Posts tagged performance
Leadership Management – Being an effective presentation participant
0How would you feel while sitting in a board room, listening to some rant by a very uninteresting person on a vary boring topic ! Believer me, the life @ hell is nothing different than that !
I know, I know, its really difficult to be a patient listener … and a patient reader as well, hence this will be a quickie.
However, I thought following quick tips might help you in enjoying some of the most boring presentations in your life,
Listen
Listen with understanding and do not be judgmental while the presentation is going on. If you make up your mind that the presenter is a person of ‘such and such type’, it really becomes difficult to get your interest back on track.
Overlook
Not the presentation, but the faults of the presenter. Always see the intention, summary or the gist of the presentation rather than the actual dialog delivery and apparent things. Think on how you can make up your opinion based on the data / presentation content rather than who is presenting and how !
Voice
Voice your opinion on time, precisely and clearly. It helps the presenter to come back on track if things are going out of sight !
Effort
Make an effort to keep the person motivated and ask questions that you feel he could answer. Typically boring topics are also boring for the presenter and they tend to rush or slow things unnecessarily. Hence a participation from your side can actually help close things faster.
So, in short, show a LOVE for the presentation and you would not get the biggest distress in your life next time you are invited for a boring talk !
Leadership Management – Tips for effective presentation techniques
0Continuing from my earlier posts about Leadership Management, in this article, I would like to pen my thoughts about the effective presentation techniques. This is something I learnt in the Mentoring & Coaching workshop that I attended. The learning really enlightened me on how to deliver effective presentation to the audience. So, naturally, I would like to share with you all so you also get the 2 cents out of my knowledge
Ok, let me set the context of this article first.
Here, I am going to write about few tips that you should by heart about delivering a keynote, delivering a speech or delivering a presentation to a wise, knowledgeable audience.
Consider your self in a situation where you have to deliver a speech on a ‘process change / innovation’ in your workplace and you would want your audience not only to understand the gist of your presentation, but also leave them motivated and enough encouraged to support you in your work that you want to do.
Sounds familiar situation ? Then read on !
Before any of your presentation, do you set out the expectations from your audience? In case you wonder what it is and what kind of expectations one should have from audience then following list should help you construct these,
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Do you expect your audience to list down action points and work on them later on ?
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Do you expect your audience to feel motivated and spread the word about your presentation / speech after its complete ?
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Do you expect your audience to indulge in some thought processing (problem solving) and come back to you on a solution or suggestions offline after your presentation ?
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Do you expect your audience to just listen to what you are saying ?
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Do you expect your audience to provide you recommendations and suggestions during the discussion, a kind of real time feedback ?
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Do you expect your audience to negotiate a deal based on your presentation ?
I am sure by answering few of the questions above, you would exactly know what you are looking from your speech or presentation. There could be more questions, but hopefully the above more or less should cover most of the situations.
Ok, considering you would exactly know your goal and audience expectations set, lets move on to a simple formula to decide how to navigate through your presentation in the most effective way.
SENSES
While presenting, you should keep all your senses alive. Its not that you should use all your sense organs (lol!), while presentation, but you should be fully aware of the surroundings in which you are giving a speech and presentation. Its important that you feel comfortable in the position you are standing, the eye movements, body posturing etc., should be really comfortable and should support what you are actually trying to say.
MOTIVATION
This talks about both self-motivation as well as how much your talks are motivating the audience. Self motivation comes from how much conviction you shown in your idea / speech or presentation yourself. And to motivate the audience, you need to try and capture the pulse of the audience based on their own responses, engaging into thinking, discussions etc.
APPLICATION
No one is interested in only a concept or a theory. It is important to give an idea to the participants how things will work on a shop floor or in reality. Whatever points you are making, it is important that you give a vision (if not a demonstration) to the audience of how your idea will work in real life. Understanding of where this will work, how this will look like, is very important from the audience perspective.
REPEATATION
Ensure that you do enough repeating of the very important points throughout your speech or presentation. Of course, you would not want your audience to miss out on these. One of the simplest way of doing it is to keep a separate note of your important points and remind your audience of previous points as you go along in your presentation.
TRANSFER
Think of real life examples, try and relate it to the what audience has experienced in their own careers, their own life and help them relate themselves to their own thinking. This helps the audience understand the point you are trying to make it, in much better way. One of the easiest way of doing it is to discuss the common pain points, or common gains and benefits that interests you as well as the audience. This helps the connection
PARTICIPATION
Who wants the audience to go to sleep while your presentation is going on? Participation ensures the brain cells of the participants are active. Few simple tips of ensuring a good participation is to logically divide your audience into groups (in your mind of course, or sometimes actually) and make them think, make them answer simple questions, ask them to raise doubts, or simply nudge them for attention at frequent intervals. Other ways of ensuring participation are encouraging the participants (few of them) to encourage and share their experiences on the topic of discussion. The change in the speaker (in turn the person under focus) can help re-concentrate on the discussion.
UTILIZATION
Would you rather want to hear someone standing in a corner with a folded hands and speaking in a monotonous language ? Or someone who is using the presentation space very well and ensuring he / she is able to make a personal connect with everyone. Its important that you make a full utilization of the accessories that you would have with you for the presentation, be it the presentation board, note papers etc., its important that your body language shows positive signs of trying your best to convince the audience.
EXPECTATIONS
As I mentioned earlier in my post, its important that you convey the expectations right at the start of your presentation. This helps in setting up the context and prepares the audience of the way they need to think and concentrate on the speech / presentations. Believe me, no one is interested in any speech or presentation if you only like your audience to listen and do not act !
INTERESTS
Keeping audience interested in the presentation is one of the biggest challenges a presenter faces during his presentation. Especially if this is a long presentation that can go beyond a good hour. You need to keep in mind that every human being has a upper limit of time up to which he or she can concentrate with the best the abilities. You go beyond that and soon you would find audience going to sleep
. Few good ways of ensuring the audience stays interested is to take pauses in the presentation at appropriate times, and changing the topic to ease up audience concentration and give their thinking a break ! Speak up about football, cricket and they would jump in the discussion quickly !
LOGIC
Last, but probably the most important. You need to be logical in what you speak. Remember a secret and important fact about presentation “Audience is more cleaver than what you can estimate !”. It really takes few minutes for the audience to judge whether they are interested in continuing in the presentation at their best, or just drop back or sometimes, even leave it it. So its important to be logically correct while making arguments, examples etc.
Now, in case you are wondering why I actually made one letter out of above points big and others kept smaller, think for a second ! I guess you already have got the answer.
If you put all these letters together, you get a key phrase to remember these tips, “SMART PUPIL”.
Is it now easy to remember this ?
Try above tips when you actually deliver your next presentation, and see if you could actually get your point across the audience in a more convincing way.
And as usual, please do let me know your feedback on this. It really helps !
Leadership Management– Setting up goals for self and your team
2Finally I am back to my blog after a big break. Again, blame it to my poor time management skills !
Anyways, this time I am going to pen my thoughts on the Goal setting that all the leads need to do for their subordinates in the organization they work. As you would appreciate the fact that the goals, if set correctly and on right time, can help build successful careers of the people and self.
So, here in my blog post today, I would attempt to put few things that would help you put the goals in right perspective when you need to do it next.
how to set up the goal !
Most of the leaders with whom I have interacted or worked with, often ask the question ‘How to set a right goal’ for someone that work for you. The lack of understanding on how to set up the goals, often ends up resulting into ‘assigning a task’ to the employee instead of setting up a real career goal.
Now, how should we really think of a goal and how do we really put that into the perspective so that the employee understands what he or she wants to achieve, but is free to determine how he or she needs to get there.
Setting up any goal is essentially answering four basic questions about the goal that is being set up. They are as follows,
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WHAT ? – Determine what you want to do (for self goal) or what you want the other employee to do at the end of the evaluation period. Typically this becomes the objective of your goal.
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HOW ? – In case of self goal, determine how you want to do the things. This will help you answer what you need to do to achieve the goal. This may not be required in case of setting up the employee goal. You need to allow the employee to determine how it needs to be achieved by the employee.
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WHY ? – Determine why doing this is important for you and essentially for the organization. Typically this will help you identify the benefits to yourself and the organization if the goal has been met.
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WHEN ? – Most important part of goal setting is to time bound the activity and the goal achievement date. Typically for the performance appraisals, its the end of the year for which the goal is being set.
An example of the self goal that I set up during the workshop was as follows,
What – To develop a next in line leadership for myself in the team.
How – By doing the leadership training, taking continuous feedback and coaching to the immediate subordinates.
Why – To get the best out of the leaders reporting to me and free up myself for the next role.
When – Within next 6 months
SMART GOALS
It is essential that when the goal is set as per the formula mentioned above, the resultant goal should be SMART. Yeah, SMART !
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Specific – The goal should be very specific on what needs to be achieved and should not be confusing or too elaborative and hard to understand.
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Measurable – It should be measurable periodically to find out the progress and also at the end of the cycle to ensure that the objective is met.
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Achievable – The goal should be realistically achievable by the employee. There is no point on setting up a goal of scaling a mountain for someone who is not fit enough to walk !
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Relevant – The goal should be relevant for the job that is being done in the organization and what is expected out of the role.
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Time bound – Time is very important as it determines when it needs to be reviewed, tracked and closed, so the goal should always be time bound.
A really SMART goal helps in getting the team focussed and bound towards success.
Further to this, when you are actually filling up the self appraisal and writing feedback on the goals that you set earlier, keep in mind the following keywords that would actually help you put some weight behind your comments.
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Direct / indirect contribution to the business results
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Operational excellence
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Franchise building
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People development (leadership development)
Try the above tips when you are setting up the goals next time and, as usual, let me know your feedback.
… and the reward goes to ..?
0Ohh .. wait a minute !
This article has nothing to do with any award / reward function you would see on a television, cinema, but its more to do with the way awards and rewards are judged within an organization and how sometimes it puzzles me.
Today, I had been to a rewards committee meeting as a guest judge and at the end of meeting, I left the room with lots of thoughts to ponder with.
Few days before the meeting, I was sent an excel sheet with good detailed nomination information about 6 candidates from whom I needed to judge the top two candidates. The top two would be rewarded a certain amount as per the company policy. There is a quota of the monthly / quarterly awards which are distributed at the end of every month / quarter.
Normally, the rewards committee has few fixed judges and few guest judges. I was one of the guest judge this time and was asked to voice my inputs on who would, in my opinion, win the award and why. During the discussion, I observed that the rewards committee makes a good effort and attempt to discuss each case and try to give their opinions on the face value of the nominations they are presented.
On a whole, the process of inviting nominations from Project Managers and having a meeting in which a representation from Sr Management, HR & few guest judges would decide who wins, is good enough in most of the cases.
Most of the decisions, unless the judges know the nominee well, are made on the basis of what is written in the nomination form and how well the arguments are written.
The whole discussion made me wonder, in the end, who actually gets rewarded?
Is it the person who has done a great work or the person who has actually written a great nomination form with appropriate arguments?
How do you ensure that the right person gets the award?
What I have also seen, is the fact that the award normally goes to the person who has come out of adversity and saved a project from a serious escalation or from a difficult situation. Example of this could be someone who has just handled a business critical Priority 1 problem and resolved it within the SLA timings.
Then there is one person who makes an effort all year to keep a consistent performance and ensures that escalations do not happen and also ensures that the crisis situation never arises. This person, although gets nominated for the award, but would never get it, because his nomination form would be a lightweight, compared to the first one.
Typically in the support project, what I have seen is the team or the individual that resolves most problems or most crisis situations is rewarded the most. While, in a positive way it is correct to appraise a person who has gone extra mile to resolve the crisis and save the project from any potential penalty.
However, on the other hand, few people who are proactive, keep wondering what they need to do to get a recognition? In few discussions with the teams previously, we used to joke that we have got the project to such a stable phase, that there is no more challenge left which would give the team a chance to shine above the rest. !!
In a nutshell, there are quite a few factors that would determine whether a project or a person would get a reward or not and few of them I could list as follows,
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Type of project – If a project is stable and all processes are matured, then there is a less likely chance that the project would be considered for any award. Eventually, all the people working in the project have less chance of getting recognized for their work. Effectively, since the project itself does not offer any challenges, even outstanding person would struggle to get a recognition for the work there.
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Nature of work – If someone has saved the project some costs, efforts or time, then the person would be worthy candidate of being nominated for the rewards. Whenever the nomination is given, its important that all the necessary details are furnished properly. Moreover, the benefits must clearly come out of the nomination form. The words such as costs reduction, resource reduction, automation, efforts saving, crisis resolution should come out appropriately and should be emphasized.
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Glorify the work - As I mentioned above, irrespective of how many judges know your work quality personally, the decision is made on the basis of what is written in the nomination form. So its very important to glorify the work and presented accordingly.
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Awareness – One of the most important aspect of being rewarded for outstanding work, is being aware of rewards process and ensuring that the information is proactively sent with some good details as I mentioned above. During few discussions I had with the teams, it was observed that the team ‘expect’ the managers who work with you to ‘recognize’ their work automatically without the team expressing willingness and desire to actually have one awarded. Its a misconception that the work would automatically be awarded without any advertisement or internal marketing. Unfortunately, its one of the most difficult part for teams to understand and practice.
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Due attention by project managers – Its very easy for project managers to put the blame on the rewards committee about lack of reward to the team. The rewards committee is the soft target by many project managers who fill up the nomination form just because its mandatory and lack ‘awareness’ as I mentioned above. The project managers should ideally go all out to ensure that all correct details are furnished, glorified and presented accordingly for the rewards meeting.
These are just some of the tips you could use to assist yourself in presenting your case better. Finally, a quick word on what I believe,
There is only one alternative to hardwork, its name is ‘smart work’ !
Team work !
0Team work is an important aspect of high performing and successful teams and its all the more important to to achieve it consistently.
In my new project since I took over, I have been trying to instil the feeling of one team as a one large family. Prior to me taking over the project has been consisting of several teams bound by scope, processes & and more notably (in my view) the excuses!
Thus when I took over the project, one of the challenges that was put in front of me was to break the moulds and recede the boundaries to create a more cohesive unit and turn that unit into a high performing team.
I have taken the challenge and have started working towards it. How much success I would get, would really be visible in coming months but few visible differences have started to come along the way and most notably people have started to notice the difference in the team. Hopefully this is a good sign for coming times.
One of the very old videos that used to be on “Doordarshan” is very apt to display the power of togetherness & team work which I would like to embed here in my post.
The video was apparently created in 1985 when the colour television was relatively new in India.
The video is in Hindi language and it simply tells you how powerful the teamwork could be if all the team members have same heart beat !
HeartQuotes website mentions a very good collection of quotes on Team Work and few of my favourite quotes are as follows.
It is amazing how much you can accomplish when it doesn’t matter who gets the credit.
Teamwork: Simply stated, it is less me and more we.
Henry Ford
Coming together is a beginning.
Keeping together is progress.
Working together is success.
For more such quotes, visit the reference site at HeartQuotes.

