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Basic English & Conversational Skills-Level 1
Who is it for?
For organizations where employees find it difficult to communicate with co-workers, clients and customers because of language and conversational skills
People who have come with a non-English background
People who find it difficult to communicate in English
Where people’s lack of conversational skills is negatively impacting organization’s or team’s performance
I want to learn English?
I want to improve your conversational skills?
My lack of conversational skills impacts my confidence.
My image amongst people is badly hurt.
Is there an easy way to learn conversational skills that anyone can master?
I have attended a non-English school?
It negatively impacts the relationship between key stakeholders like co-workers, clients and customers
It can mean loss of business or strained relationship with some co-workers, customers and clients
It can mean a lot of stress and loss of time and energy for organization
Productivity of team and individuals alike is very negatively impacted in medium or long-term
Become confident speaker within few weeks so that you can speak to anyone without hesitation
Learn not only to speak correct but to impress anyone (Surprising yet true… it has been done before… we have used this model on many and it has worked)
Learn ways to win people’s attention and long-term impact on them
Learn easy ways to avoid conflict and take the path of least resistance in any conversation
Develop your language skills up to industry standard
Irrespective of your background master conversational skills
Approx 20 Hours
For more info contact firstname.lastname@example.org or call 0988 012 7986
- Spend 99% time on finding the problem – One of the biggest problems in feedback or mentoring is called I-know-the-problem syndrome. If you are a coach chances are very high that you suffer from this disease, if not all the time; definitely many a times. Here is what you should do, every time your feedback seems to be falling to deaf ears or not yielding desired results you must give it a thought, a serious thought, that this may be (and in almost all the cases it is right) a result of I-know-the-problem syndrome. Clear all other thoughts from your head and tell yourself that you don’t know the real problem and go ahead to find it out.
- Look for long-term solution – Give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime. This is what Maimonides wrote in 11th century. Well, he knew the truth long back; however, most of the coaches and mentors end up giving fishes than teaching how to fish; isn’t this alarming. The reasons for doing so could be many; e.g. lack of sufficient time, pressure etc. However, there are 2 reasons why you should always keep this in mind:
There is no other way to coach/teach. Any coach, mentor or leader who excels should never doubt this fact. Giving feedback is like selling and as we all know we cannot sell anything but the only thing we can do is tell the customer why it is important for them and how it will change their life and they will buy it.Giving one time solutions is time-taking and painful process and it is practically impossible to keep doing this for a longer period of time. Moreover, if you keep doing this, with passage of time your influence over people will sharply dip.
- Offer best incentive to your employee – While your immediate need is getting the job done, the same is true for the employees too. However, there is something more to it and you must not forget this. The real joy for any person is getting a direction in life and to see every day that they are marching towards their life goals. The keenness to learn will improve significantly if they see this happening. However, this is often ignored which makes people doubt your intentions. They start feeling that they are being pushed to do things that they don’t want to do. You have to show interest in your people’s life because that is what matters to them the most.
Know you want to be best in the business. Know you care for your employees and want to make sure that they grow and your business grows as well. But to tell you the fact as it is, your employees see you only interested in your business and not in them.
Have you thought what does it take to keep your most important resource, your employees, motivated enough to come to work and give their best day-in day-out. It is a very old idea but still works the best. You know your employees are crying WIIIFM i.e. what-is-in-it-for-me every time you send them for training.
However, in this pressure to keep our customers and clients happy we ignore our closest associates our human resource who work hard to get us business.
The next mistake is that we arrange for some training as a solution. You must be wondering what’s wrong with training. Isn’t this what you want to do to encourage your employees grow. Well, there is nothing wrong but do your trainers sell your trainings to your employees before they train them, do your trainers first tell your employees WHAT IS IN IT FOR THEM in the trainings that we arrange for them.
Most trainings ignore this. There are two steps to training
1. Sell the training to trainees
2. Train once you have ensured that they have bought the idea
Most of the time we skip the first part and hence the entire process fails. Would you like to entertain a salesman if he knocks at the door and pushes something down your throat every time, you won’t; however, if there is a law ensuring that you have to open the door and listen to the salesman all the time, you will also do the same things that your employees are doing. Employees generally do not see that the trainings that are conducted are for their good, instead they feel it is another way of making sure that you can extract more out of them or sometimes it is just a formality that an organization has to run to tick one agenda off their yearly or quarterly calendar.
This is where most of the trainings fail.