The IELTS Speaking test often includes questions about work experiences, including learning new skills or knowledge on the job. This topic is particularly common in Part 2 and Part 3 of the speaking test, where candidates are asked to describe specific situations or discuss broader issues related to workplace learning. Let’s explore how to effectively answer questions on this topic and maximize your speaking score.
Part 1: Introduction and Interview
In Part 1, the examiner may ask general questions about your work or study experiences. Here’s an example question with a suggested answer:
Question: Do you enjoy learning new things at work?
Band 6-7 Answer:
Yes, I do enjoy learning new things at work. It keeps my job interesting and helps me improve my skills. For example, last month I learned how to use a new software program, which was challenging but rewarding.
Band 8-9 Answer:
Absolutely! I find learning new things at work to be incredibly stimulating and fulfilling. It not only keeps me engaged in my role but also contributes significantly to my professional growth. For instance, I recently had the opportunity to master a cutting-edge project management tool, which has revolutionized the way our team collaborates and enhances our overall productivity.
Part 2: Long Turn
Here’s a sample cue card related to the topic:
Describe A Time When You Learned Something New At Work
You should say:
- What you learned
- How you learned it
- Why you needed to learn it
- And explain how you felt about learning this new thing
Band 6-7 Answer:
I’d like to talk about a time when I learned how to use a new customer relationship management (CRM) system at my workplace. This happened about six months ago when our company decided to upgrade our old system to improve customer service.
I learned it through a combination of online tutorials provided by the software company and hands-on practice sessions organized by our IT department. We had a series of training sessions spread over two weeks, where we were guided through the various features of the new system.
Learning this new system was necessary because it was going to be an integral part of our daily operations. It was designed to help us manage customer interactions more efficiently, track sales leads, and analyze customer data more effectively.
Initially, I felt a bit overwhelmed by the amount of new information I had to absorb. However, as I started to understand the system better, I began to feel excited about the possibilities it offered. By the end of the training, I felt quite confident and looking forward to using the new skills in my work.
Overall, although the learning process was challenging at times, I found it to be a very positive experience. It not only improved my technical skills but also made me more efficient in my job.
Band 8-9 Answer:
I’d like to share an experience about acquiring a new skill at my workplace, specifically learning to implement data visualization techniques using advanced software. This occurred approximately 18 months ago when our organization recognized the need to present complex data more effectively to our clients and stakeholders.
The learning process was multifaceted and comprehensive. It began with a series of intensive workshops led by industry experts, followed by hands-on training sessions where we worked with real datasets from our company. Additionally, I engaged in self-directed learning through online courses and webinars to deepen my understanding of data visualization principles and best practices.
The impetus for acquiring this skill stemmed from our company’s strategic shift towards data-driven decision-making. We realized that our ability to communicate insights effectively through visual representations would be crucial in maintaining our competitive edge and enhancing client satisfaction.
Initially, I felt a mix of excitement and trepidation. The prospect of mastering a new, in-demand skill was thrilling, but the learning curve seemed steep. As I delved deeper into the subject, my apprehension gave way to genuine enthusiasm. The moment of epiphany came when I successfully created my first interactive dashboard, transforming raw data into a compelling visual story.
The sense of accomplishment was profound, not just from a personal growth perspective, but also from seeing the immediate impact on our client presentations. It was immensely gratifying to witness how our newly crafted visualizations elicited deeper engagement and facilitated more informed discussions with our clients.
In retrospect, this learning experience was transformative. It not only enhanced my technical repertoire but also sharpened my analytical thinking and creative problem-solving skills. Moreover, it opened up new avenues for collaboration within our team, as we began to approach data analysis and presentation more holistically.
Employee learning new skill at work
Follow-up questions:
- How did learning this new skill impact your job performance?
Band 6-7 Answer:
Learning the new CRM system significantly improved my job performance. It helped me manage customer information more efficiently and respond to inquiries faster. I could also generate better reports for my manager.
Band 8-9 Answer:
The acquisition of data visualization skills had a profound impact on my job performance. It revolutionized my approach to data analysis and presentation, enabling me to distill complex information into clear, actionable insights. This not only enhanced the quality of my work but also elevated our team’s capability to influence decision-making processes at the highest levels of our organization. Moreover, it fostered a culture of data literacy within our department, inspiring colleagues to explore innovative ways of leveraging data in their roles.
- Do you think companies should invest more in employee training?
Band 6-7 Answer:
Yes, I believe companies should invest more in employee training. It helps employees do their jobs better and feel more confident. It’s also good for the company because trained employees can be more productive and innovative.
Band 8-9 Answer:
Absolutely, I’m a firm believer that companies should prioritize investment in employee training. In today’s rapidly evolving business landscape, continuous learning is not just beneficial—it’s imperative for organizational success. Well-structured training programs can yield multifaceted benefits: they enhance employee competence, boost morale, and foster innovation. Moreover, investing in employee development demonstrates a company’s commitment to its workforce, which can significantly improve retention rates and attract top talent. From a strategic perspective, a skilled and adaptable workforce is a critical asset that can drive competitive advantage and ensure long-term sustainability in an increasingly dynamic market.
Part 3: Two-way Discussion
In Part 3, the examiner might ask more abstract questions related to learning at work. Here are some example questions with suggested answers:
- How has technology changed the way people learn new skills at work?
Band 6-7 Answer:
Technology has made learning at work much easier and more convenient. People can now access online courses and tutorials anytime, anywhere. It’s also made it possible to learn through video calls with experts from around the world. This has made learning faster and more flexible for many workers.
Band 8-9 Answer:
Technology has fundamentally transformed the landscape of workplace learning. The advent of e-learning platforms, massive open online courses (MOOCs), and virtual reality simulations has democratized access to knowledge and skills development. This digital revolution has not only made learning more accessible and flexible but has also enabled personalized learning paths tailored to individual needs and learning styles.
Moreover, technology has facilitated real-time knowledge sharing and collaboration across geographical boundaries, fostering a global learning ecosystem. The integration of artificial intelligence in learning management systems has further enhanced this process by providing adaptive learning experiences and predictive analytics to identify skill gaps.
However, it’s crucial to note that while technology has expanded learning opportunities, it also demands a higher level of digital literacy and self-motivation from learners. The challenge now lies in striking a balance between leveraging these technological advancements and maintaining the human element of mentorship and experiential learning that is often crucial in professional development.
- Do you think the responsibility for learning new skills should lie with the employee or the employer?
Band 6-7 Answer:
I think both the employee and the employer have a responsibility when it comes to learning new skills. Employees should be motivated to improve themselves, but employers should provide opportunities and resources for learning. It’s a partnership that benefits both sides.
Band 8-9 Answer:
The responsibility for skill development in the workplace is, in my opinion, a shared endeavor that requires a symbiotic relationship between employees and employers. While employees should demonstrate initiative and a proactive approach to their professional growth, employers play a crucial role in fostering an environment conducive to learning and development.
On the employee side, individuals must take ownership of their career trajectories and actively seek opportunities to expand their skill sets. This involves self-assessment, goal-setting, and a commitment to lifelong learning. The rapidly evolving nature of most industries demands that professionals remain adaptable and continuously update their competencies to remain relevant.
Employers, on the other hand, have a vested interest in nurturing a skilled workforce that can drive innovation and maintain competitiveness. They should, therefore, invest in comprehensive learning and development programs, provide access to training resources, and create a culture that values and rewards continuous learning. This might include offering mentorship programs, allocating time for skill development, and aligning learning opportunities with both individual career aspirations and organizational objectives.
Moreover, organizations can play a pivotal role in identifying future skill requirements and guiding employees towards areas of growth that align with strategic business needs. By doing so, they not only enhance their human capital but also improve employee engagement and retention.
In essence, the most effective approach is a collaborative model where both parties recognize the mutual benefits of ongoing skill development and work together to achieve it. This partnership approach ensures that learning initiatives are both relevant to the individual and valuable to the organization, creating a win-win scenario in the ever-evolving landscape of work.
Key Vocabulary and Phrases for High Scores
-
Multifaceted [/ˌmʌltiˈfæsɪtɪd/] (adjective): Having many different aspects or features.
Example: The training program was multifaceted, covering technical skills, soft skills, and industry knowledge. -
To delve into [/delv ˈɪntuː/] (phrasal verb): To research or investigate something thoroughly.
Example: As I delved into the new software, I discovered many useful features I hadn’t known about before. -
Epiphany [/ɪˈpɪfəni/] (noun): A moment of sudden and great revelation or realization.
Example: I had an epiphany when I finally understood how to apply the new technique to our project. -
To revolutionize [/ˌrevəˈluːʃənaɪz/] (verb): To change something completely and dramatically.
Example: The new skills I learned revolutionized the way our team approached problem-solving. -
To foster [/ˈfɒstə(r)/] (verb): To encourage the development of something.
Example: The company’s learning initiatives fostered a culture of continuous improvement among employees. -
Imperative [/ɪmˈperətɪv/] (adjective): Absolutely necessary or urgent.
Example: In today’s fast-paced work environment, continuous learning is imperative for career growth.
Key vocabulary for IELTS Speaking
Examiner’s Advice
To achieve a high score in the IELTS Speaking test, particularly when discussing learning experiences at work:
- Use a variety of vocabulary and complex sentence structures to demonstrate your language proficiency.
- Provide specific examples and personal experiences to support your points.
- Organize your ideas logically, especially in Part 2, to ensure a coherent and well-structured response.
- Show your ability to discuss abstract concepts and broader implications in Part 3.
- Practice speaking on various work-related topics to improve fluency and confidence.
- Develop your critical thinking skills to provide in-depth answers to follow-up questions.
- Work on your pronunciation and intonation to enhance overall clarity and expression.
Remember, the key to success in the IELTS Speaking test is not just about what you say, but how you say it. Confidence, fluency, and the ability to express complex ideas clearly are all crucial factors in achieving a high score.
For more tips on improving your IELTS Speaking skills, you might find it helpful to read about describing a person who is very good at making decisions or a time when you made a significant decision. These topics can provide additional context for discussing workplace scenarios and decision-making processes, which are often related to learning new skills at work.
