Monthly Archives: October 2013

Improve Presentation Skills with Training on 5 P’s – Part 3

What about Personality?

Personality refers to the color, warmth and meaning that comes from hearing your voice. The personality of your voice will dictate if people are "turned on" or "turned off" when listening to you. Certainly adjusting the pitch and volume will help the quality of your voice. Adding emotion will give your voice color and warmth. So too will a smile which softens and warms up the vocal tones that people hear. Personality can vary from passionate, to bored, to serious, to light.

What personality are you going for when you speak on a given topic? Give it some thought and choose a word that captures the tone you want your voice to convey. Write that word at the top of your notes so that you consciously strive to imbue your voice with the personality that will help you make the most impact.

Using the 5Ps of Vocal Control Together

When you’re just starting out you may want to focus on one P at a time then add in more until you are able to stretch your voice to reveal all 5 P’s in a given presentation. By playing around with each aspect of vocal control you can imbue your voice with interest, warmth, and personality! Utilize each of the P’s, including Pitch, Pace, Pause, Projection & Personality to actively engage your audience and keep them wanting more. If you want additional information on how to hone your presentation skills visit our website at http://www.presentationtraininginstitute.com .  Or to get a free copy of report on how to Master Your Presentation Skills drop by our site at https://www.boldnewdirections.com

 

For More Information About Presentation Training

Do you want to learn more about how to improve your presentation skills?  Need some ideas for how to make better presentations at work?  Want to grow your presentation prowess in front of colleagues?  Look at our free resources and presentation skills training options at http://www.presentationtraininginstitute.com or at our partner site https://www.boldnewdirections.com

 

 

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Improve Presentation Skills With Training on Pause & Projection – Part 2

Pause

Pause involves stopping momentarily for effect in the middle of your remarks. It is a tool that is used hand in hand with variation of Pace. A pause is best used before or after a significant point as a tool for emphasis. Pause is also a tremendous tool for nervous speakers who tend to speak too fast. By stopping at key points, the speaker allows the audience time to process key points before moving on to new material. One easy trick is to underline key points in your notes and then place the word PAUSE in large letters to remind you to stop speaking for a few seconds. Actively playing with pause will have a profound effect on your presentation prowess. Now that we have covered Pause let’s move on to the powerful tool of Projection.

Projection

This aspect of voice is by far the most important as it correlates to your audience’s ability to hear your remarks. Even the most intelligent presenter can not have their desired impact if the people in the room can not hear their key points. With projection, everyone can hear your comments without having to strain their voice. However, there is still value in varying your projection to add intrigue and interest to your comments. For example, you might want to soften your voice to emphasize a key point and then later increase the volume for another point. In either case you must ensure that all members of the audience can hear each and every point. Practice projecting your voice by imagining that everyone is sitting against the far wall in the room. Ensure they can hear you and that you are speaking from your diaphragm.

Now that we have discussed Pause & Projection keep a look out for part 3 of this series which focusses on how to improve presentation skills through practice, coaching and training.  If you are looking for free resources you can visit us at http://www.presentationtraininginstitute.com or visit us at https://www.boldnewdirections.com

For More Information About Presentation Training Institute

If you would like to learn more about the Presentation Training Institute, and its parent company Bold New Directions,  please visit us and view our free resources at http://www.presentationtraininginstitute.com or  at https://www.boldnewdirections.com

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Improve Presentation Skills With Training On Pitch & Pace

Voice is a powerful tool for presenters. Voice can make all the difference between success and failure when you’re wanting to fully engage your audience. In sales meetings, company updates or technical meetings, it is critical to keep your audience involved and interested in your remarks. Learn how to stretch your voice by understanding the 5 P’s of Voice Control including Pitch, Pace, Pause, Projection & Personality.  We’ll explore the many aspects of voice and its impact on presentation skills in this three part series.  

Pitch

Pitch refers to the ups and downs of your notes when you speak. We all have the ability to speak from a vocal range – which includes higher notes and lower notes. However, it takes great awareness and practice to notice your own pitch and to change it consciously. Why is pitch important? A monotone voice bores the audience and a bored audience is less likely to recall your key points or to take action. To play around with pitch try thinking of popular characters who have voices at either end of the vocal range then practice speaking (or singing!) like them. For example you might think of Michael Jackson’s high pitched voice and then compare it with Barry White’s deeper tones. You can also simulate the voices of movie actors to start expanding your own range. Over time your awareness and practice with pitch will enable you to vary your voice as you speak – all in the aim of drawing your audience into your remarks. Now that we’ve looked at Pitch, let’s move on to Pace.

Pace

Pace refers to the speed at which you speak. Just as monotone is boring so is mono-pace. A good speaker knows the value of changing the pace as they speak. For example, when you are introducing a topic that is exciting you can speed up the pace of your voice. On the other hand, when you want people to focus their attention you may slow down for emphasis. The overall point is that variation is the key to success here. So play around with your pace next time you speak to see the impact on your audience. Now that we have explored Pace look for the next article in the series that will look at Pause.  See our website at http://www.presentationtraininginstitute.com for more information or see our main site at https://www.boldnewdirections.com for free tools to improve your presentation skills and overall impact.

For More Information About Improving Presentation Skills

If you’re looking to boost your presentation skills through coaching or training look at our website at http://www.presentationtraininginstitute.com for information and free resources.  Want to download a free report on overall communication skills?  Visit our main site at https://www.boldnewdirections.com 

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How Solving Conflict Boosts Management Skill Set – Part 4 of 4

Start building new management skills in conflict management

Self-awareness is one of the most important management skills there is. Self-awareness is the first step to diffusing conflict. Think about your style of managing conflict. Do you avoid? Acquiesce? Compete? Compromise? Collaborate? 

Which one of these styles do you perceive to have the most value? And given that, which one will you begin to practice more and more?

What else can you do to boost your self awareness and in turn your management skill set?  Try reflective activities, talking to open-minded colleagues, and reading books that guide you towards more awareness.

For more resources about how to increase your management skills through management training, managing change, or free reports on building team effectiveness, visit our website at  
http://www.managementtraininginstitute.com or learn about management training at 
https://www.boldnewdirections.com

 

Adapted from Managing From The Inside Out by Jim Hornickel, Director Training and Development, Bold New Directions

 

 

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Is Conflict Management An Essential Management Skill? – Part 3 of 4

This is part 3 of the 4 part series on Conflict Management & how is it an essential management skill.  One of the important steps in conflice management is to Identify the true source of the conflict. 

When you are feeling in a calmer and more objective frame of mind, turn your attention to identifying the source of the conflict. Most of the time you’ll find that the topic of disagreement belongs in one of four main areas:

A. Power struggles based on ego: Some people respond to the demands of their egos by needing to have and exert power. Don’t take it personally. Accept that this is their story and it’s not about you. By disentangling yourself from someone else’s emotional needs, you’ll be able to listen more objectively to what they have to say. You might even feel centered enough to respond to the other person with empathy. While this is not easy to do (and takes practice), responding with acceptance and understanding may encourage the other person to set aside their ego and join with you to solve the conflict. Through management training, participants get the opportunity to learn and practice these types of new responses to conflict.

B. Poor Communication
Communication is deeply influenced by factors like language, gender, culture, age, skills, personal experience, etc. With so many distinctive ways of communicating, it is inevitable that conflicts will arise due to misunderstandings in communication. An essential cornerstone to all our management training seminars is practicing and learning effective communication skills.

To raise the level of your management skills, always be aware of the challenges of communication and how easy it is for us to misunderstand one another. When addressing a disagreement with another party(s), be sure to ask yourself what you would like to get from the discussion. Then ask the other party(s) what they want to get from it. Be aware of your assumptions and check them out. Exercise great curiosity about what the other person wants to communicate. Be that person’s ally and you both will benefit from your good intentions to bridge communication gaps.

C. Personality Differences
How many times have we been miffed at someone because they seemed just too different from us? When personality differences produce conflict it would be worth your while to invest some time and a little money in searching out a personality or behavioral styles assessment. There are many, including the well-known Myers Briggs Personality Type Indicator. The basic benefit of these inventories is the reminder that people differ in how they approach life. These assessments help people understand their own personality styles and how they can work with co-workers whose personalities and temperaments are naturally different from their own.

D. Differing Needs – (What’s in it for me?)
“What’s in it for me?” is a question that each of us naturally asks ourselves consciously or unconsciously. In our management training seminars we stress that, as managers, we must be aware that there are always needs in the picture or at stake. When there appear to be differing or opposing needs, first look to define what those needs are; what do you or the other/s truly want? Then, look to see what strategy options there are. Brainstorm until you run dry! Be extra creative! And negotiate from an attitude of win-win. Actively look for ways that will bring each of you more of what you want. If it feels like too much of a compromise is going on, step back and look for options that will bring greater mutual satisfaction.

Watch for Part 4 in this series on Management Skills and Conflict Management.  For more resources about how to increase your management skills through management training, managing change, or free reports on building team effectiveness, visit our website at: http://www.managementtraininginstitute.com or learn about management training at https://www.boldnewdirections.com.

 

Adapted from Managing From The Inside Out by Jim Hornickel, Director Training and Development, Bold New Directions

 

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How is Conflict Management An Essential Management Skill? – Part 2 of 4

This is Part 2 of a 4 Part Series on how conflict management is an essential management skill.  If you do not feel confident in your conflict management skills, take heart.  Conflict management can be learned through management skill training courses.  An essential element involves increasing your self awareness as a key step in preventing and decreasing conflict. 

One of the most important managements skills: self-awareness

Many of us become riled up when faced with a conflict. You may already have discovered that when emotion takes over, whatever actually triggered the conflict tends to get lost in the commotion. High Emotion=Low Intelligence! In our management training seminars participants learn that self-awareness is the first step toward de-escalating conflict. If you are facing a conflict, notice if you are beginning to feel emotionally overwhelmed or angry. If so, be honest with yourself about your feelings. Then take the time you need to calm and center yourself.  Make improved self awareness a goal.  Read books, write in a journal, reflect, talk to others – all these tools will grow your self awareness and your conflict management capacity.  And that in turn will enhance your ability as a manager. 

Join us for parts 3 and 4 of this series on Conflict Management  – An essential management skill.

For more resources about how to increase your management skills through management training, managing change, or free reports on building team effectiveness, visit our website at: http://www.managementtraininginstitute.com or learn about management training at https://www.boldnewdirections.com.

 Adapted from Managing From The Inside Out by Jim Hornickel, Director Training and Development, Bold New Directions

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Conflict Management – An Essential Management Skill – part 1 of 4 part series

Conflict Management: one of the most essential management skills

 

As managers we know that, for good or for bad, conflict is part of the workplace. On the good side, it sometimes takes an outright conflict to uncover a problem that’s been simmering beneath the surface perhaps for some time. While most of us would rather acknowledge problems in more thoughtful and intentional ways, an outburst or confrontation may force us to face a problem squarely and find a solution.

1) To manage conflict successfully encourage empathy and openness to others’ views

Often, however, conflict means that people who disagree get stuck in a mind-set of “I’m right and your wrong”. Rigidly holding to a view that prevents us from trying to understand someone else’s perspective can result in continuing and disruptive conflict.

Successfully resolving conflict calls for dedication from all sides to find a resolution that meets some, if not all, the needs of everyone involved. To understand those needs, we need to give up rigidly adhering to a single view, and be willing to explore other people’s perspectives with empathy and openness. In our management training seminars, participants practice management skills to help themselves and others avoid inflexible attitudes and to listen to each other with curiosity and a receptive frame of mind.

For more resources about how to increase your management skills through management training, managing change, or free reports on building team effectiveness, visit our website at: http://www.managementtraininginstitute.com or learn about management training at https://www.boldnewdirections.com.

 

Adapted from Managing From The Inside Out by Jim Hornickel, Director Training and Development, Bold New Directions

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Courage As A Management Skill – Part 4 of 4 Part Series

So now you may realize that Courage is indeed a key management skill.  If you have been reading our 4 part series you know a bit about courage. But you may want to learn more about how to apply this critical management skill in your work. Read on for an example about using Courage in Management.

Courage in managing: an example

Mark had been on a renewed path to discover things about himself that would allow him to be a stronger, more enlightened manager. As one of his management skills, he wanted to cultivate the courage that would help him confront the challenges and risks all leaders face, and to be able to inspire his employees to be courageous, themselves, and to move out of less-effective comfort zones.

He acknowledged to himself that one of his fears that impacted his professional life had to do with confronting authority, and was the reason for his inability to ask for a raise. He decided that he would start by building the courage needed for him to speak to his boss about his desire for a raise.

First he went over his motivations. He knew that the quality of his work and the hours he put in warranted a meaningful raise. While others had asked for and received such raises, Mark had for years simply accepted what was offered to him. But now his new desire to make inner changes made him realize just how strongly he wanted and deserved a raise. He also felt that by being courageous and confronting his fear, he was taking his first step towards becoming the person he wanted to be and a leader who could be a role model and inspire courage in others. Mark understood his incentives to seek a raise and to move beyond his attitude of fear. He felt truly motivated.

Next he prepared and practiced. He went back over his past year’s efforts. He detailed all of the many positive actions he had taken by himself and with his team. He did his best to put aside his emotional fears and replace them with positive energy and the hard data that supported the facts of his success. Next he practiced what he would say, anticipating the hardest questions his boss might ask him and rehearsing how he would answer them.

He had a fruitful meeting with his boss, convinced her of his worth, and asked for double the increase he had received the year before. To his surprise, the V.P. was very supportive and came out with just under the desired raise. Mark felt great! He knew he would he would continue to tap into the new courage he had found inside himself at every new opportunity for the practice and the success.

Without the management skill of courage, managers find themselves avoiding challenging situations or simply coping with them. To be a leader and a role model to your team, develop your capacity for courage by acknowledging your personal fears, affirming your motivations to change, and practicing new and courageous behaviors.

Start building courage as a management skill by asking yourself these questions:

  • How will managing without courage impact my team’s morale, productivity and profitability? And with courage?
  • What do I fear?
  • Why do I fear it?
  • When am I courageous these days?
  • What actions do I now take that reflect courage?
  • Where else can I use these actions?
  • What do I gain by being courageous?
  • What else do I want to be courageous about?

 

 

Adapted from the book Managing From The Inside Out by Jim Hornickel, Director Training & Development, Bold New Directions. For more resources about how to increase your management skills through management training, leadership training, or teambuilding team visit our website at http://www.managementtraininginstitute.com or learn about management training at https://www.boldnewdirections.com

 

 

 

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