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5 Reasons Why Powerpoint Can Harm Your Learning

5 Reasons Why Powerpoint Can Harm Your Learning

You’ve been drinking way too many cups of coffee. You’ve been pinching your arms, hands, legs, knees, and even your ears. It seems that, no matter what you do, you just can’t seem to fight off the sleepiness.

The good news? This isn’t your fault. The bad news? It seems that you still have to endure the remaining 30 minutes of some boring PowerPoint presentation.

If this sounds familiar, no worries. We’ve all been there. Even though PowerPoint can be a useful tool, it poses some potential risks when it comes to learning. Here are five ways that PowerPoint can harm your learning.

1. It can discourage complex thinking

Few things are more misleading than when a PowerPoint presentation is oversimplifying and skipping essential points related to a topic. This can make the audience believe that the topic is far simpler than it actually is, creating a huge gap between the reality and the perception.

According to Paul Ralph at Business Insider, PowerPoint slides discourage complex thinking. As he said:

“Slides encourage instructors to present complex topics using bullet points, slogans, abstract figures and oversimplified tables with minimal evidence. They discourage deep analysis of complex, ambiguous situations because it is nearly impossible to present a complex, ambiguous situation on a slide. This gives students the illusion of clarity and understanding.”

How to avoid it?

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If you are presenting on a complex topic, make sure to include the essential bullet points. You should also clarify from the start that the information you are presenting is just the tip of the iceberg. If audience members want to understand the material better, recommend some specific resources. Include these specific resources on the last slide. This will give them a more realistic view on how big the topic can get. This way, it’s their choice to pay attention to your disclaimer and follow up with the resources later.

2. It can lead to lazy thinking

A PowerPoint presentation often works like a script for the presenter. Then, when a question is asked, there are often two possible outcomes:

If the answer is in the presentation, he or she will say “I will cover that answer in my next slides.”

If the answer is not in the presentation, he or she will say “I am not completely sure, let me check on that and get back to you.”

Arthur Drobin says the following in an article from Psychology Today: “PowerPoint isn’t only a problem for audiences who must sit through boring presentations in the dark, but just as significantly for the presenter who is stuck with the information on the slide. Using PowerPoint leads to lazy thinking. All too often the presenter can’t answer questions that aren’t immediately relevant.”

How to avoid it?

Your PowerPoint presentation shouldn’t be your script. You should have knowledge and experience pertaining to the topic which you are presenting. Of course, you may get some surprising questions that will make you have to think a bit on your feet.

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By knowing your topic well, you should be able to answer most questions that come up, even if the answers aren’t included in your slides. So, when a question is raised, take a step back and truly consider it — not just whether or not it appears on your slides.

3. It can kill productivity

When I was working for one of the biggest companies in Norway, a majority of the elite employees were avid users of creating PowerPoint presentations. When you begin to miss meetings because you are creating PowerPoint presentations for other meetings, how productive are you? Being busy is certainly not the same thing as being productive.

This is a point that an article on Computerworld backs up: “Tremendous amounts of time are spent in the military on putting together presentations, and [this] takes away from true productivity.”

Even more importantly, it’s not easy to learn new material when you’re busying yourself with unproductive and unfocused work.

How to avoid it?

PowerPoint should be used as a supportive tool that will enhance your presentation. Do your presentation without notes and use just a few well-selected PowerPoint slides. PowerPoint should be used to enhance important sections of your presentation. This might be a few bullet points or a graph that is backing up the point you are speaking about.

Or, do like Jason Dorsey, who gave a presentation in front of a large crowd without PowerPoint slides.

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4. It can drown your audience

There is a metaphor regarding presenting information that goes like this: “If someone asks for a glass of water, don’t spray them with the fire hose.”

Few things are more annoying than when you ask someone a specific question, one that should require a short answer, and they start giving you a big lecture.

Edward Tufte said, “In a business setting, a PowerPoint slide typically shows 40 words, which is about eight seconds’ worth of silent reading material. With so little information per slide, many, many slides are needed. Audiences consequently endure a relentless sequentiality, one damn slide after another.”

How to avoid it?

Even though there is seldom a maximum number of slides for a business presentation, this doesn’t mean that you need to drown your audience in slides. Respect them and let them breathe. The fewer slides you have and the more succinct they are, the easier it will be for you to keep their attention and to get your points across. They will respect you more since you didn’t waste their time.

Another bonus is that you didn’t waste your own time on making a huge amount of unnecessary slides.

5. It can lead to serious misunderstandings

When a complex topic is presented on PowerPoint slides, it can be very difficult for the audience to interpret and understand the real message. This can lead to serious misunderstandings. Some incidents are more severe than others: New York Times columnist Clive Thompson blames the space shuttle Columbia accident on poor use of PowerPoint.

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How to avoid it?

First of all, you need to know your topic. Then, you need to put yourself in the audience’s shoes. Make the PowerPoint presentation very simple to understand, like you are presenting the topic to a ten-year-old kid.

Remember that your audience will probably not know the topic as well as you do. It can be highly admirable when a person can explain a complex topic in a simple way.

Conclusion

PowerPoint is a worthy and supportive tool — when it’s used in the right way. The intention of using PowerPoint should be to enhance your message, not to make it more unclear.

What is your experience with PowerPoint? Have you experienced a good PowerPoint presentation that delivered the message in a succinct way?

Featured photo credit: Michael Kellett / Michael Kellett Professional Photograph via flickr.com

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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