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9 Tips for Handling Public Speaking Questions
How you handle questions from an audience can often be the
deciding factor as to how your presentation is received. If
you're pitching for business, then it's absolutely vital to
handle questions well.
1. Be prepared for questions - When...
Are you being bullied?
According to the results of a study presented at the annual
conference of the British Psychological Society in April 2005,
more than one in eight people admit to being bullied at work,
and ganging up against the boss - often a middle manager - is...
Heating Up Cold Calls: 21 Tools for Tremendous Telephone Techniques
OK, let's heat up the cold-calling debate. Is everyone a salesman? Yes! Do most people have to make cold calls at some point? Yes! Do most people hate to make cold calls? Yes! So, you have two choices; either hire someone (a professional...
Questions to ask a REALTOR
When you are ready to select a REALTOR®, here are a few
questions you can ask.
Make sure the REALTOR® presents a "listing presentation" to you.
This presentation should answer many of these questions. If you
will need a buyer's agent, also...
Tips for a Successful Trade Show
Well, autumn is upon us and with the onset of this season comes cleaner air and colourful outdoor scenery and, it is also prime season for trade shows. Sure, trade shows happen all throughout the year but, with many areas recognizing...
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Constructive Feedback - How to get the Best from Your Employees*
Feedback has become a widely used buzzword in recent years and
it's more positive brother, constructive feedback is seen
as a more developmental process for employees. But what are the
keys to getting the best from constructive feedback?
Giving feedback in a constructive way is beneficial for
everyone. Your employee values your experienced and focused
input, thus improving their performance. You gain a
better motivated team.
And your organisation benefits from a gradually evolving
skilled workforce, leading to a stronger culture of
sustainable performance growth.
Here are ten keys points which will enable you to get the
best value from your workforce.
1. Instill trust - criticism can be a bitter pill to
swallow, so sweeten it by showing that you're trying to help the
person, not looking to feed your own ego.
2. Know your aim - work out what you want them to do
differently and keep this in mind while you talk to them.
3. Think right place, right time - have the conversation
as soon as possible after the incident, so that the events are
still fresh. If it's a sensitive issue, take it somewhere
private.
4. Set the scene - make it clear from the outset what you
need to talk about. If you think the other person knows what you
are going to say, then start with a question, such as, "How do
you think this morning's presentation went?"
5. State what went wrong - help them get clear what they
think happened first, then explain to them the positives of the
performance - and the tricky bits too. Don't miss the chance.
6. Short and sweet - by ensuring that you keep the pain
to a
reasonable timescale, they won't feel belittled. Make sure
that you make your point and listen to theirs an have done with
it.
7. Share the impact - it's also important to explain what
the consequences of their actions will be, especially to the
organisation. It isn't intended to scare them, more a gentle
reminder of the bigger picture.
8. Be present - it's time to make time for them in this
moment - they need you to be on their side. That can only happen
if you give your full attention, so make every effort to do so.
9. Value them - at the end of the conversation it's time
to let them know how highly you regard them. That they are a
great member of your team and that they do great work. This is
just one of those things to learn by.
10. Seek solutions together - and you and they are
working collaboratively to make this work better in future. You
are a team and all for one/one for all etc.
Remember, giving feedback constructively makes for growth
in performance, as it is a learning exercise.
Treating people well in this situation is great for
building relationships one-on-one, which will make for a
developing workforce, and not one that feels constantly
criticised.
About the author:
© 2005 Martin Haworth is a Business and Management Coach.
He works worldwide, mainly by phone, with small business owners,
managers and corporate leaders. He has hundreds of hints, tips
and ideas at his website, www.coachin
g-businesses-to-success.com. (Note to editors. Feel free
to use this article, wherever you think it might be of value -
with a live link if you can).
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