Business English for HR Lessons

すべて Business English human resources lessons. Our English for HR lessons are listed below with the newer lessons first.

BEP 354 – ビジネス英語コーチング 3: 進捗状況の確認

BEP 354 - Business English for Coaching Lesson 3: 進捗状況の確認

ビジネス英語ポッドにようこそ。今日のレッスンで進行状況を確認する コーチングプログラム.

自分の目標を設定していますか? おそらく, 正しい. これは私たちがよく耳にするものです, 特に新年には. 目標を設定する 成功の基本的な部分です. そして、あなたがコーチングの役割をしているなら, あなたはおそらく他の人が自分の目標を設定するのを助けました. しかし、実際の仕事は目標を設定することではありません; これらの目標を達成し、それを達成するために力を注ぐことです.

そして誰かのコーチとして, 誰かがいくつかの目的を決定するのを手助けすると、あなたの仕事は終わりません. 次のステップはフォローアップです, これは通常、指導者と一緒に座って進捗状況を確認することを意味します. あなたは物事がどうなっているかを彼らに尋ねます, 彼らがやったことを彼らが説明するのを聞いて. でも時々, 人は本当にフォローしていない. じゃあ?

それはあなたが責任を負うことによってあなたの価値を証明するときです. そしてそれはあなたの会社の価値を強化することを含むかもしれません, 人をコミットメントに留めようとするとき. もちろん, 人は障壁に遭遇したかもしれません, 質問して話し合うことができます. まだ, それらの障壁は言い訳として機能するべきではありません, そして、あなたは彼らの可能性に到達するために人を少し押す必要があるかもしれません. そして, もちろん, 優れたコーチは、この種のプロセス全体を支え続けます.

今日の対話で, 私たちは二人の弁護士の間の会話を聞き続けます, マリオンとレイチェル. マリオンは コーチング レイチェルは若い弁護士としての彼女の新しい仕事に適応します. レイチェルが直面している問題のいくつかについて話し合った, いくつかの目標を設定します. 現在、マリオンはこれらの目標に向けて進捗状況をフォローして確認しています.

質問を聞く

1. 会話の始めにマリオンはレイチェルに何を尋ねますか?
2. レイチェルは自分のためにどのような短期的な目的を特定しますか?
3. マリオンは彼女が「確信している」と何を言いますか?そして「間違いない?」?

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BEP 353 – ビジネス英語コーチング 2: 目標を設定する

BEP 353 - Business English for Coaching 2: 目標を設定する

Welcome back to Business English Pod for today’s lesson on setting goals during a コーチング セッション.

You’ve probably heard that an important part of コーチング 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. 結局, 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? 上手, that might start with asking about their motivation. 結局, 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. あれは, 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: マリオンとレイチェル. 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. 会話の始めにマリオンはレイチェルに何を尋ねますか?
2. レイチェルは自分のためにどのような短期的な目的を特定しますか?
3. マリオンは彼女が「確信している」と何を言いますか?そして「間違いない?」?

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BEP 352 – ビジネス英語コーチング 1: 分析が必要

BEP 352 - ビジネス英語コーチング 1: 分析が必要

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. はい, 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. あれは, 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. 最終的に, 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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スキル 360 – 年末ボーナスを取得する方法 (2)

ビジネス英語 360 - 年末ボーナスを取得する方法 (2)

へようこそ ビジネス英語スキル 360 for today’s lesson on how to make sure you get a great year-end bonus.

When I say “bonus,” I’m not talking about a Christmas card from the boss with a $20 gift certificate for Starbucks. I’m not talking about tokens of appreciation. I’m talking about a nice fat year-end bonus that says your employer believes you’re worth investing in.

私たちの最後のレッスンで, I talked about how to demonstrate your value through your approach to work. 今日, I want to focus not just on your approach, but on the work itself. When all is said and done, it’s your performance that will be valued above all else. So how can you show that?

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スキル 360 – 年末ボーナスを取得する方法 (1)

ビジネス英語 360 - 年末ボーナスを取得する方法 (1)

へようこそ ビジネス英語スキル 360 for today’s lesson on how to secure a great year-end bonus.

We all know that money’s not the only workplace incentive, but it sure is an effective one. Nothing beats a nice cheque at the end of the year to say “thanks for all the hard work.” That bonus can help us enjoy the holiday season more, and feel better about heading back to the office when the holiday is over.

そう, how can you make sure you get that bonus? Or how can you increase the size of your bonus? 上手, first of all, if you just started thinking about this now, you might be out of luck. You can’t just suck up to your boss in December and expect to be rewarded. If you’re looking for an easy workaround to hard work, I’m sorry to disappoint you.

And if you think that you deserve a bonus because you showed up on time every day and never ducked out early, then think again. If you make hamburgers at McDonalds, then your employer pays you for your time, in the form of a wage. But in professional settings, where people earn salaries, it’s not your time that your employer pays for. It’s your value.

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