Fluent but not heard; what language training misses.

In global Pharma and Biotech, English is the language of science, but not the first language of most scientists.

To bridge that gap, many companies offer language training. It’s often seen as a generous benefit. A professional courtesy. An investment in development.

But after 25 years working with scientists and specialists across industries, I can tell you this: 

• Many of those talented, highly skilled professionals still sit silently in meetings. 

• They still hesitate during presentations. 

• They still overthink every word in meetings and while networking. 

• And they continue to blame themselves when their English doesn’t come out the way they hoped.

The problem? Language alone isn't the issue, and traditional training isn't the solution.

The Hidden Complexity of Measuring Language ROI

Language training promises progress. But defining, measuring and sustaining that progress is far more complex than it seems.

• Accurately defining level is tricky. CEFR scores (like B2 or C1) don't always reflect real-world performance in meetings or client calls. What looks good on paper doesn’t always translate under pressure.

• Progress isn’t linear. Even the most motivated employees get busy. Deadlines, lab work, personal life all take a toll. I’ve seen it again and again: highly committed learners simply too exhausted to focus after a long week.

• Learning speeds vary. Some pick up new structures quickly; others need more time. One-size-fits-all timelines don’t work.

• Without regular practice, skills fade. If employees don’t regularly speak English at work, they’ll need ongoing conversation training to maintain confidence. Otherwise, skills get rusty fast.

• Classroom performance ≠ meeting room performance. You might be top of the class but still freeze when the VP calls on you in front of twenty colleagues.

• Language isn’t just grammar and vocabulary. It’s also about cross-cultural awareness: how to show disagreement politely, when to speak up, how direct is too direct. Misunderstandings don’t come from wrong words, they come from mismatched expectations.

• And personality matters. Especially for introverts or perfectionists, even a high level of English doesn’t guarantee they’ll use it. Silence is rarely about grammar.

All of this makes traditional language training hard to evaluate and even harder to link directly to business results.

What We’re Asking Employees to Do

Learning a language is hard. And when you expect employees to improve, you’re also asking them to dedicate time outside of class to study, listen and read. And of course to speak up, even when it's new and feels uncomfortable. That means giving up evenings, weekends, family time, or rest. All on top of their actual job.

And here’s the part we rarely say out loud: Most of them didn’t choose to learn English. They chose to be scientists. Engineers. Analysts. Not linguists. So while training may feel like a generous offer from the company’s side, it can feel like yet another burden from the employee’s perspective, especially when it doesn’t help them feel more confident or heard.

Why Coaching Increases ROI

Here’s what changes when coaching is added, either as a standalone programme or woven into an English course:

• ✅ It targets confidence, not just competence 

• ✅ It addresses mindset and anxiety, not just mistakes 

• ✅ It identifies what’s really holding someone back and helps them move through it

• ✅ It builds skills they can use in real moments: meetings, interviews, networking

This is the missing layer most language training ignores. And to be blunt, many language schools have little incentive to include it. Because without confidence, learners stay stuck. And stuck learners keep enrolling. Coaching breaks that cycle. It gets people unstuck for good.

What Real ROI Looks Like

When a quiet but capable scientist speaks up clearly in a meeting:

• Projects move faster 

• Ideas get shared sooner

• Teams collaborate more easily 

• Talented people finally get recognised

That’s real ROI. Not just for the individual, but for the company. 

Language training can improve test scores, but coaching changes behaviour. If you want your team to really show up, speak up, and represent your company well, especially under pressure, you need more than grammar exercises. You need to address the invisible barrier most training ignores: confidence. And that’s where the real investment lies.

Still offering English classes, but seeing too little change?

If your team struggles to speak up, the problem probably isn’t grammar. It’s confidence. And that’s what I help build. I work with Pharma and Biotech companies to support introverted, non-native scientists in becoming clear, confident communicators.