Business English Skills 360 – The podcast that looks at the other side of business English. Skills 360 lessons explore the full spectrum of business english in the workplace; looking at skills for management, careers and communication.
Learn business English and management skills with the Skills 360 podcast.
Skills 360 lessons are focused on the other side of business English. In other words: essential soft skills that are often overlooked in traditional language learning. Through practical tips and strategies, you’ll gain valuable insights into effective communication and management skills.
Our lessons cover a range of topics, including leadership, negotiation, presentation, meeting management, networking, and time management. By exploring these lessons, you can learn about different leadership approaches, negotiation strategies, presentation techniques, and more. You can learn how to adapt your approach and build trust with team members and develop the management skills you need to progress.
Use the links below to access the 90+ Skills 360 business English lessons we have released to date:
Persuasion is one of the most valuable skills in business, enabling professionals to influence decisions, gain support, and advance ideas. But effective persuasion is not about slick talk or manipulation – it relies on sincerity and well-chosen techniques.
Sincerity is the foundation. People are persuaded when they believe you genuinely believe what you are saying. If your audience senses dishonesty or hidden motives, trust quickly erodes. To demonstrate sincerity, share how you came to believe in your idea. For example, acknowledge initial doubts and explain what changed your perspective. Transparency also plays a major role. If you stand to benefit personally, acknowledge it openly while emphasizing broader benefits. This honesty builds trust and credibility.
Once sincerity is established, persuasion comes down to tailoring your approach to your audience. Logical thinkers respond to structured reasoning, such as outlining clear criteria for a plan. Others may be more influenced by authority or social proof, in which case citing respected figures or supporters can be effective. The key is to understand what motivates the people you are trying to influence.
Beyond adapting to individual mindsets, several techniques are broadly effective. Repetition reinforces ideas and makes them more memorable. For example, emphasizing a chain of cause and effect – like lowering costs leading to stronger growth – creates impact. Rhetorical questions are another powerful tool, framing choices in a way that guides the audience toward your conclusion without directly telling them what to think.
In short, successful persuasion blends sincerity with strategy. Believe in your message, be transparent about your motives, and then apply techniques that resonate with your audience. With this balance of trust and skill, you can significantly enhance your ability to persuade in business.
Welcome back to the Business English Skills 360 podcast as we look at how to build a collaborative workplace culture.
Even in the most competitive companies, collaboration is key to success. In our last lesson, we looked at the benefits of collaboration, like innovation and employee engagement. Now we’ll look at the systems and approaches to make it happen.
Collaboration starts with leadership. Leaders need to focus on “we,” not “I.” That means trusting their teams, being open about goals and challenges, and involving others in decisions. When teams feel trusted and included, they’re more likely to work together.
Communication is key too – and it changes when you give up control. It’s no longer just about giving clear instructions. It’s about listening, understanding different ideas, and building consensus. That takes more time and effort, which means teams need some flexibility in their schedules.
Collaboration also needs structure. Cross-functional teams, shared roles, and communities of practice all help break down silos. And digital tools like Slack or project management platforms make it easier to share work and ideas.
Of course, not every decision has to be made as a group. Some are simple or urgent. And when trust is low, it may be best to focus on rebuilding that first.
But if you want the real benefits of collaboration, you need to create the right environment: one built on trust, open communication, and the systems to support teamwork.
Welcome back to the Business English Skills 360 podcast as we look at how to build a culture of collaboration at work.
Collaboration is more than just working together or coordinating tasks. It means people share goals, ideas, decisions, and responsibility. True collaboration often involves people from different teams coming together to solve shared problems or create something new.
So why is collaboration so important? One key reason is innovation. When people with different backgrounds and skills come together, they bring fresh ideas. These creative clashes often lead to breakthroughs. Collaboration also helps spread knowledge across teams. If one team finds a better way to work, others can learn from it – if they’re connected.
Stronger connections also lead to greater resilience. When teams share skills and experiences, they can support each other when challenges come up. And beyond business results, collaboration boosts employee engagement. People feel more connected, valued, and motivated when they work toward shared goals.
But collaboration takes effort. It’s not instant or easy. It takes time, trust, and a willingness to share control. If you want others’ input, you have to be open to their ideas, not just your own.
Collaboration can bring big rewards, but it also comes with challenges. In part two, we’ll explore what teams and leaders can do to support collaboration through strong communication, trust, and the right systems.
Effective interviewing is essential for finding the right candidate. That’s not just someone with the right qualifications but also the right mindset and skills for long-term success. Beyond education and experience, advanced interviewing techniques can help identify critical thinking, problem-solving ability, and workplace compatibility.
Spotlight on Critical Thinking
Critical thinking is a vital 21st-century skill that isn’t always listed in job descriptions. It involves analyzing, evaluating, and making logical inferences – all crucial in today’s fast-paced work environments. To assess this, use scenario-based questions tailored to the role. For instance, ask: “You are tasked with creating a low-budget marketing campaign. What steps would you take to ensure its success?” Such questions delve deeper than generic prompts, revealing a candidate’s thought process and creativity.
Challenge-Specific Questions
Understanding how candidates handle challenges is key to gauging their suitability. Ask direct questions about common role-specific difficulties. For example: “This role involves tight deadlines. How do you manage pressure?” Responses can reveal practical strategies and resilience.
Workplace Compatibility
Discuss workplace setups—whether hybrid, remote, or in-office—and ask how candidates thrive in these environments. Instead of a simple yes/no question about preferences, explore strategies they’ve used to succeed in similar settings. This helps you understand whether they’ll adapt to your unique work culture.
Long-Term Goals
Assessing a candidate’s career aspirations ensures alignment between their goals and the role. Questions like “Where do you see yourself in five years?” can clarify whether the position supports their professional journey.
With rising costs, fierce competition, and high turnover, effective interviewing is more critical than ever. By evaluating critical thinking, adaptability, and alignment with your workplace, you’ll make informed hiring decisions that benefit both the candidate and your company.
Interviewing effectively is a skill that goes beyond asking common questions – it’s about uncovering the ideal candidate who fits both the role and the organization’s culture. Here’s how to elevate your interviewing game.
Start with Fit
Interviewing isn’t just about verifying skills; it’s about evaluating fit. A candidate may have the right experience but still might not align with your company’s values, mission, or work style. Frame your questions around this concept. For instance, “Can you describe a workplace where you felt most productive?” helps identify if their preferences match your environment.
Values Matter
Understanding a candidate’s values is key to predicting how they’ll integrate into the team. Ask open-ended questions like, “What motivates you most in your work?” or “What does success look like to you?” Such questions provide deeper insights into their core drivers and compatibility with your organization’s culture.
Assess Soft Skills During the Interview
Strong soft skills such as communication, collaboration, and problem-solving often make the difference in team performance. Use the interview to dig deeper: ask candidates to share examples of handling conflicts or overcoming challenges. Observe their responses for clarity, tone, and adaptability. This will help you gauge their interpersonal and emotional intelligence.
Build Rapport without Bias
Creating a comfortable environment helps candidates show their true selves. Begin with job-related small talk, avoiding potentially sensitive topics like family or health. Remember, rapport shouldn’t overshadow diversity. A hiring panel with varied perspectives can provide valuable insights and help counter biases.
Adopt Fair Practices
Blind screening of resumes and consistent, structured interview questions can mitigate bias and ensure objectivity. This approach prioritizes finding the most qualified candidate rather than the one who interviews most smoothly.
Ultimately, an effective interview isn’t about who you personally like most – it’s about finding evidence of alignment with the job, the team, and the company. Perfecting your interviewing strategy is the foundation of successful hiring.
