Business English for HR Lessons

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

BEP 354 – Coaching em inglês para negócios 3: Revendo o progresso

BEP 354 - Business English for Coaching Lesson 3: Revendo o progresso

Bem-vindo de volta ao Pod de inglês para negócios para obter a lição de hoje sobre como revisar o progresso em um programa de treinamento.

Você define metas para si mesmo? Mais do que provável, direita. E isso é algo que ouvimos muito sobre, especialmente no ano novo. Estabelecendo objetivos é uma parte fundamental do sucesso. E se você estiver em um papel de treinador, você provavelmente ajudou outras pessoas a estabelecer metas para si. Mas o verdadeiro trabalho não é estabelecer metas; é seguir e colocar energia no cumprimento dessas metas.

E como treinador de alguém, seu trabalho não é concluído depois que você ajuda alguém a decidir sobre alguns objetivos. O próximo passo é acompanhar, o que normalmente significa sentar com a pessoa que você está treinando para analisar o progresso. Você pergunta a eles como as coisas estão indo, e ouça enquanto descrevem o que fizeram. Mas às vezes, a pessoa realmente não seguiu. O que então?

É quando você prova seu valor, responsabilizando a pessoa. E isso pode incluir o reforço dos valores da sua empresa, enquanto você tenta manter a pessoa comprometida. Claro, a pessoa pode ter encontrado barreiras, sobre o qual você pode perguntar e discutir. Ainda, essas barreiras não devem servir de desculpa, e talvez você precise pressionar um pouco a pessoa para alcançar seu potencial. E, claro, um bom treinador continua apoiando esse tipo de processo.

Na caixa de diálogo de hoje, continuaremos ouvindo uma conversa entre dois advogados, Marion e Rachel. Marion foi treinamento Rachel enquanto se adapta ao seu novo emprego como jovem advogada. Eles discutiram alguns dos problemas que Rachel enfrenta, e estabeleça algumas metas. Agora Marion está acompanhando e analisando o progresso em direção a essas metas.

Perguntas de audição

1. Sobre o que Marion pergunta a Rachel no início da conversa?
2. Que objetivo a curto prazo Rachel identifica para si mesma?
3. O que Marion diz que tem "certeza"? e “não tem dúvida sobre?"??

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BEP 353 – Coaching em inglês para negócios 2: Estabelecendo objetivos

BEP 353 - Business English for Coaching 2: Estabelecendo objetivos

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

You’ve probably heard that an important part of treinamento 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. Depois de tudo, 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? Bem, that might start with asking about their motivation. Depois de tudo, 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.

Claro, 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. E finalmente, we might ask them about their next steps. Isso é, what are the concrete activities that the person will take as she tries to accomplish her goals?

Na caixa de diálogo de hoje, we’ll rejoin two lawyers: Marion e Rachel. Marion has been coaching Rachel as she learns how to be a better lawyer. Na lição anterior, we heard Marion trying to figure out Rachel’s challenges. Now we’ll hear her help Rachel set some goals.

Perguntas de audição

1. Sobre o que Marion pergunta a Rachel no início da conversa?
2. Que objetivo a curto prazo Rachel identifica para si mesma?
3. O que Marion diz que tem "certeza"? e “não tem dúvida sobre?"??

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BEP 352 – Coaching em inglês para negócios 1: Precisa de análise

BEP 352 - Coaching em inglês para negócios 1: Precisa de análise

Bem-vindo de volta ao Pod de inglês para negócios para obter a lição de hoje sobre English for coaching.

Everyone understands the importance of a good coach in sports, but what about a good coach at work? De fato, 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. sim, 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. Isso é, 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. Finalmente, 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.

Na caixa de diálogo de hoje, 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.

Perguntas de audição

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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Habilidades 360 – Como obter um bônus de fim de ano (2)

Inglês de negócios 360 - Como obter um bônus de fim de ano (2)

Bem-vindo de volta ao Inglês para Negócios 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.

Em nossa última lição, I talked about how to demonstrate your value through your approach to work. Hoje, 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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Habilidades 360 – Como obter um bônus de fim de ano (1)

Inglês de negócios 360 - Como obter um bônus de fim de ano (1)

Bem-vindo de volta ao Inglês para Negócios 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.

assim, how can you make sure you get that bonus? Or how can you increase the size of your bonus? Bem, 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.

Lesson Resources: Lesson Module | Quiz & Vocab | PDF Transcript
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