Showing posts with label personal development. Show all posts
Showing posts with label personal development. Show all posts

Thursday, June 28, 2012

What We Each Need to Understand About Personal Development

You know that the You Never Stop Learning blog is composed of ideas for our personal development - it doesn't matter what line of "work" we're in, we all look for ways to stretch, recognizing that we never stop learning and we want to see ourselves hit new highs, take on challenges that we haven't mastered, to make progress as a human being.

Very often the effort we put into personal development activities are not about a promotion, but more about fulfilling a lack within ourselves or fostering stronger, more heartfelt relationships.


Whatever our reasons, there are some simple truths about personal development that we should recognize and this article does a great job of telling it like it is: The No. 1 Thing You Need to Know about Personal Development  from Dennis E. Coates, Ph.D. - Denny is such a credible source on the topic of personal development - you’ll appreciate his straight talk here.

We’ll go into it more in the July Ultimate Blog Challenge (well, the first week of blogging for me is just fun and interesting items – it IS a holiday week, after all).

Image:
businessandlifecoach.net


Thursday, May 10, 2012

Are You Making Effective Presentations? Part 2 of 2

Today we finish a summary of the basics in making a presentation or speech. Diane DiResta's book, Knockout Presentations is a terrific and thorough resource.



Content today:
1. Do’s and Don’ts of Delivering Presentations
2. The Message of Color
3. Presentation Evaluation Form for Assessing Delivery and Organization (available online)

1. Do’s and Don’ts of Delivering Presentations

DO’s

Eliminate distracting behaviors

Videotape yourself and listen to your delivery.  Do you use non-words such as ah, um to fill in while you’re thinking?

Then turn the sound down and just watch.  How is your body language and facial expression?  What about your hands: do you use gestures effectively or do you keep your hands in your pockets and jingle your keys?

Be real

Audiences are more sophisticated than ever and will see through phoniness.  Be genuine and leverage your strengths.  Use personal examples when appropriate and allow time for your words and message to sink in.

Extend eye contact

Look directly at people in the audience for a complete sentence or two.  This generally takes five seconds or less to do and it helps you connect with the audience.

Expand your gestures

Not using gestures will make you look stiff.  Use your hands to emphasize key points or to draw attention to a visual aid.

Keep your posture in check

Standing up straight increases your personal presence and allows you to breathe properly.

Move with purpose

Rocking on your heels or pacing is distracting.  Stand still and focus on your gestures.  If you can’t stand still walk into the audience and talk directly to one person.  Then move toward someone else and talk to him or her.  Be careful not to wander too far away if you need to be close to your visuals.

Be enthusiastic

Get excited about your topic.  Be animated and expressive. 

Listen to your voice

Tape yourself and review that tape for pitch, pace, personality, etc but also listen to yourself during your presentation.  Some people tend to speak very rapidly when they are nervous.  If you find yourself running out of breath while you’re speaking, slow down—we all need to breathe.  Gasping for air causes you to rush and sound nervous.  Breathe deeply and parcel out enough air to finish the sentence.

Experiment with volume

A well-timed whisper or burst of volume may add a dramatic effect and stimulate audience interest.  Project your voice to ensure you can be heard in the back row of the room.

Use specific, precise language

Speaking is hindered by vague terminology.  Words like, “some” and “a lot” don’t say much and won’t convince your audience to take action.


Use vivid language

Paint a picture to give color to your speech.  Metaphors transport the listener to a different dimension, grab hold of the mind and stimulate the imagination.  The brain thinks in picture, not words.

Use action words

Persuade people to do something with active words they can visualize; create energy and a sense of movement.  Let your listeners visualize the action.

DON'Ts

Play with a pen or a pointer

This signals that you’re nervous.  Use a pen to write, and then put it down.

Turn your back on the audience

We connect with our eyes.  Learn to walk backward instead of turning your back.

Drink ice water

Ice water can cause constriction of the vocal folds.  Room-temperature water with lemon is the best choice for speakers.

Drink alcohol, coffee/soft drinks, or milk products

Alcohol is a depressant and may loosen your inhibitions too much.  The caffeine in coffee will make you jittery and feel more nervous.  Milk products create mucus, which will force you to clear your throat frequently.

Yell

If you have to get the audience’s attention, blow a whistle, play music or designate someone else to call the audience to order.

Plagiarize another person’s words

Not only can you be sued, but it means you don’t have anything to say.  If you quote another person, be sure to give credit.

Use ethnic slurs or highly charged words

Even the most common expressions may offend some people.

Use slang

Unless you’re making a point, slang will either date you, regionalize your or mark you as uneducated.

2. The Messages of Colors in the Presentation

Colors have subliminal messages.  After you learn what they mean, you’ll know how to use them.  Below are the emotional representations of the “hot” (red, yellow, orange) and “cool” (blue, purple, green) colors plus white and black.

Blue

This is the most popular background color because it’s peaceful and soothing.  Blue is calming, credible, conservative, peaceful, and trusting.  Blue is the background color of choice in over 90% of business presentations.

Green

An excellent background color for presentations that require interaction and/or feedback from the audience.  It’s restful and refreshing.  Green is harmonious, envious, growth, money, and relaxation.  It is also a good color to use as a highlight color.

Purple

This can also be a good background color.  Purple is impressive and spiritual and encourages vitality.  Use darker shades for backgrounds and lighter shades for accents.  Purple is vital, spiritual, whimsy, humorous (lighter shades), and detracting.

Red

Red is hot! It is a dominant color that calls attention to the message and stimulates audiences to take action.  Red is motivating but also represents pain.  As an accent color, it works well to catch and hold attention.  Note: for financial presentations do not use red as an accent color since red traditionally means loss, not profit.

Orange

Orange is an excellent contrast color against a dark background and a good choice for text or accents.  It’s a powerful and cheerful color that encourages communication.  Orange is happy, concentrating, intelligent and rebellious.

Yellow

Yellow stimulates the brain and promotes decisiveness.  Use yellow for text or accents — it’s an excellent contrast color against a dark background.  Yellow is bright, cheerful, enthusiastic, optimistic, and warm.  Use yellow in text and bullets, but be careful; big areas of bright yellow can be an irritation and can look washed out on a large screen in a big room.

White

Usually used as a text color with dark blue and other dark backgrounds.  You can use it for titles for text.  White represents a fresh canvas but add some accent colors if you use it as the main background color.  White is freshness, new, innocent, neutral, and pure.

Black

Black symbolizes a clean slate.  It’s used for emphasis and is associated with finality.  Black is sophisticated, independent, emphatic, and final.  Large areas of black add emphasis and highlight your information. 



Concern for the Color-Challenged

About 10% of males and less than 1% of females have a color perception defect known as color blindness.  This is an inaccurate term for a lack of perceptual sensitivity to certain colors.

There are three types of color receptors in our eyes:

Red

Green

Blue

We also have black and white receptors.

Color blindness results from a lack of one or more of the types of color receptors.  Most color perceptions defects are for red or green or both.  Another form of color blindness — yellow-blue— is extremely rare.

People who are color-challenged depend on the intensity of colors.  They may see them as shades of gray, but they can distinguish differences. 

The most common color perception problems are with certain combinations, such as yellow on green, green on red, red on green, blue on red, red on blue and red on black.


One Final Note

The way a slide presentation looks on your computer is usually very different from how it will look in a large room on a screen.

Graphics that look wonderful on a 15-inch screen appear too small or large on a screen.

Depending on the projection device being use, some colors may appear washed out.  For example:  When using white and yellow side by side on a graph or chart, the yellow may be so light that it will appear to be white.

Always test your slide presentation on a similar device before walking into the room to do your presentation.  One of the quickest ways to lose your audience is to be forced to make excuses for your materials.




Adapted from Knockout Presentations, by Diane DiResta

Tuesday, April 24, 2012

The Beauty and The Beast of Recognition Part 2 of 3

Tips to turn your recognition process into a BEAUTY and avoid the BEAST.

Today's article gives you suggestions for:
1. Opportunities for recognition
2. Forms of recognition
3. Checklist for your own actions

1. What Are Some Opportunities to Recognize an Individual/Group/Team?

· Successful completion of a project

· Consistent performance over an extended period by a team member

· Commitment to team effort, customers, and/or quality

· Significant improvements in performance

· Special efforts to support a project or program or other team member

· Use of innovation, creativity and/or leadership

You could add many more thoughts to this list - sometimes we have to think about the recognition opportunities - they aren't always obvious. (This is a great topic to involve team members in - "What kinds of things should we be recognizing?")

2. If Recognition Isn’t Just Money, What Are Other Forms of Recognition?

·     Acknowledgement: No money, no plaques, just a simple verbal or written expression of appreciation for a team member’s value or contributions. 

·     Verbal expression or personal exchange: Go the extra distance - convey your interest in team members as individuals, e.g., remembering birthdays, inquiring about favorite hobbies or the health of others’ families, progress the kids are making, etc.

·    Reward: This is a tangible expression of appreciation for a job well done; a gift certificate, dinner reservations for the team member and partner, subscription to a publication the person would enjoy, a check…the list is really endless.

·     Inclusion: Not everyone views this as recognition, but an invitation to participate at a higher level in the organization is a demonstration of trust; designate the team member being recognized to sit in a meeting as your representative or attend a conference. This sends a message of your confidence in the team member and supports his/her professional development.

This is another opportunity to involve team members: It’s very cool to invite your team members to identify recognition ideas – involve them and see where the discussion leads! Other resources for recognition ideas:

Try Bob Nelson’s 1001 Ways to Reward Employees – it’s packed with terrific ideas.

Or Nelson's The 1001 Rewards & Recognition Fieldbook: The Complete Guide




If you're a team leader, answer this handy checklist and decide how much attention you pay to this often-overlooked-opportunity for team member satisfaction.

3. Recognition Checklist
P    Am I, as a team leader, taking advantage of all recognition opportunities?
P    Am I correctly identifying what/whom to recognize?
P    Am I giving recognition on a daily basis, not just for the “home run” events?
P    Did I customize the type of recognition so the team member appreciates the gesture?
P    Did I choose a way to present the recognition so the team member will be comfortable?
P    Did the recognition appropriately match what the team member did?

Question for you: How would you answer all of the above!

Strong Relationships + Solid Leadership = Success for Everyone

Monday, April 23, 2012

The Beauty and The Beast of Recognition Part 1 of 3


This month has been loaded with posts about developing your personal and professional self - especially with regard to leading others. And I know that one of the most over-looked, under-developed and under-utilized areas of leading is the ability to effectively recognize and reward team members. (The best part of this practice is that it works as well in your personal life with kids, other family members, committees you work with, etc. as it does in your professional world).

The Beauty and The Beast of Recognition

Can you recall the greatest recognition you ever received? Maybe it was in a work situation, possibly at home or for a volunteer effort? Was it money? If it was, do you even recall the amount? Most likely, you do not.

In leadership classes when I’ve asked this question, people cannot recall a check amount, but they do cite specific acknowledgements they received – they remember something personal that called attention to their unique accomplishment. And they were most appreciative of the recognition – they remember it for a long time.

Today, if you ask some one what they’d LIKE to receive as recognition, the first thing they’ll say is “Money” and they mean it. No problem. But that isn’t always an option is it? Great to hand out checks, but funds aren’t unlimited in most places, so you have to get creative about the kinds of recognition you provide.

Let's start with the purpose behind recognizing someone.

Ideally, recognition is not something reserved just for unusual or big achievements. It’s day-to-day; it's a way to acknowledge the value of each person as a unique contribution to the business/committee/community/team, etc.

What Is Recognition Supposed to Do?

This is The BEAUTY of Recognition because it should...

Acknowledge the contributions and special efforts made by individuals, teams, groups - call out what's unique or above the standard

Reinforce the those work behaviors you want to see more of; teamwork, attention to customers, innovation, etc

Create a positive work environment - and that adds to team member job satisfaction (which is notoriously low if measured)

Enhance your team members' sense of value to the organization

All excellent reasons for taking the opportunity to recognize a team member or a group of team members.

On the flop side, I’ve seen people react very negatively to recognition- why would that be? Often because of the way the recognition is handled.

This is The BEAST of Recognition because sometimes...
(Think about these effects at HOME and at WORK)
The same person gets recognized repeatedly until it seems no one else has a chance of ever being recognized.

Someone so shy that he/she is embarrassed by a public presentation of an award.

An award is given that was excessive to the accomplishment.

Steady, constant, dependable and reliable work is overlooked for a splashy performance from another team member.

Recognition is distributed so that every team member gets recognized over the course of a year and it just looks  like the “expected” reward that everyone would eventually receive – nothing special.


These can all become such negative factors in recognition that many managers would prefer to leave it alone or handle it in a perfunctory manner – they just get too many complaints; they don’t have a good program in place to provide meaningful recognition.

One of the purposes of recognition is to create a positive work environment. A well-designed and delivered recognition process can help that a lot. On the other hand, a poorly handled recognition program will create more dissatisfaction than no program at all!


Question for You: Have you seen particularly effective or ineffective recognition programs and what have been the effects?


Strong Relationships + Solid Leadership = Success for Everyone





Saturday, April 21, 2012

Inspiration and Motivation for All Ages

Don't we all collect the things that will inspire us in some way - some of these things sit around the house as visual reminders, others are stuck on the edges of our monitors or mirrors, lots of stuff is stored in notebooks or on our desktops? It's all part of our personal and professional development - lessons from others, tips to remember.

But there's STUFF isn't there? And it's important to us even if we only come back to it now and then.

That's what happened with this collection - lots of special writings that I've held on to for ages.


Then this spring we had a female family reunion - it seemed like a good idea to put the best items in a binder, haul them to the beach and give each woman her own edition.

We were ages 83 down to 11 – and the collection was a great success. The "saltier" items didn't make the cut because of the 11 year old, but there's humor, stories guaranteed to tear you up and lots of words to remember and inspire or motivate. The binder became Inspiration and Motivation for All Ages.

So I wondered, why not share this with others who would enjoy the variety of entries?

Just click there, get your own copy and then add to it the treasures you collect.


Hope you enjoy this
AND
I'd really like for you to let me know your favorites.






Tuesday, April 17, 2012

How do we "sharpen the saw"?

In Day #17 Blogging Ideas, Michelle Schaeffer suggested writing about, “What is something that many people assume about your business?” Great idea and here's the first on the list:

Because we work with the development of leadership skills for your personal and professional worlds, I’m reminded of something people tend to assume in this business; many people think someone who has been a manager/supervisor/leader has all the answers – that they’ve experienced it all.
Well, of course, no way! If you’ve led people at work, on a team, on a committee, you have certainly seen LOTS of interesting "stuff", but not everything. And all the training in the world can’t equip you for the range of “unexpecteds” you’ll encounter in situations and peoples’ behaviors.
That’s why our mantra is “You Never Stop Learning”. For each of us, growth and the need for development go on. We can constantly renew our abilities to work with those unexpected situations and behaviors.
My ProStar Coach FOCUS Page


What helps me? I spend time each week in my online personal development workbook/system: ProStar Coach. 


My FOCUS for ACTION & REFLECTION this week and last has been on three Personal Strengths: EFFORT, SELF-CONFIDENCE AND COMMITMENT.
Many of us have worked with all three throughout our careers, but don’t you sometimes just want to “sharpen the saw” as Covey taught us in Habit #7?
That’s what I do with ProStar – I work reflection activities each week that force me to go a little deeper into personal strengths and people skills that we all need for success. And many of the postings on the Ultimate Challenge Blog have been things I incorporated into my reflection activities. They've been a great help.

Strong Relationships + Solid Leadership = Success for Everyone

Question for you: What specific personal strengths and people skills have you targeted for yourself?











Aren't There Places We Still Need to Go as Leaders?


We’ve all seen the Eleanor Roosevelt quote below, but it always bears repeating, I think. It forces us to remember that for our own personal development, for our professional growth, there are places we still need to go.

 

You gain strength, courage and confidence by every experience in which you must stop and look fear in the face…you must do the thing you think you cannot do.
Eleanor Roosevelt
Here’s a simple list of 14 items to challenge thinking…and going.

  1. Use your most deeply held convictions to guide your leadership.
  2. Openly acknowledge that your stand may be unpopular, and then explain why it is important for others to consider your point of view.
  3. Attack the problems, not the people.
  4. In meetings, speak up clearly; verbalize your concerns so they can be discussed.
  5. Give people the feedback they need, even if it’s difficult to do so.
  6. Examine yourself - do you avoid passing negative information upward in the organization?
  7. Stand behind your people and back their decisions.
  8. Look at your team and decide if you are spending more energy protecting them or holding them accountable.
  9. Take the calculated risk; ask yourself, “What’s the worst thing that could happen?” then decide if going forward is worth the risk.
  10. Show the courage to let your people learn from their mistakes.
  11. Believe that you have the power to make a difference and accept the responsibility of trying.
  12. Get a fresh perspective on your team’s strategies by looking at them from the viewpoint of a customer or a competitor.
  13. Learn more about other functional groups within the organization to understand how you affect one another.
  14. Take a course on creative thinking – it will unlock some of those mental locks we reviewed the other day.

Question for you:

Which of these Tips would be the one, two or three you would choose to work on for yourself?


Strong Relationships + Solid Leadership = Success for Everyone