Online meetings present challenges yet also offer opportunities. How can we get the best out of this new way of working and what are the risks?Continue reading
The sooner you manage to release the enthusiasm in the room to actually create something the better.
Set tasks when planning your training that allow people to work in small groups of two or three people so those less extrovert or with less confidence can still find their voice.
Video the performances and give immediate feedback, also allowing the particants themselves to provide their throughts.
Questions like: “What really worked well?” or directly to the participant “What would you do differently?” are good ways to invite feedback. Be positive, keep the energy high.
The above was taken from a one-day presenting skills training course.
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Coaching in both a sporting or business or even life context involves enhancing performance by removing the impediments or the interference that restrict potential.
As a performance coach I engage, usually one-on-one, to accompany a client in building awareness and responsibility when developing their leadership. Dealing with real-life scenarios, we discuss and process goals, realities, options and the actions to be taken.
The coach does not have the answers but has the questions and the skills to unlock the potential of their coachee and accompany them towards a new and immensely satisfying and rewarding level of performance.
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You can do anything with a group, an audience, a class … except waste their time. So, it was really important to put together a short programme for a single day’s “presenting with influence” training that was exciting, involving and beneficial to the group; all busy people.Continue reading
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I was running a workshop in Oracle, Rome today – just six hours and seven people. We were working on presenting with influence whether face-to-face or in the considerably more challenging environment of over the phone, where these days sales meetings or client briefings take place.Continue reading