Strategy

Mar 14 2016

How do I create a knockout presentation? Prt 2of2…

So now it’s time to look at the remaining topics in order to create that amazing presentation.

Timing: Speaking too fast, rambling on
Neglecting to check equipment
Reading from notes
Reading from the slides/reciting bullet points
Failing to rehearse

Timing

Whether speaking too fast (thus finishing earlier than expected) or rambling on with too much un-necessary details (causing you to rush through parts of the presentation or having to go over time). This shows negative points about your capabilities from poor time-management, possible lack of confidence and disrespect to the organiser and/or delegates and this can be addressed by rehearsing.

Three key areas to successful are practice, Practice and PRACTICE and always do this out loud. Many years ago I rehearsed in my head and when it came to the delivery, my head and mouth didn’t seem to engage as they should have!

If you need to slow down through nerves, write ‘Slow Down’ on your note sheets or if you have too much to present in the allotted time, actually reduce the amount that goes into the presentation, honestly, it’s unlikely people will take everything in so portray the more important elements.

Equipment check

I experienced this once when at an event and the projection system didn’t immediately connect with my laptop. Fortunately it was down to some settings was resolved. Nonetheless, even though turning up 20 minutes early, it still resulted in people waiting 10 minutes before we started which kills the mood to begin with.

Make sure you put your presentation together before the event. Check all handouts are sorted and put into order. Any equipment you are using works correctly.

Arrive half an hour before the scheduled time and check it all works correctly. If all’s fine, then spend some time to relax and speak to people as they turn up. All this relays a level of confidence for the delegates.

Note reading

As mentioned before, spend time practising before the event so you are familiar with the content, its order and timing.

If needs be, use a few bullet points but the more you rehearse, the more familiar you become with the presentation and even if you do not know it verbatim, you’ll still come across more professional and knowledgeable.

Don’t be fooled into thinking that some people just have it. Everyone that comes across proficient and slick have rehearsed and practiced over and over.

Bullet Point reading

I will assume that the people you are presenting to can read. Therefore, be respectful and don’t read the bullet points aloud.

Remember, these headliners for what you wish to present. Treat them as such. Bring up the bullet point and, without reading it, go on to make your point and the observers can read it for themselves. If they are all up, go into your speech and allow them to work out what element you are talking about.

Rehearse

This has been mentioned throughout so best to understand its importance. It REALLY does make all the difference to your presentation. And do this out loud, even in front of a mirror so you can see what those in front of you see. All too often, rehearsing in your head is different from practising speaking out loud, trust me on this!

Energetic finish

All too often the energy is central to the presentation and the wrap up is just that. This is your opportunity to re-visit what you’ve already presented in a draft but uplifting format and if you have a little diamond up your sleeve, bring it out to shine here thus leaving the audience inspired and uplifted.

Oh, before I forget, one last little tip … Question Time! Decide in advance WHEN you want questions to be asked. Either set these at set intervals throughout the presentation or ask the delegates to save them until the end (not always practical as the flow has gone by then for them). If allowing questions at any time, insure you manage these as questions raised may well stimulate others to get involved which could potentially throw timing out of the window!

That’s all 9 areas covered but nonetheless, presentations are not easy, especially if relatively new to doing them or not generating the desired results. Should you be looking to put together an amazing presentation and looking for support, you would do well by contacting Neil at neil.nutburn@coachingtosuccess.co.uk or call 07761 187238 where you are assured a warm welcome.

Feb 29 2016

How do I create a knockout presentation? Prt 1of2…

Have you ever been in front of monotone, boring presentations that seem endless? Do you need to create a presentation but are unsure how to wrap it up?

This is too big a subject to do in a single post so here’s todays and the next will be in two weeks’ time. Read on to find some tips I’ve learned over the years that will help keep the interest and get the message across.

Let us start by looking at 4 of 9 bad habits:

Failing to excite or show enthusiasm!
Disqualifying yourself
Not connecting with the audience. Avoiding eye contact, Alienating yourself
Stance: Fidgeting, swaying, motionless or standing to attention

Failing to enthuse

From the start you need to engage and capture your audience’s attention. First impressions and last comments are what people remember. Deliver a message that will leave them excited about what they are about to be told and the benefits they will gain.

Disqualifying yourself

You are there because you are knowledgeable in that particular subject. The audience have come to learn something so avoid statements like “I hope this doesn’t send you asleep”, “I know something of this but I’m not an expert in”. Avoid disparaging comments. Believe in yourself.

DO NOT APOLOGIES! You may start late due to unforeseen circumstances so this may seem a bit blunt but if you start off apologising then this sets a negative tone and sets the scene of being a victim. Start off as if nothing was wrong, thus illustrating you work well under pressure.

Audience connection

Personally, I feel one of the worse things a presenter can do is to stand there avoiding eye-contact with attendees. Fumbling around, looking at projections or even the wall behind the attendees. And whatever you do, please don’t turn your back to the audience. This may make you feel better but you’ve just dismissed everyone there.

If you’re not keen on looking at people directly in the eyes, look at their foreheads or, better still, the top of their lips. Try that one out when speaking to someone relatively close. Ask them if they felt you were making direct eye-contact, it works!

Other areas to consider is to insure you don’t alienate delegates. I was at a seminar a while ago and the presenter opened by saying “This is going to be mainly about the leisure industry so if you are not in this business, you won’t understand some of the terminology…”.

Make sure you use a language that all understand. Make it generic if dealing with a varied audience or specific if an isolated audience.

Stance

There is a fine balance between no movement and too much. Areas to consider are to avoid shuffling paperwork or waving something around you wish to talk about. Everyone’s focus then moves to that and not you.

Try not to fidget or sway on the spot and definitely (gentlemen!) avoid playing with change in your pockets. These infer nervousness.

And don’t stand still like a guard, move around and use ‘controlled’ hand gestures (this is an area I have to constantly be on top of as I enthuse and speak through hand movements). It’s very boring if you just stand there motionless.

Look at for the concluding part in two weeks’ time and in the meantime, should you have a presentation that you need help with, just make a call or throw us an email.

Contact Neil at neil.nutburn@coachingtosuccess.co.uk or call 07761 187238 where you are assured a warm welcome.

Feb 01 2016

The ‘Key’ strengths of Successful Management … Prt 2of2

The last article covered areas in management concerning pleasing everyone and making time for management. Looking at setting standards, being open-minded, communication, problem solving and the art of listening.

As promised, here are the next six areas to consider when mastering the role of Manager.

Previously we looked at two areas that help towards ill-feelings that managers receive, below are another three to be considered.

Maintaining the old mind-set – You have moved on from the role you undertook but you still attempt to do the same old job!
Avoid difficult issues – Confrontation between team members; Putting off doing the reports; Making ‘that’ phone call; Meeting someone you dislike … this list can go on. Trying to ignore it isn’t the answer!
Self-belief – In the past, I thought my rapid ascension was due to luck. Was I really management material? Could I handle this next role? Well, those who appointed me believed in my abilities so look pragmatically as to why you’ve been chosen!

To continue from lessons I have personally learned as a result of seeking further academic qualifications, from experience as well as the good book of ‘How Not Too’ according to bosses I have worked with (and in one occasion, exceeded!), here are another set of clues to take on board.

Courteous & Direct – Refrain from saying one thing but thinking something else! Drop the Jeckyll & Hyde! People like you to be frank and direct about areas such as performance. Do this with humility but also remember the power of ‘Please’ and ‘Thank you’
Humour – For those that know me personally, humour and raising the feel good factor is something I’ll always aspire to achieve. Don’t make a joke of the person or situation, but witty comments relating to the issue will help reduce fearful thoughts and put people at ease.
Respect – All too often I’ve heard manager’s refer to their team as Half-wits, or other derogative remarks (I’m sure you will know of similar expressions). These are not only discriminatory but disrespectful. This in turn leads to distrust and further lack of respect. Here’s the catch, if you think that, you will receive that! To improve performance change your own thought process to thinking ‘positively’ towards staff and their abilities. Acknowledge people’s contributions. Offer assistance rather than reprimand for those who are unsure of what’s expected or lack in skillset.
Praise in Public, Reprimand in Private – We all know variations on this saying but how does it relate to you? I have seen people in authority too frequently belittle people in front of others but to what end does it serve? All too often it’s easier to criticise and take things that go well for granted. Consider the way you currently manage both negative and positive situations and start to adopt this philosophy.
Vulnerability – Showing that you may make mistakes or that you are wrong isn’t a weakness but makes you human and thus, more approachable.
Self-belief – Confidence can affect us all! If you put yourself or abilities down, it’s going to be tricky picking yourself up. Whether it be developing a small business or stepping into new Executive roles. A great saying is “Fake it ‘til you make it” or “Act as if” would be a milder interpretation. This isn’t to say be false but encourages a self-perpetuating growth in your confidence to overcome any hurdle.

Other areas to also consider include focusing on the big picture, being authentic and accessible all while being an independent thinker who looks for solutions rather than focusing on problems.

Coaching to success specialise in Management (Procedure) & Leadership (People) and whether it be yourself looking to get that edge over internal or external competition or simply looking for better ways to help manage the business, contact us by calling Neil Nutburn on 07761 187238 or send an email to info@coachingtosuccess.co.uk to arrange a free, no obligation consultation.

Our business is about your success and your future successes are in your hands so give us a call so we can help you turn the ideas into reality.

Jan 18 2016

The ‘Key’ strengths of Successful Management … Prt 1of2

Whether you have been promoted, gone straight into the role or found yourself suddenly responsible for those around you, the majority of us like that feeling of being noticed for what others perceive us to be capable of. And what of those who manage on your behalf? What of their style? How does the team(s) look or regard them?

Due to the complexities involved in becoming a respected and admired manager, this feature will be in two parts with the second being a fortnight from now.

We begin this new adventure full of enthusiasm, clear in the knowledge that we will be successful in our endeavours. Then the honeymoon period is over. Demands upon you have increased, those around you approach you differently, the anticipated respect you thought you would obtain is absent. Worse still… you find yourself alone!

So, the happy world of management! It’s great isn’t it? Well it can be, but let’s first look at the areas that help towards creating this ill-feeling and then we’ll look at ways to move forward:

Trying to please everyone – Most of us in management have fallen into this trap but understand that you will need to make decisions that not everyone will like or appreciate!
Make time for managing – Management is about processes, structure, order and not about how much work you do compared to others! Knuckling down to get the job done doesn’t engage others and lack of ‘management’ results in both disengagement and disinterest from those who answer to you.

So where do we go from here? Having learned through education, experience and seeing historic examples from poor managers I followed in my career, I’ve developed a list to aid obtaining that respect a great manager deserves, while I also learned a lot about how management and projects work.

Set the standards – Raise the standard of work, demeanour, attitude and professionalism for all to aspire to.
Open-mindedness – For others to ‘invest’ in what they do. Take an approach of thinking ‘Yes’ before ‘No’ and that the initial idea is just the beginning thought, a small acorn from which greatness may develop. Encourage ideas.
Communicate – Knowledge is NOT power if retained by one person! Develop your communication skills and open that office door. Consider all the means of communicating: Emails, Skype, Written reports, Seminars, Meetings and yes, speaking to one another! Be seen as being approachable and rather than harbour ill-feelings towards someone, put it on the table for discussion.
Problem Solver – Look at a situation with the aim of finding a solution and asking for ideas is a great trait for others to aspire to.
Listen – “Seek first to understand, Then to be understood”, Stephen Covey states as #5 in his book “The 7 Habits of Highly Effective People” (a good read if not done so previously!). The best way to manage this is to listen. Your team may see things that you don’t and respect will be gained if you’re willing to lend an ear.

This is but a start. 3 more areas and another 6 management considerations will be highlighted in the next feature. See how you or the managers under your remit get on with these and here’s to wishing you all the developed success this will bring until the next instalment.

Should you look to gain further professional help, Coaching to success specialise in Management (Procedure) & Leadership (People) and whether it be yourself looking to get that edge over internal or external competition or simply looking for better ways to help manage the business, contact us by calling Neil Nutburn on 07761 187238 or send an email to info@coachingtosuccess.co.uk to arrange a free, no obligation consultation.

Dec 07 2015

How to overcome the particular set of challenges that comes with teamwork!

I have a favourite saying from Aristotle: “The sum of the total is greater than the sum of its parts” and this is never more apparent than when working with teams.

How often do groups of people work against the grindstone as there’s no clearly defined goal. Leaders who shout out orders with no real understanding of what they’ve requested. Those within a team who are clueless to exactly what’s expected of them or what about that person no one gets on with? I daresay you could give many other examples either from historical or even present situations!

Humans are pack animals and work best ‘together’ as opposed to alone. Working with others inspires different thought processes or directions, feedback for new ideas and a sharing of tasks to insure the ultimate goal is reached.

OK, the labour was predominantly slavery but the pyramids couldn’t have been built by one or two people. There were designers, architects, directors and workforce. All playing different parts but all working together to create the wonder we can now see thousands of years on.

So how do we improve morale or productivity from our teams?

SWOT Analysis – See where the Strengths, Weaknesses, Opportunities & Threats are. Carry out the same analysis for each individual within a team. Where there is Weakness/Threats in the business, see the individuals for their Strengths/Opportunities to fill those gaps. Train and support them.
Coaching – Getting outside help is most beneficial, however, when not immediately viable, take some clues from the way coaches operate. Adopt approach of ‘Ask’ not ‘Tell’ to achieve consensus. Value each team member and their contributions. Manage the ‘power dynamics’ especially in open forums.
Model Team – Take some time out to consider how other successful teams operate and research what key elements they use. See how to manipulate those concepts so your team could benefit.
Know the players! – Belbin depicted 9 roles (Plant/Co-Ordinator/Monitor Evaluator/Implementer/Completer Finisher/Resource Investigator/Shaper/Teamworker and Specialist). A team Ideally will have someone from each sector. If insufficient numbers, then members may be able to take on more roles. Contact us to see how we can help you further understand how best to use this model.
Performance –Address how the individual’s or team’s potential can be influenced by what is interfering with their output. Too frequent meetings; minor irritants like un-necessary paperwork, reports etc. We so rarely work to our full potential as a result of ‘interference’ so look to see what is necessary and whether this can be delegated. The responsibility for high performance in teams lies with each player knowing what needs to be achieved, taking personal responsibility and working collectively

These are but 5 steps of many that you can take whether at work or in your personal/social life. Working within an environment that is not conducive to the harmonious values each member has simply results in under performance by each member.

Businesses who still look at the cost of employees as being the easiest thing to ‘Cut’ rather than invest in and reap much higher rewards is beyond me, however, this is the world we live in so look to adopt a more positive Team and who knows…

For further development of teams, Neil has a way of motivating teams to perform at their best so contact him on directly on 07761 187238 or email neil.nutburn@coachingtosuccess.co.uk to have a complementary and confidential discussion or meeting to see how we can help you manage team dynamics effectively and efficiently by engaging the team quicker and more productively through working together while supporting the businesses’ growth plan.