【北海道Hokkaido生活】
5月2日月曜日　天気/くもり　気温/11℃ 

新ひだか町/しんひだかちょう
二十間道路/にじゅっけんどうろ
・桜が見頃を迎える
・およそ2000本の桜が植えられている
・コロナの感染対策のため、飲食禁止


［単語］
見頃/みごろ…花などが一番きれいな時
およそ…だいたい
列/れつ…なにかが並んでる時の数え方
感染/かんせん…病気になる
対策/たいさく…問題が起きないようにする
飲食/いんしょく…飲むことと食べること
禁止/きんし…してはいけない

レッスン待ってます♪

北海道Hokkaido生活 for Japanese learners

〈#50〉5月2日月曜日　2000本の桜が見頃

Welcome to The Global Professional Podcast. Today, I will be dissecting a crucial distinction for career advancement: the difference between an English Teacher and a Business Communication Coach. Many professionals seek to refine their English, but understanding who to engage is paramount.

Think of it this way: an English Teacher builds your foundation. They are experts in grammar, vocabulary, sentence structure, and the mechanics of the language. They are invaluable for mastering the rules, expanding your lexicon, and achieving fluency. They'll focus on reading comprehension, literature analysis, and formal writing. They cover things from basic phonics to Shakespeare. This is essential, particularly if you're strengthening your core English proficiency.

A Business Communication Coach, however, takes that foundation and strategically applies it. I focus on impact. I zero in on how you use English to achieve specific professional objectives. It's about influence, persuasion, clarity, and concision – within the context of your career.

I'm less concerned with the intricacies of a past participle, and more focused on crafting compelling presentations, navigating cross-cultural communication nuances, and delivering impactful emails. I analyze your audience, your goals, and tailor your communication accordingly.

Think boardroom, not classroom. Negotiation, not narration.

In short, one builds the linguistic toolset; the other teaches you to wield those tools effectively in the global business arena. Both are valuable, but for the ambitious professional, strategic communication is the key differentiator. Choose the professional that aligns with your desired outcomes. My method actually combines both. I also add in a career development element as well. I am a language professor, an executive business coach, and a career counselor. 

That's all for this episode. Join us next time on The Global Professional Podcast.

The Global Professional Podcast

What is the difference between an English Teacher and a Business Communication Coach? - Episode 123

Am I effectively prioritizing tasks based on importance and urgency? 
Do I allocate my time to the most critical activities?

Do I frequently find myself overwhelmed by deadlines and commitments? 
How can I better manage my workload?

Am I struggling with procrastination or avoiding certain tasks? 
What strategies can I implement to overcome these tendencies?

Are distractions hindering my productivity? 
How can I create a more focused work environment?

Am I setting realistic and achievable goals? 
Do I break down large tasks into smaller, manageable steps?

Do I effectively delegate tasks to others? 
Am I maximizing my team's potential?

Am I taking sufficient breaks throughout the day? 
How can I balance work and rest to maintain optimal productivity?

Am I using time management tools or techniques to improve my efficiency?
Are there any new tools or methods I could explore?

Am I regularly reviewing and adjusting my schedule to ensure it aligns with my priorities? 
How can I make necessary adjustments to stay on track?

Am I seeking feedback and support from others to improve my time management skills?
Are there mentors or resources available to help me?


20 Questions for Global Professionals on Time Management - Episode 122

This episode is a demonstration and explanation of impromptu speaking.

Impromptu Speaking Demonstration - Episode 121

Technology plays a crucial role in today's modern workplace, and dealing with outdated or malfunctioning equipment can be a significant challenge for HR professionals. Addressing these issues promptly is essential to maintain productivity, employee satisfaction, and overall organizational efficiency.

When faced with technology issues, it's important to first identify the root cause. This may involve troubleshooting hardware, software, or network problems. Once the issue is identified, take appropriate steps to resolve it. This might include updating software, replacing faulty hardware, or seeking assistance from IT professionals.

To prevent future technology issues, it's crucial to implement regular maintenance and updates. This includes scheduling routine maintenance checks, ensuring software is kept up-to-date, and providing employees with training on proper equipment usage. Additionally, consider investing in redundant systems and backup solutions to minimize downtime in case of failures.

Addressing technology issues effectively requires a collaborative approach between HR and IT departments. HR professionals can play a key role in communicating with employees about technology-related disruptions and providing support. They can also work with IT to ensure that employees have the necessary training and resources to use technology effectively.

By proactively addressing technology issues and implementing preventive measures, HR professionals can contribute to a more efficient and productive workplace.

Technology Issues: Dealing with outdated or malfunctioning technology - Episode 120


Decreased Productivity: Employees who are not adequately trained may struggle to complete tasks efficiently, leading to lower productivity and missed deadlines.

Increased Errors and Mistakes: Insufficient training can result in errors and mistakes that can negatively impact quality, customer satisfaction, and the organization's reputation.

Lower Morale and Engagement: Employees who feel underprepared may experience frustration and decreased job satisfaction, leading to higher turnover rates and lower employee engagement.

Slower Onboarding: New hires may take longer to become productive if they lack adequate training, which can increase costs and reduce efficiency.

Addressing the Training Gap

To mitigate the negative consequences of insufficient training, organizations must prioritize ongoing learning and development initiatives. This includes:

Needs Assessments: Regularly conducting comprehensive assessments to identify training gaps and ensure that training programs are targeted and relevant.
Tailored Training Programs: Developing customized training programs that address specific needs and learning styles, leveraging a variety of delivery methods such as online courses, workshops, and in-person training.
Continuous Learning: Encouraging employees to participate in ongoing learning and development opportunities, such as online courses, conferences, and professional certifications.
Mentorship and Coaching: Pairing employees with experienced mentors or coaches to provide guidance, support, and opportunities for skill development.
Performance Reviews: Using performance reviews to identify training needs, provide feedback, and recognize employee achievements.