
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item ineffective
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item ability
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item success
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item cooperation
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item reputable
\end{itemize}

\subsection*{Part 2}

\begin{itemize}[leftmargin=1.2em]
\item Frankly speaking
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item consequently
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Surprisingly
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Frankly speaking
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item consequently
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Surprisingly
\end{itemize}
}
\lessonbox{Lesson 8: Writing Workshop}{
\section*{Unit 15: Corporate Culture \& Leadership}

\subsection*{Writing: The Proposal}

\section*{Task (Cambridge C1 Advanced, Part 2)}

Context:\par
You work for a multinational corporation that has recently seen a decline in employee morale and an increase in staff turnover. The Board of Directors has requested a proposal outlining how to improve the company's internal culture and leadership style to retain top talent.\par

Task:\par
Write a proposal for the Board of Directors. In your proposal, you should:\par
*   Analyse the current issues regarding corporate culture.\par
*   Suggest specific leadership training or structural changes.\par
*   Explain how these changes will benefit the company's long-term goals.\par

Word count: 220–260 words.\par

\section*{Tips (en español)}

Para este tipo de tarea, sigue estas estrategias para asegurar una puntuación alta:\par

\begin{itemize}[leftmargin=1.2em]
\item Structure: Utiliza subtítulos claros para cada sección. Un proposal no es un ensayo; debe estar organizado de forma lógica para que el lector encuentre la información rápidamente.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Register: Mantén un tono formal y profesional. Evita contracciones (use do not instead of don't) y lenguaje coloquial. Dirígete a la junta directiva con respeto pero con autoridad.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Linking: Usa conectores de transición para guiar al lector entre la identificación del problema y la solución (ej. Furthermore, In light of this, Consequently).
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Hedging (Lenguaje cauteloso): En propuestas profesionales, no afirmes cosas de forma absoluta. Usa verbos modales (would, could, might) para sugerir que tus ideas son recomendaciones, no imposiciones.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Evaluación de ideas: No te limites a listar problemas. Cada sugerencia debe estar vinculada a un beneficio tangible para la empresa (ROI, productividad, retención).
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Time management: Dedica 5 minutos a planificar la estructura, 35 a escribir y 10 a revisar. En el C1, los errores gramaticales de "distracción" pueden bajar tu nota drásticamente.
\end{itemize}

\section*{Useful language}

\# |\par
Expression |\par
Español |\par
Audio |\par

1 |\par
What immediately stands out is... |\par
Lo que destaca enseguida es... |\par
|\par

2 |\par
At first glance, the scene appears to... |\par
A primera vista, la escena parece... |\par
|\par

3 |\par
Whereas the first image suggests..., the second one points to... |\par
Mientras que la primera imagen sugiere..., la segunda apunta a... |\par
|\par

4 |\par
There is a striking contrast between... and... |\par
Hay un contraste marcado entre... y... |\par
|\par

5 |\par
The people seem to be dealing with... |\par
Las personas parecen estar lidiando con... |\par
|\par

6 |\par
It is highly likely that... |\par
Es muy probable que... |\par
|\par

7 |\par
One could infer that... |\par
Se podría inferir que... |\par
|\par

8 |\par
This might reflect a broader issue: ... |\par
Esto podría reflejar un problema más amplio: ... |\par
|\par

9 |\par
Although the setting is different, both images convey... |\par
Aunque el contexto es distinto, ambas imágenes transmiten... |\par
|\par

10 |\par
The overall impression is one of... |\par
La impresión general es de... |\par
|\par

11 |\par
This would be a useful example of... |\par
Esto sería un ejemplo útil de... |\par
|\par

12 |\par
I would argue that the second image feels more... |\par
Diría que la segunda imagen resulta más... |\par
|\par

\section*{Model answer}

To: The Board of Directors\par
From: [Your Name], HR Manager\par
Subject: Proposal for Enhancing Corporate Culture and Leadership\par

Introduction\par
The purpose of this proposal is to outline strategies to address the recent decline in employee morale and the rising turnover rate within the company. This document suggests actionable changes to foster a more engaging corporate culture.\par

Current Issues\par
It has become evident that the current top-down leadership style has created a disconnect between management and staff. Employees report feeling undervalued, which has led to a lack of engagement. Furthermore, the absence of clear career progression paths is a significant factor in the loss of high-performing talent.\par

Proposed Solutions\par
To mitigate these issues, it is suggested that the company implements a "Leadership Development Programme" aimed at middle management. This training would focus on emotional intelligence and collaborative leadership, shifting the culture from authoritative to inclusive.\par

Additionally, introducing a flexible working policy and a structured mentorship scheme would demonstrate a commitment to employee well-being. While these changes require an initial investment, they would likely lead to higher retention rates.\par

Expected Benefits\par
Should these measures be implemented, the company can expect a more motivated workforce and a stronger employer brand. By fostering a culture of trust and professional growth, we will be better positioned to attract and retain top-tier talent, ultimately securing our long-term competitive advantage.\par

Conclusion\par
In conclusion, addressing the leadership gap is vital for our stability. It is recommended that the Board approves the initial phase of the leadership training immediately to halt the current trend of staff departures.\par

\section*{Marking checklist}

\begin{itemize}[leftmargin=1.2em]
\item Content: Have you addressed all three bullet points from the task? Is the information relevant to the Board of Directors?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Communicative Achievement: Is the tone appropriately formal? Does the proposal follow the correct format (headings, clear purpose)?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Organisation: Are the ideas logically sequenced? Do you use effective cohesive devices (linking words) to connect paragraphs and ideas?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Language: Have you used advanced vocabulary (e.g., mitigate, authoritative, mentorship) and complex grammatical structures (e.g., should these measures be implemented)? Are there any errors in spelling or punctuation?
\end{itemize}
}
\lessonbox{Lesson 9: Speaking Lab}{
\section*{Speaking — describe \& compare}

Compara estas dos imágenes. Describe las diferencias en el entorno de trabajo y lo que sugieren sobre la cultura corporativa y el liderazgo en cada caso. Debes hablar durante 2 minutos.\par

\begin{center}
\includegraphics[width=0.82\linewidth]{\detokenize{/Users/c/c1-run/public/generated/images/unit-015-speaking-speaking.png}}\\[1mm]
{\small speaking}
\end{center}

\subsection*{Useful phrases}

\begin{itemize}[leftmargin=1.2em]
\item At first glance, it appears that... — A primera vista, parece que...  - The two settings stand in stark contrast to one another. — Los dos entornos contrastan fuertemente entre sí.  - One could infer that the leadership style is quite hierarchical. — Se podría inferir que el estilo de liderazgo es bastante jerárquico.  - In much the same way as... — De la misma manera que...  - Conversely, the second image depicts... — Por el contrario, la segunda imagen representa...  - It is highly likely that the atmosphere is quite formal. — Es muy probable que el ambiente sea bastante formal.  - While the first scene suggests rigidity, the second implies... — Mientras que la primera escena sugiere rigidez, la segunda implica...  - There seems to be a palpable sense of... — Parece haber una sensación palpable de...  - This is a far cry from the traditional approach seen in... — Esto dista mucho del enfoque tradicional visto en...  - One might assume that productivity is driven by... — Uno podría suponer que la productividad es impulsada por...  - The visual cues suggest a shift towards... — Las pistas visuales sugieren un cambio hacia...  - In stark contrast to the formal setting, we see... — En marcado contraste con el entorno formal, vemos...  \#\#\# Pronunciación
\end{itemize}

Para sonar más natural y fluido en el examen, practica las contracciones (e.g., 'it's' instead of 'it is') y las reducciones en el habla rápida (e.g., 'gonna' instead of 'going to', o 'wanna' instead of 'want to'). En el nivel C1, esto ayuda a mantener el ritmo, pero asegúrate de no perder la claridad. Practica cómo las palabras se conectan (connected speech), como cuando una palabra termina en consonante y la siguiente empieza en vocal.\par

\subsection*{Model answer}

Both images depict professional environments, yet they represent diametrically opposed corporate cultures. In the first image, we see a traditional boardroom, which suggests a highly hierarchical and formal leadership style. The heavy mahogany furniture and the rigid posture of the executives imply a top-down approach where authority is clearly defined. One could infer that decision-making is centralized and strictly regulated.\par

In stark contrast, the second image depicts a modern, open-plan workspace. This setting is a far cry from the formality of the first; instead, it suggests a more collaborative and egalitarian culture. The casual attire and the presence of beanbags and plants imply that the company values creativity and employee well-being. While the first scene suggests a focus on tradition and structure, the second implies a more agile and flexible approach to leadership.\par

Ultimately, while the first environment might foster discipline, the second seems designed to encourage innovation through interaction. It is highly likely that the first company relies on strict protocols, whereas the second likely promotes a flatter organizational structure where input is encouraged from all levels.\par
}
\lessonbox{Lesson 10: Mediation Task}{
\section*{Mediation}

Escribe un correo electrónico a tus compañeros de equipo resumiendo los cambios propuestos en la cultura corporativa. Debes explicar los puntos clave del nuevo modelo de liderazgo y cómo afectarán al día a día del equipo, manteniendo un tono profesional pero motivador.\par

\subsection*{Texto original (español)}

Nuestra empresa está cambiando su cultura corporativa para fomentar un liderazgo más horizontal. Queremos eliminar las jerarquías estrictas y permitir que los empleados de todos los niveles propongan ideas directamente a la dirección. Además, implementaremos un sistema de horarios flexibles para mejorar el equilibrio entre la vida laboral y personal. El objetivo es que cada miembro del equipo se sienta empoderado y responsable de su propio trabajo, no solo como un ejecutor de tareas, sino como un líder en su área. Estos cambios entrarán en vigor el próximo mes.\par

\subsection*{Imagen de apoyo}

\begin{center}
\includegraphics[width=0.82\linewidth]{\detokenize{/Users/c/c1-run/public/generated/images/unit-015-mediation-mediation.png}}\\[1mm]
{\small mediation}
\end{center}

\subsection*{Estrategias clave}

\begin{itemize}[leftmargin=1.2em]
\item Identificar las ideas principales del texto original y eliminarlas redundancias.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Adaptar el registro de un anuncio informativo a un correo electrónico profesional.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Utilizar conectores de transición para dar cohesión al resumen (e.g., 'Furthermore', 'In addition').
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Parafrasear el vocabulario original para demostrar un nivel C1 (e.g., 'empoderado' -> 'empowered').
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Organizar la información de manera lógica: introducción, puntos clave y conclusión.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Asegurar que el tono sea apropiado para la audiencia (compañeros de trabajo).
\end{itemize}

\subsection*{Audiencia de destino}

your team members\par

\subsection*{Respuesta modelo (English)}

Subject: Important updates regarding our new corporate culture\par

Dear Team,\par

I am writing to share some exciting updates regarding the upcoming changes to our corporate culture, which are set to take effect next month. The company is moving towards a more horizontal leadership model to foster greater innovation.\par

Essentially, the goal is to dismantle traditional hierarchies, allowing for a more collaborative environment where employees at all levels can contribute ideas directly to management. This shift aims to empower each of us to take greater ownership of our roles, acting as leaders within our own spheres of expertise rather than merely following instructions.\par

Furthermore, to support this transition, the company will introduce flexible working hours to promote a better work-life balance. This initiative is designed to ensure we remain productive while maintaining our personal well-being.\par

I believe these changes will significantly enhance our collaborative spirit and individual autonomy. I look forward to discussing how we can best implement these new practices within our own team during our next meeting.\par

Best regards,\par

[Your Name]\par
}
\lessonbox{Lesson 11: Podcast Guide}{
\section*{Podcast Guide — Corporate Culture \& Leadership}

Escuchar podcasts auténticos es fundamental en el nivel C1 para acostumbrarse a la velocidad natural, los modismos y los diferentes acentos que no aparecen en los libros de texto. En esta unidad, utilizaremos audios reales para que aprendas a navegar conversaciones complejas sobre gestión de equipos y ética empresarial.\par

\subsection*{Recommended podcasts (3 total)}

\#\#\#\# 1. TED Talks Daily\par

\begin{itemize}[leftmargin=1.2em]
\item Level \& accent: Mixed (Global English), C1 appropriate: Yes.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Recommended episode: "How to lead without authority" or "The power of vulnerability in leadership".
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Why it's useful for C1: Este podcast ofrece una variedad de acentos globales, lo cual es esencial para el examen C1. Los temas son abstractos y conceptuales, obligándote a seguir argumentos complejos.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item 5 key phrases to listen for:
\end{itemize}
To foster a culture of... (Fomentar una cultura de...)\par

\begin{itemize}[leftmargin=1.2em]
\item To lead by example (Liderar con el ejemplo)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To empower employees (Empoderar/dar autonomía a los empleados)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item A top-down approach (Un enfoque jerárquico/de arriba hacia abajo)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To navigate ambiguity (Gestionar la incertidumbre/ambigüedad)
\end{itemize}

\#\#\#\# 2. BBC The Inquiry\par

\begin{itemize}[leftmargin=1.2em]
\item Level \& accent: British (RP/Standard), C1 appropriate: Yes.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Recommended episode: Any episode discussing "Future of Work" or "Corporate Ethics".
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Why it's useful for C1: El ritmo es pausado pero el vocabulario es extremadamente sofisticado y formal. Es ideal para aprender a estructurar debates y opiniones críticas.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item 5 key phrases to listen for:
\end{itemize}
The crux of the matter is... (El quid de la cuestión es...)\par

\begin{itemize}[leftmargin=1.2em]
\item To be held accountable (Ser considerado responsable/rendir cuentas)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To strike a balance (Encontrar un equilibrio)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item A contentious issue (Un tema polémico)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To underpin a strategy (Sustentar/servir de base a una estrategia)
\end{itemize}

\#\#\#\# 3. HBR IdeaCast (Harvard Business Review)\par

\begin{itemize}[leftmargin=1.2em]
\item Level \& accent: American, C1 appropriate: Yes.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Recommended episode: "Building high-performing teams" or "Managing remote workforces".
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Why it's useful for C1: Es el estándar de oro para el inglés de negocios avanzado. Te proporcionará el léxico técnico necesario para entornos corporativos de alto nivel.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item 5 key phrases to listen for:
\end{itemize}
To drive innovation (Impulsar la innovación)\par

\begin{itemize}[leftmargin=1.2em]
\item To align with company values (Alinearse con los valores de la empresa)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item A paradigm shift (Un cambio de paradigma)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item To streamline processes (Optimizar/agilizar procesos)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Core competencies (Competencias principales/clave)
\end{itemize}

\subsection*{Active listening strategies (C1)}

\begin{itemize}[leftmargin=1.2em]
\item Pre-listening priming: Antes de dar al play, lee el título y la descripción. Intenta predecir el vocabulario que podrías escuchar para preparar tu cerebro al contexto.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The "Gist" vs. "Detail" approach: Escucha la primera vez sin detener el audio para captar la idea general (the gist). En la segunda escucha, concéntrate en los detalles específicos y la estructura del argumento.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Note-taking in English: No traduzcas mentalmente. Toma notas utilizando solo palabras clave, símbolos o esquemas (mind maps) directamente en inglés para mantener el flujo de pensamiento.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Identify discourse markers: Presta especial atención a las palabras que conectan ideas (however, nonetheless, subsequently). Estas son las "señales de tráfico" que te indican hacia dónde va el argumento del hablante.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Shadowing technique: Si escuchas una frase que te parece especialmente elegante o bien estructurada, pausa el audio y repítela en voz alta imitando la entonación y el ritmo exactos.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Contextual guessing: Cuando escuches una palabra desconocida, no busques el significado inmediatamente. Intenta deducir su significado basándote en el tono del hablante y las palabras que la rodean.
\end{itemize}

\subsection*{Follow-up task}

Task: The Executive Summary\par

\begin{itemize}[leftmargin=1.2em]
\item Vocabulary Extraction: While listening, write down 5 new expressions or collocations. Look up their meanings and write one original sentence for each that relates to your own professional life.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Argument Mapping: Create a brief outline of the speaker's main argument. Identify the thesis statement (the main point) and the three supporting points they used.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Oral Synthesis: Record a 2-minute voice note on your phone summarizing the podcast. You must use at least 3 of the new phrases you learned. Listen to your own recording to check your fluency and pronunciation.
\end{itemize}
}
\lessonbox{Lesson 12: Media Guide}{
\section*{Cine \& Series — Corporate Culture \& Leadership}

Utilizar producciones audiovisuales de alta calidad es fundamental para captar matices de registro y entonación que los libros de texto no pueden ofrecer. En este nivel C1, el objetivo es dejar de "entender la trama" para empezar a analizar el uso estratégico del lenguaje y la cultura corporativa.\par

\subsection*{Recommended title}

\begin{itemize}[leftmargin=1.2em]
\item Title: Succession (HBO/Max), 2018–2023
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Accent/dialect: Primarily American (Standard/Mid-Atlantic), with various high-society nuances.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Why it's perfect for C1: It features an incredibly dense use of corporate jargon, power dynamics, and sophisticated negotiation language. The characters constantly shift between highly formal boardroom English and aggressive, informal colloquialisms, making it a masterclass in register.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Episodes to start with: Season 1, Episodes 1 \& 2.
\end{itemize}

\subsection*{Language focus}

-\par
"I'm not saying we're going to lose the company, but I am saying we're in a precarious position."\par

Vocabulary note: Precarious /prɪˈkeəriəs/ (precario, inestable).\par

\begin{itemize}[leftmargin=1.2em]
\item Grammar spotlight: Notice how the speaker uses a contrastive structure to soften a blow. You could use a stance adverb here: "Frankly, we are in a precarious position."
\end{itemize}

-\par
"The board is looking for stability, not another disruptive pivot."\par

Vocabulary note: Disruptive /dɪsˈrʌptɪv/ (disruptivo, que causa interrupción).\par

\begin{itemize}[leftmargin=1.2em]
\item Grammar spotlight: This sentence sets the stage for a consequence. You could follow this with: "Consequently, the CEO's position is now under scrutiny."
\end{itemize}

-\par
"He’s a shark, but he’s a shark we can manage."\par

Vocabulary note: Shark /ʃɑːk/ (metaphorical: someone aggressive/ruthless in business).\par

\begin{itemize}[leftmargin=1.2em]
\item Grammar spotlight: This is an evaluative comment. To add a stance adverb to a similar sentiment: "Surprisingly, he is a shark we can actually manage."
\end{itemize}

\subsection*{Viewing task (active watching)}

\begin{itemize}[leftmargin=1.2em]
\item Vocabulary Log: Note down at least 10 new words or idiomatic expressions per episode (e.g., leverage, buyout, stakeholders).
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Register Analysis: Identify moments where characters switch from "Professional/Boardroom English" to "Personal/Aggressive English." How does their tone change?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Stance Detection: Listen specifically for adverbs that express the speaker's attitude (e.g., honestly, fortunately, regrettably, essentially). Write down the sentence they appear in.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Oral Summary: After the episode, record yourself on your phone summarising the main conflict of the episode in 3 sentences using at least one stance adverb.
\end{itemize}

\subsection*{Similar titles (2 alternatives)}

\begin{itemize}[leftmargin=1.2em]
\item The Diplomat (Netflix): Excellent for high-level political negotiation and sophisticated British/American English interplay.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Industry (BBC/HBO): Perfect for observing fast-paced, high-pressure corporate environments and modern professional slang.
\end{itemize}
}
\lessonbox{Lesson 13: Everyday Scene}{
\section*{The Unspoken Hierarchy}

\begin{center}
\includegraphics[width=0.82\linewidth]{\detokenize{/Users/c/c1-run/public/generated/images/unit-015-everyday_scene-everyday_scene.png}}\\[1mm]
{\small everyday\_scene}
\end{center}

En esta escena, observamos una reunión de equipo donde se manifiesta la dinámica de poder y la cultura organizacional. El alumno deberá analizar la comunicación no verbal y cómo el liderazgo influye en el ambiente de trabajo diario.\par

\subsection*{Preguntas para hablar (Speaking practice)}

\begin{itemize}[leftmargin=1.2em]
\item Describe the scene: what is happening in this meeting and what is the atmosphere like?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Based on their body language, how would you describe the relationship between the participants?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Speculate on the outcome of this meeting: do you think they will reach a consensus?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item How does the concept of 'leadership style' differ between your own culture and the one depicted here?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item In your opinion, what are the advantages and disadvantages of a top-down corporate structure?
\end{itemize}
}
\lessonbox{Lesson 14: Unit Review \& Progress Test}{
\section*{Unit review — Corporate Culture \& Leadership}

Al finalizar esta unidad, deberías ser capaz de utilizar un lenguaje sofisticado para discutir dinámicas organizacionales, estilos de liderazgo y la ética empresarial. Habrás desarrollado la capacidad de expresar opiniones matizadas, utilizando adverbios de postura para suavizar o enfatizar tus argumentos, algo esencial para el nivel C1.\par

Asimismo, habrás perfeccionado el uso de colocaciones avanzadas y la formación de palabras relacionadas con el entorno corporativo. Deberías sentirte cómodo/a participando en debates complejos sobre la cultura de empresa y redactando textos argumentativos que demuestren un control preciso del registro formal.\par

\section*{Grammar consolidation}

Complete the following tasks. Pay close attention to the nuances of stance adverbs.\par

Part A: Sentence Transformation\par
Rewrite the sentences so they have a similar meaning to the first, using the word in bold. Do not change the word given.\par

-\par
I was very surprised when the CEO resigned so suddenly. SURPRISINGLY\par
\_\_\_\_\_\_\_\_, the CEO resigned so suddenly.\par

-\par
The company failed to innovate, so it lost its market share. CONSEQUENTLY\par
The company failed to innovate; \_\_\_\_\_\_\_\_, it lost its market share.\par

-\par
To be honest, I think the new management style is quite ineffective. FRANKLY\par
\_\_\_\_\_\_\_\_, I think the new management style is quite ineffective.\par

Part B: Error Correction\par
Identify and correct the mistake in each sentence.\par

\begin{itemize}[leftmargin=1.2em]
\item Surprisingly enough, the results was much better than we had anticipated.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Consequently of the merger, many employees lost their jobs.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item He spoke franklyly about the company's financial struggles during the meeting.
\end{itemize}

Part C: Controlled Rewriting\par
Rewrite the sentences using the adverb provided to change the tone as instructed.\par

\begin{itemize}[leftmargin=1.2em]
\item The project was a complete failure. (Use REGRETTABLY to express disappointment)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item We need to restructure the department immediately. (Use URGENTLY to add emphasis)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The manager didn't listen to our suggestions. (Use DISAPPOINTINGLY to express dissatisfaction)
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The new policy will be implemented next month. (Use SUPPOSEDLY to express skepticism)
\end{itemize}
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\par

\section*{Vocabulary activation}

Part A: Word Formation\par
Complete the sentences by changing the form of the word in brackets.\par

\begin{itemize}[leftmargin=1.2em]
\item The company's \_\_\_\_\_ (RELY) on a single supplier proved to be a major risk.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item There has been a significant \_\_\_\_\_ (DEPART) from traditional leadership styles in recent years.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The board of directors is looking for a \_\_\_\_\_ (VISION) leader to guide the merger.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item We must ensure that our corporate values are \_\_\_\_\_ (COMPLY) with international standards.
\end{itemize}

Part B: Collocations\par
Choose the correct word to complete the corporate collocations.\par

\begin{itemize}[leftmargin=1.2em]
\item To (reach / achieve / attain) a consensus among the stakeholders is our primary goal.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The CEO decided to (take / make / do) a strategic move to expand into Asian markets.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item We need to (foster / grow / nurture) a culture of innovation within the R\&D department.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The manager had to (deal / cope / manage) with a great deal of resistance to change.
\end{itemize}

Part C: Register \& Context\par
Select the most appropriate professional term for the context.\par

\begin{itemize}[leftmargin=1.2em]
\item The company decided to \_\_\_\_\_ (lay off / dismiss / fire) 200 workers due to the recession.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item We need to \_\_\_\_\_ (implement / execute / perform) a new policy regarding remote work.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item The leadership team aims to \_\_\_\_\_ (bridge / connect / link) the gap between management and staff.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item It is vital to \_\_\_\_\_ (uphold / hold / keep) the highest standards of professional integrity.
\end{itemize}

\section*{Integrated skills task}

Reading Text\par

"The shift towards 'flat hierarchies' in modern corporate culture is often touted as a way to increase employee engagement and foster creativity. By removing layers of middle management, companies aim to empower lower-level employees, allowing for faster decision-making and a more collaborative atmosphere. Proponents argue that this autonomy leads to higher job satisfaction and attracts top talent who value independence.\par

However, critics argue that a lack of clear hierarchy can lead to ambiguity in roles and accountability. Without a defined chain of command, decision-making can become bogged down in endless discussions, or worse, tasks may fall through the cracks because no one is clearly responsible. Furthermore, the absence of traditional leadership structures can leave junior employees feeling lost or unsupported. While the 'flat' model offers freedom, it requires a highly disciplined and self-motivated workforce to prevent organizational chaos. Success, therefore, may depend not on the structure itself, but on how effectively leadership can maintain direction without stifling autonomy."\par

Writing Task\par

Basándose en el texto anterior, redacte un ensayo de opinión (180-220 palabras). Debe evaluar si los beneficios de una estructura jerárquica plana superan los riesgos de falta de dirección. Utilice vocabulario de liderazgo y adverbios de postura para matizar sus argumentos.\par

\section*{Speaking checkpoint}

Prepare to speak for 2-3 minutes on each of the following prompts. Focus on using C1-level vocabulary and cohesive devices.\par

\begin{itemize}[leftmargin=1.2em]
\item Compare: Compare the advantages of a traditional hierarchical structure versus a flat corporate structure.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Speculate: How might the concept of "leadership" change in a world where AI manages most operational tasks?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Evaluate: Evaluate the impact of a strong corporate culture on employee retention in large multinational companies.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Justify: "A leader's primary role is to empower others, not to command them." To what extent do you agree?
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Analyze: Discuss the potential consequences of a company having a "toxic" corporate culture.
\end{itemize}

\begin{itemize}[leftmargin=1.2em]
\item Hypothesize: If you were appointed CEO of a failing company, what would be your first three strategic moves to transform the culture?
\end{itemize}

\section*{Self-assessment rubric}

Criterion |\par
Needs work (B2/Below) |\par
Solid (C1) |\par
Exam-ready (C1+/C2) |\par

Accuracy |\par
Frequent errors in grammar and spelling. |\par
Generally accurate; errors are rare and don't impede meaning. |\par
High level of grammatical control; very few errors. |\par

Range |\par
Limited vocabulary; repetitive structures. |\par
Uses a good variety of C1 vocabulary and complex structures. |\par
Sophisticated use of idiomatic language and advanced structures. |\par

Fluency |\par
Hesitations and pauses are frequent. |\par
Speaks at a natural pace with some hesitation when searching for words. |\par
Smooth, natural flow with effective use of discourse markers. |\par

Task Achievement |\par
Does not fully address the prompt. |\par
Addresses all parts of the task clearly. |\par
Provides nuanced, deep, and well-developed responses. |\par

\section*{Answer key}

Grammar consolidation\par
1. Surprisingly,\par
2. consequently,\par
3. Frankly,\par
4. Surprisingly enough, the results were much better...\par
5. Consequently of (Incorrect) \$\textbackslash\{\}rightarrow\$ As a consequence of / Consequently, due to...\par
6. He spoke frankly...\par
7. Regrettably, the project was a complete failure.\par
8. We urgently need to restructure the department.\par
9. Disappointingly, the manager didn't listen to our suggestions.\par
10. Supposedly, the new policy will be implemented next month.\par

Vocabulary activation\par
1. reliance\par
2. departure\par
3. visionary\par
4. compliant\par
5. achieve\par
6. make\par
7. foster\par
8. deal\par
9. lay off\par
10. implement\par
11. bridge\par
12. uphold\par
}
\end{document}
