BEP 364 – English for Startups 1: Preparing for a Pitch

BEP 364 - スタートアップのためのビジネス英語 1: 英語でのピッチの準備

今日のビジネス英語ポッドの準備に関するレッスンにようこそ。 英語でのピッチ 投資家へ.

今日の経済を見回して、それを大きくしたテクノロジー企業を称賛するのは簡単です。. しかし、すべての成功のために, 百の失敗があります. スタートアップを設立したり、そのために働いたりした人なら誰でも、新しいビジネスが多くの不確実性と課題の世界に直面していることを知っています.

この経済では, スタートアップの成功は多くの要因に依存します. あなたが課題をナビゲートすることを学ぶことができれば, またはそれらを機会として見る, それならあなたもそれを大きくするかもしれません. スタートアップの成功における重要な要素の1つは、優れたメンターシップです。. 若い起業家が成功への道を見つけるのを助ける確立されたビジネスマンの強い伝統があります.

そして、メンターがあなたを助けることができる最も重要な機会の1つは、潜在的な投資家への最初の売り込みの準備です。. アドバイスを受けることを学ぶ必要があるときがあれば, この時点で. アン 英語のピッチ 投資家にあなたの会社を作ったり壊したりすることができます. そして良い準備, メンターが教えてくれるように, キーです.

メンターとの協力は、あなたが自由に意見を述べることができるかどうかにかかっています. それは批判的な意見を受け入れ、あなた自身の弱点を認めることを意味するかもしれません. しかし、あなたがこれを行うことができれば, そうすれば、メンターを使ってアイデアを跳ね返すことができます, 課題について直接助けを求める.

今日の対話で, 若い起業家のクインとキラの会話を聞きます, 彼のメンター. クインは、オンライン決済のスタートアップを潜在的な投資家に売り込む準備をしています. そして、彼がより経験豊富なメンターからどのように学ぶかを聞きます.

リスニングの質問

1. クインは彼のピッチについてどのような強い意見を受け入れなければなりませんか?
2. クインはどのような弱点を認めていますか?
3. クインはキラにどんな挑戦を求めますか?

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BEP 354 – Business English Coaching 3: Reviewing Progress

BEP 354 - Business English for Coaching Lesson 3: Reviewing Progress

Welcome back to Business English Pod for today’s lesson on reviewing progress in a coaching program.

Do you set goals for yourself? More than likely, right. And this is something we hear a lot about, especially in the New Year. Setting goals is a fundamental part of success. And if you are in a coaching role, you have probably helped other people set goals for themselves. But the real work isn’t in setting the goals; it’s in following through and putting energy into meeting these goals.

And as someone’s coach, your work isn’t done once you help someone decide on some objectives. The next step is following up, which typically means sitting down with the person you’re coaching to review progress. You ask them how things have been going, and listen as they describe what they’ve done. But sometimes, the person hasn’t really followed through. What then?

That’s when you prove your value by holding the person accountable. And that might include reinforcing your company’s values, as you try to hold the person to their commitments. もちろん, the person might have encountered barriers, which you can ask about and discuss. Still, those barriers shouldn’t serve as excuses, and you may have to push the person a bit to reach their potential. そして, もちろん, a good coach remains supportive throughout this kind of process.

今日の対話で, we’ll continue listening to a conversation between two lawyers, Marion and Rachel. Marion has been coaching Rachel as she adapts to her new job as a young attorney. They’ve discussed some of the problems Rachel faces, and set some goals. Now Marion is following up and reviewing progress toward those goals.

質問を聞く

1. What does Marion say when Rachel blames Jeff for some problems?
2. What barrier does Rachel identify to improving her profile and network?
3. After challenging Rachel to do better, what does Marion offer?

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BEP 353 – Business English Coaching 2: Setting Goals

BEP 353 - Business English for Coaching 2: Setting Goals

Welcome back to Business English Pod for today’s lesson on setting goals during a coaching session.

You’ve probably heard that an important part of coaching is listening and showing empathy. A good coach tries hard to understand the person he or she is trying to coach. That helps build trust, which creates a constructive relationship. But what is that relationship for? What kind of work does that trust allow?

Once you build a good relationship as a coach, then you can start talking about improvements. After all, coaches don’t exist just to hear about people’s problems. Their whole purpose is to help people get better. And a big part of getting better is setting goals, which is something a good coach can help with.

So how do we work with someone on their goals? 良い, that might start with asking about their motivation. After all, goals have to be directed at something. If someone’s motivated by the idea of getting a promotion, then the goals have to relate to that. And that underlines the fact that they are the other person’s goals. We don’t set goals for them. We ask them about their goals. Then we can help them break their goals into smaller objectives.

もちろん, another important role of a coach is to give encouragement. So when we help someone set goals, we are in a good position to show confidence in their ability to meet them. そして最後に, we might ask them about their next steps. That is, what are the concrete activities that the person will take as she tries to accomplish her goals?

今日の対話で, we’ll rejoin two lawyers: Marion and Rachel. Marion has been coaching Rachel as she learns how to be a better lawyer. 前のレッスンで, we heard Marion trying to figure out Rachel’s challenges. Now we’ll hear her help Rachel set some goals.

質問を聞く

1. What does Marion ask Rachel about at the start of the conversation?
2. What short-term objective does Rachel identify for herself?
3. What does Marion say she is “sure aboutand has “no doubt about?”

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BEP 352 – Business English Coaching 1: Needs Analysis

BEP 352 - Business English Coaching 1: Needs Analysis

今日のレッスンのためのビジネス英語ポッドへようこそ English for coaching.

Everyone understands the importance of a good coach in sports, but what about a good coach at work? 実際には, coaching is an important part of every manager’s job. Managing people isn’t just about telling them what to do and how to do it. A good manager helps employees develop and reach their full potential, just like in sports. And that requires an open and constructive coaching relationship.

Coaching involves an ongoing dialog between you and the employee. Together you’ll assess the situation, set goals, monitor those goals, and adjust your activities and objectives as you go along. Yes, I said “together.The 21st century manager isn’t the same as the 1980s manager. The relationship is different. You have to be the boss without being bossy. You need to maintain your authority and the employee’s autonomy at the same time. That’s a fine line to walk.

Coaching often begins with a needs analysis. That is, you’re meeting with an employee to figure out what is working well, what’s not working at all, and what can be improved. That conversation will involve a lot of open-ended questions. It will also involve showing empathy, which is an important part of leadership.

When you talk about the employee’s performance, it’s important to give very specific examples of behavior. It’s also important to ask for their perspective on those behaviors. Ultimately, you want to get the employee to agree about what his or her challenges are. Only then can you move on to talk about solutions.

今日の対話で, we’ll hear Marion, an experienced lawyer, coaching a younger lawyer named Rachel. Marion and Rachel are having an open discussion about Rachel’s performance, and trying to establish what her needs might be.

質問を聞く

1. Why does Marion mention her own experience at her first job?
2. What example of Rachel’s performance does Marion bring up for discussion?
3. After assessing the problem, what does Marion ask Rachel at the end of the conversation?

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BEP 235 – English for Conferences 3: Actively Participating

会議英語トレーニング

おかえりなさい ビジネス英語ポッド 会議への参加に関する今日のレッスン.

英語での会議 と他の企業イベントは素晴らしい学習の機会になることができます. 彼らはまたあなたの分野の他の人々とつながる良い機会になることができます. しかし、彼らがどれだけ優れているかは、スピーカーだけではありません。, ワークショップ, および他の参加者. イベントからどれだけの収入を得るかは、参加者としてのあなたの行動に大きく依存します.

あなたはあなたの最善の足を前に出す必要があります, 活動に従事する, そしてあなたの周りの人々に会います. この方法では, あなたはたくさんのことを学び、いくつかの良いつながりを作るでしょう. しかし、あなたが座っている場合, 質問しないでください, 他の人があなたと話すのを待つだけです, あなたは素晴らしい機会を逃すでしょう.

今日は、会議などのあらゆる種類のイベントで非常に役立ついくつかのテクニックを学びます, ネットワーキングソーシャル, または募金活動. 良い質問をする方法を学び、あなたが関与していることを示します. また、背景について人々に尋ねる方法も学びます, 褒め言葉を与える, トピックを自分の経験に結び付けます.

ダイアログで, アメリカの大企業の地域人材育成会議に再び参加します. ハンナが聞こえます, 会議の参加者, ワークショップ中. 次に、ハンナがプレゼンターに近づくのが聞こえます – ブレント – 後で昼食時に.

リスニングの質問

1. ハンナはどのようなコンセプトに興味を示していますか?
2. 昼食時のハンナとブレントの間の最初の話し合いのトピックは何ですか?
3. ハンナはブレントがうまくいったと思いますか?

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