Top Tips for Successful Speechcraft
Last Monday night, I emerged from my snow-clad isolation to give a presentation-skills workshop to a women’s business network in Dungarvan. The workshop gave people the opportunity to morph into crazed queue jumpers, dead celebrities and cartoon characters. But in the middle of all the mayhem, there was a serious message. Here are 10 of the tips I shared about one of the core skills of presentation – actually writing your speech.
1. The goal of communication is to figure out what you want to say and put your message across in a way that your audience will understand.
2. Once you have figured out what you want to say, preparing your presentation becomes a whole lot easier.
3. As well as deciding what to say, decide what shape your speech will take. Will it be a debate, a story, or a fund of tips and advice?
4. Create a structure that will act as your roadmap when you are writing your speech.
5. To get yourself past those nervewracking seconds before you start to speak, pick a spot, plant your feet hip width apart, look around the room and take a few deep breaths. This will anchor you and silence your audience.
6. Reel your audience in by asking them a question or sharing an anecdote.
7. Don’t be afraid to borrow from others and inspire your audience with a quote.
8. Aim for one point per paragraph/section. This avoids clutter and ensures your audience understands your message.
9. Slow down your voice as you’re coming to the end, to signal to the audience that you’re ending and to add resonance to your ending.
10. Remember that no-one really cares what you’re saying. Chances are, they’re daydreaming, thinking of their to-do list or checking their phone. This is actually quite liberating. It means they won’t notice the quake in your voice or the slide you missed.
What’s Your Networking Style
Are you frustrated by the slow return you’re getting from going to networking events? It could be a question of style. Everyone has a networking style and if you can spot the style of the person you’re talking to, it could help you to win the business you’re after.
The DISC personality profiling system identifies four different styles that people roughly fit into. We’re all a mix of the four styles, but one style usually dominates. See if you can spot which style you are.
D – Go-Getter. This person wants to get straight down to business. They want to know exactly what return you can give them. They’ll swoop in with a firm handshake and proffer a business card immediately. When you’re talking to them, get to the point, explain exactly how you can help them. Set up a meeting immediately and stick to it.
I – Promotor. Described by some as the Labrador puppies of the networking world, the promoter is chatty, informal and views networking events as social occasions. They’ll greet you with a friendly hi, pump you hand – and look over your shoulder to see what other conversations are happening. Be friendly back and arrange for a cosy lunch. While it may appear as if you’re talking about nothing, the promoter will think you’re a marvellous person and will want to do business with you.
S – Nurturer. The nurturer is anxious to ensure that everyone else attending the networking event is comfortable and isn’t left on their own. They dress in unobtrusive clothes, so they won’t be noticed. They prefer one to one conversations and hate feel they’re being sold to. If you want to do business with a nurturer, don’t talk business at the event. Set up a one-to-one and they’ll eat out of your hand.
C – Examiner. Examiners are task-oriented, thorough and focused on getting the job done. That’s why they hate networking events. When you meet them, they often stand back because they want to get a good look at you. Put them out of their misery and say you;ll send them an email. This will give them time to give you a measured response.
This theory helps explain why some people’s networking behaviour seems pushy or unfriendly. It will help you play to your own strengths as a networker. Once you have an idea of another person’s style, you can match your approach to their style. And you’ll be in a better position to forge relationships that are beneficial to you both.
There’s No Such Thing as Can’t
This post was originally published on www.bloggertone.ie and featured in their recent Sugartone Ebook.
Recently, a well-known motivational speaker was asked in The Irish Examiner newspaper what his pet hate was. His answer was. ‘People who say they can’t. There’s no such thing as can’t.’ I’m sure many people admired his upbeat attitude. I felt alienated by it.
As a writer, I know that human beings are far too rich and complex to be labelled in terms of can and can’t. If you are to have any hope of motivating others, you need to figure out where people are coming from. You need to find out why they feel they can’t and convince them that they can.
Why do people feel they can’t? There are many powerful reasons for it including:
- A discouraging family environment. Parents, family and friends may have made people feel that they can’t, even though they may not have intended to.
- Illness or disability. Society often gives people with disabilities the message that they can’t. People may also have latent depression, which saps confidence.
- Disappointments and setbacks. If people often encounter obstacles to success despite theirbest efforts, they may not have the heart to try again.
If you’re in a position where you need to persuade people to do work for you, you may have little patience for excuses. And that’s as it should be. Figuring out why people can’t doesn’t mean condoning bad behaviour. But if you’re an employer in particular, you literally can’t afford not to figure out why people can’t. Firing people is a lot of hassle, with unfair dismissals legislation and the expense of recruiting and training someone new.
If you’re teaching and one of your students is disruptive, it could be because they feel they can’t. Helping them turn can’t into can will enable them to tap into their potential. Even in a voluntary organisation, valuing people’s efforts and making them feel their skills are of use will help them feel their contribution is of value.
Here are a few simple tactics for turning can’t into can.
- Find out why people feel they can’t. If people know that you understand where they’re coming from and that you have compassion for them, they’ll open up and it will be easier for you to help them.
- Show them that they can. Share with them what you think their strengths are. Nobody is immune to a bit of flattery and it gives people confidence.
- Give them strategies to move forward. If they’re having difficulty completing tasks, give them the resources they need, whether that’s mentoring, help from a trusted friend or colleague or literature to read up on.
It may seem like a lot of hassle, but if you take the time to turn can’t into can, your relationship with the people around you will be far more harmonious.
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