훈련

Business English training lessons related English for training and development professionals. We cover everything from organizing in-company training and dealing with vendors to individual coaching and performance management.

BEP 364 – 스타트업을 위한 영어 1: 프레젠테이션 준비

BEP 364 - 스타트 업을위한 비즈니스 영어 1: 영어로 피치 준비

비즈니스 영어 포드에 다시 오신 것을 환영합니다. 영어로 피치 투자자에게.

오늘날 경제를 둘러보고 그것을 크게 만든 기술 회사에 박수를 보내는 것은 쉽습니다.. 그러나 모든 성공을 위해, 백 번의 실패가 있습니다. 스타트 업을 설립하거나 일한 사람은 누구나 새로운 비즈니스가 많은 불확실성과 도전에 직면하고 있음을 알고 있습니다..

이 경제에서, 스타트 업의 성공은 여러 요인에 달려 있습니다.. 도전을 탐색하는 방법을 배울 수 있다면, 또는 그들을 기회로보기 위해, 그럼 당신도 그것을 크게 만들 수 있습니다. 스타트 업 성공의 중요한 요소 중 하나는 좋은 멘토링입니다.. 젊은 기업가가 성공으로가는 길을 찾도록 돕는 기존 사업가들의 강한 전통이 있습니다..

멘토가 도움을 줄 수있는 가장 중요한 기회 중 하나는 잠재 투자자에게 첫 번째 프레젠테이션을 준비하는 것입니다.. 조언을받는 법을 배워야 할 시간이 있다면, 이 시점에서. 안 영어 피치 투자자에게 회사를 만들거나 깰 수 있습니다. 그리고 좋은 준비, 어떤 멘토가 말하듯이, 핵심이다.

멘토와 함께 일하는 것은 당신이 의견을 가질 수 있는지에 달려 있습니다.. 그것은 비판적인 의견을 받아들이고 자신의 약점을 인정하는 것을 의미 할 수 있습니다.. 하지만 할 수 있다면, 그런 다음 멘토를 사용하여 아이디어를 되돌릴 수 있습니다., 도전에 대한 도움을 직접 요청.

오늘 대화에서, 젊은 기업가 인 Quinn과 Kira의 대화를 들어 보겠습니다., 그의 멘토. Quinn은 온라인 결제 스타트 업을 잠재적 투자자에게 홍보 할 준비를하고 있습니다.. 그리고 그가 경험 많은 멘토로부터 어떻게 배우는지 듣게 될 것입니다..

듣기 질문

1. Quinn은 그의 피치에 대해 어떤 강한 의견을 받아 들여야합니까??
2. Quinn은 어떤 약점을 인정합니까??
3. Quinn은 Kira에게 어떤 도전을 요청합니까??

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BEP 354 – 비즈니스 영어 코칭 3: 진행 상황 검토

BEP 354 - Business English for Coaching Lesson 3: 진행 상황 검토

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. 물론이야, the person might have encountered barriers, which you can ask about and discuss. 아직도, those barriers shouldn’t serve as excuses, and you may have to push the person a bit to reach their potential. 과, 물론, a good coach remains supportive throughout this kind of process.

오늘 대화에서, 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.

듣기 질문

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 – 비즈니스 영어 코칭 2: 목표 설정

BEP 353 - Business English for Coaching 2: 목표 설정

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

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. 결국, 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? 잘, that might start with asking about their motivation. 결국, 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.

물론이야, 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. 그리고 마지막으로, 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?

오늘 대화에서, we’ll rejoin two lawyers: Marion and Rachel. Marion has been coaching Rachel as she learns how to be a better lawyer. In the previous lesson, we heard Marion trying to figure out Rachel’s challenges. Now we’ll hear her help Rachel set some goals.

듣기 질문

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 – 비즈니스 영어 코칭 1: 분석 필요

BEP 352 - 비즈니스 영어 코칭 1: 분석 필요

오늘의 강의를 위해 Business English Pod에 다시 오신 것을 환영합니다 English for coaching.

Everyone understands the importance of a good coach in sports, but what about a good coach at work? 사실은, 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. 예, 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. 궁극적으로, 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.

오늘 대화에서, 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.

듣기 질문

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 – 컨퍼런스 영어 3: 적극적으로 참여

컨퍼런스 영어 교육

다시 오신 것을 환영합니다 비즈니스 영어 포드 회의 참석에 대한 오늘 수업을 위해.

영어로 된 회의 및 기타 기업 행사는 환상적인 학습 기회가 될 수 있습니다.. 또한 해당 분야의 다른 사람들과 연결할 수 있는 좋은 기회가 될 수 있습니다.. 그러나 얼마나 좋은지는 스피커보다 더 많은 것에 달려 있습니다., 워크샵, 그리고 다른 참가자들. 이벤트에서 얻는 금액은 참가자로서 무엇을 하느냐에 따라 크게 달라집니다..

최선을 다해 앞으로 나아가야 합니다, 활동에 참여하다, 그리고 주변 사람들을 만나. 이런 식으로, 당신은 많은 것을 배우고 좋은 연결을 만들 것입니다. 하지만 뒤로 앉으면, 질문하지마, 그리고 다른 사람들이 당신에게 말할 때까지 기다리세요., 좋은 기회를 놓치게 됩니다.

오늘 우리는 회의와 같은 모든 종류의 이벤트에서 매우 유용할 수 있는 몇 가지 기술을 배울 것입니다., 네트워킹 소셜, 또는 모금자. 우리는 좋은 질문을 하고 당신의 참여를 보여주는 방법을 배울 것입니다. 우리는 또한 사람들에게 그들의 배경에 대해 묻는 방법을 배울 것입니다, 칭찬을 하다, 주제를 자신의 경험에 연결.

대화 상자에서, 우리는 미국 대기업의 지역 HR 회의에 다시 참여할 것입니다.. 우리는 한나를 듣게 될 것입니다, 회의 참석자, 워크샵 중. 그러면 Hanna가 발표자에게 다가가는 소리가 들립니다. – 브렌트 – 나중에 점심시간에.

듣기 질문

1. 한나는 어떤 컨셉에 관심을 가지고 있나요??
2. 점심시간에 Hanna와 Brent의 첫 번째 토론 주제는 무엇입니까??
3. 한나는 브렌트가 잘했다고 생각하는 것?

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