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Speaking Coaching

1

1. 
   Probably b: explain how their performance was less than expected, set new objectives and deadlines, and supervise the employee more closely.
   
2. 
   Probably d: ask the employee to analyse their own performance and the reasons why it has fallen below their usual standards, and try to find out if there is a problem; remind them of what you expect from them, and temporarily set and check shorter-term goals.
   
3. 
   Probably h: congratulate them on their performance, and give them longer-term goals, more autonomy, and more freedom to take the initiative.
   
4. 
   Probably i: thank them for their hard work, and perhaps give a bonus, a promotion or wider responsibility.
   

2

Interview 1

1. 
   Objective: to reprimand Rafael
   
2. 
   Rafael upset Mr Baitan
   
3. 
   Rafael probably feels confused and resentful because he doesn’t understand what he has done wrong
   

Interview 2

1. 
   Objective: to praise Rafael
   
2. 
   Rafael covered for Maria
   
3. 
   Rafael probably feels confused because he has been praised for covering for Maria and reprimanded for not wearing a tie and not switching off the computer
   

3

Interview 1: Constructive criticism Interview 2: Recognizing merit

4

Mrs Gomez’ criticism is not constructive, she doesn’t state the facts or elicit the causes of the problem, she doesn’t give Rafael any chance to comment, she doesn’t set objectives, she mixes giving criticism and recognizing merit, she doesn’t specify the qualities she appreciates or the positive consequences of Rafael’s behaviour.

5

1. 
   contact – set the scene
   
2. 
   conclusion – consequences
   
3. 
   praise – facts or results
   
4. 
   praise – personal qualities
   
5. 
   conclusion – keep the interview short