Paul Kelly
May 16th, 2012, ARTICLES, COMMUNICATION
It’s a well known fact that the fear of public speaking and presenting is much greater than the fear of death. Often the more senior the presenter, the greater the consequences of success or failure. The thing is, a high-stakes presentation is something we will have to do at some point in our careers.
So rather than letting the nerves take a hold, below are some tips for dealing with nerves when presenting.
1. Rehearse the first minute of your speech or presentation 5 times out loud;
2. Physically deliver all or part of the speech / presentation on site;
3. Mentally focus on the audience and that which you can do to help them understand the messages;
4. Stand or sit comfortably and, if under pressure, hold your physical position;
5. Remember you will usually appear calmer than you feel.
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Dr Jacqui Abbott
April 30th, 2012, ARTICLES, COACHING
There is no denying that women not only make up a significant part of the workforce, but also make a significant contribution. EOWA’s 2012 statistics report that 45.6% of the total workforce in Australia is occupied by women, with 70.2% of part-time roles being performed by women and 35.3% of full-time roles. Many companies, particularly Employers of Choice and those with EOWA certification have developed key strategies to retain their female employees, including bringing in skilled executive coaches to provide 1:1 and group coaching before and after a woman leaves work to have a baby.
Parental Leave Coaching, or maternity coaching supports high performing women successfully manage their career transition between their corporate and personal life. This type of coaching is tailored and specifically supports women at key stages of the maternity lifecycle. Typically the coaching is structured to include some 1:1 and group sessions which are timed at 5 -6 months of the pregnancy, 5-7 weeks before going on parental leave, 4-5 weeks before returning to the workplace and 2-4 weeks upon returning to work, with ongoing support over a 6-12 month period. Some of the key themes and topics covered include: managing relationships with colleagues and clients, exploring flexible working practices, personal brand and profile, future careers and role profiling and strategies and tools for returning to work.
Whilst female employees benefit from the coaching it is important to set this up as an integral offering within the company, including;
- Providing support sessions and key messaging for managers or sponsors of women going on parental leave;
- Developing communication plans to inform clients and other team members to support the transition of women to and from parental leave
- Providing company resources and support such as a parental tool kit or dedicated company webpage with positive messaging, master classes and sessions delivered by internal or external experts.
Having conducted more than 200 parental leave coaching sessions, the ability to provide support directed at an individuals personal and business requirements increases employee confidence to successfully manage the transition to parenthood. Women after these sessions are better prepared to manage the transition to parental leave, remain engaged with the workplace whilst on leave, prepare for return and re-engage back into the business. Specialized coaching also demonstrates organisational support for these high potential employees, and recognition to the employee of the value they provide.
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Paul Kelly
April 24th, 2012, ARTICLES, LEADERSHIP
Tuesday 24 April, Australian Financial Review
Read the full article here
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Johnny Lee
April 10th, 2012, ARTICLES, SALES
The difference between winning and losing a potential deal/client can be determined by the result of the very first call. It’s imperative that we as sales people, master the art of making effective sales calls, as they are critical in forming the relationship between you and your potential client.
Implementation of the following 6 tips will influence call success:
1. Volume. Volume. Volume.
This is the minimum requirement for success.
2. Be prepared.
Have a routine / plan for every call.
3. Be outcome focused.
Be clear on the outcome you wish to achieve for every call.
4. Add value and be relevant.
Why should they speak/ meet with you?
What do you have to offer them?
5. Be assumptive.
It is imperative that you assume as though you will:
a. Get past the gatekeeper.
b. Secure the meeting.
6. Manage your database effectively.
Call the right mix of targets:
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Paul Kelly
March 14th, 2012, ARTICLES, LEADERSHIP
Increased pressure on company leaders from shareholders to tightly manage costs and cost/income ratios has lead to unprecedented stress levels amongst workforces.
A client of mine recently explained she was responsible for four functions; she had seventeen direct reports, and no time to manage, let alone to lead. She was completely overwhelmed by continuing ‘belt tightening’ and had little idea what her leader expected of her.
One option for leaders is to forget about the stress their people are under and put up with the consequences of 30-40% unintended staff turnover. Another option is for them to sharpen their focus in actively engaging stressed team members. Many leaders have little sense of how to prioritise the softer issues, or how to engage a valued yet stressed individual more deeply.
While many HR managers and leaders have a strong understanding of the issues related to stress, it often requires independent expertise or equipping HR managers and leaders with new and specific skills to move leadership behaviour in the right way.
Some examples of things leaders need to do include:
- Scheduling agenda-free meetings with their people;
- Developing active listening skills;
- Demonstrate a genuine interest in the person, as well as in the business;
- Recognise there are times to seek professional help in whatever form that may take.
So, the new wave leaders need to increase their focus on high value team members, offer both emotional and practical support to help them cope and to seek independent assistance in keeping their leaders accountable for these softer yet most critical issues.
We offer independent expertise and provide personal value to leaders and their teams to help them deal with building greater resilience and regaining more flow in their professional and personal lives; click here to view our services on this topic.
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