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5 Tips To Help You Become A Great Storyteller

5 Tips To Help You Become A Great Storyteller

Think of the last presentation you went to that knocked you over. I mean really knocked you over, made you sit up, and left you entranced — even as the speaker went over their allotted time or perhaps had the odd stumble.

For me, this was a little shy of two months ago. It was supposed to be one hour and the session took almost two — and no one got up to leave. We were all mesmerized, not solely by the content but the speaker as well. Don’t get me wrong, the content was great, but midway through the presentation, I found myself wondering if the content would have stood on its own without this great speaker. To some extent, it probably would, but the delivery of that message, that story is what transformed it into something new and different that stayed with me.

So, how did they do it? How did this person deliver such a compelling presentation that they entranced over 200 people with ease?

They told a story. From beginning to end, they told a story that resonated with everyone. Maybe not from the beginning, but by the end we all knew it front and back. Over time, we will forget the slide deck and perhaps the speaker, but that message and emotion will never be forgotten.

Since then, I’ve been approaching many of my presentations as stories instead of sticking with the status quo. It’s not easy, and it takes a little longer to prepare for, but the results and engagement from the crowd are worth every extra piece of effort.

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Here are five tips to help you become that presenter that wows everyone in the room.

Who is your audience?

Whether you are writing or presenting, this question must always be first. Who is your audience — who are you doing this for? Take a moment and think about that.

If I am doing a presentation on podcasting, I will approach it very differently depending on if I’m presenting it to a group of software developers, a group of managers, or a group of kids. With developers, I might focus on how they need to transfer the code on their screen to the voice in their mic. With a group of managers, it might be more about the message they are trying to get across. With the kids, it would be about engagement — “Here, try this.” My content might be similar, but how I deliver this information will be quite different.

Not knowing who you are presenting to is a guaranteed fail. You will see it, you will know it when you look around the room mid-sentence and see the eyes glazing over. At that moment, you will know that what you are delivering is not aligned with your audience.

Find a Theme

Having a theme is often overlooked when doing a presentation, but when telling a story it is key. A theme is the feeling or emotion you want to get across to your audience and resonate with them. The theme is the combination of your ideas and messages, and it creates the structure for your story.

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To go back to our podcasting example, my theme for delivering to kids would be heavy on examples, engagement, fun, laughter, and enjoyment to engage them. For managers, I might focus on how they can find an audience right here and grow their culture by developing leaders of influence. The managers probably won’t rate hearing their voice as important to do, but the children will.

Pace

The best stories we have ever heard have that moment of connection where we are sold — we want more, we sit up in our chair, and we listen a little more intently. This is not by chance, this is by pace. This is because the storyteller took us down a path laid with breadcrumbs for us to pick up along the way in the hopes that we’d join them on this journey. If the storyteller simply started with that “aha” moment, we wouldn’t have had the reveal we needed — we would not have been invested. Worse yet, if this moment never came, what then? We’d be left wondering why we were even there to begin with, what we were truly investing by giving this person our precious time.

Still unsure about pace? Think back to all those keynotes that Steve Jobs did for Apple where he became famous for “One last thing” in his presentations.  That wasn’t by chance, it was on purpose. It was part of his story, and each time we came back to hear the next story, we waited with baited breath to hear this line.

Get the Right Tools

Remember those speakers that wave their hands around the whole time as they speak or have to constantly go to their laptop to fix something? Or maybe their demos require a lot of manual control and them staring down at the screen?

You probably don’t remember their names, but you remember what they did. These are distractions to your audience. These are distractions to your theme that reduce the effectiveness of your story.

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Again, think back to the best presentations you have heard. What was so great about them? Was it the deck? Their tablet? Did they demo something amazing? You might be thinking “Oh yeah, they had a powerpoint deck, but come to think of it, I never saw them look at it or reference it.” Exactly. Your tools complement the story and enhance it — they don’t become part of it. If you are having to read off your deck, then send out your deck to your audience because that’s your story. Small things, like a presentation pointer, can greatly enhance your presentation because now people are focussing on you, your words, your theme, your pace, and not you bending over to hit the spacebar.

Yes, you might have to spend some money on tools and hacks to be a better storyteller, but if you are able to get your message across in a single session, isn’t it worth it?

Call to Action

Don’t you love the presenter who ends with “Well, that’s it.”? No conclusion, no end to what should be there, no final sign off — the slides go blank as if they did not know the last slide was even coming up. As we said before, being a great storyteller involves pacing the audience so you don’t need to draw them a map of when you are going to finish. Rather, they can infer this information, they can see it evolving, they know when it is going to get there.

But there is more to it. Your audience, the people you spent so much time crafting this message for, what is their call to action? What do you want them to do next?

In our example of a podcast, I want my audience to go start a podcast. Why else would I be telling them how to do it? Otherwise, I’ve just wasted their time and mine. And this is key — the call to action isn’t solely for the audience, it is for the speaker as well. Only once a member of the audience has taken that call and turned it into action has the story now been completed. Actions are what drive stories, not debates, not further discussion — action. So if you are not challenging your audience on what to do next, what are you trying to get across to them?

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Speakers, Presenters, Orators, whatever term you like to use, the ones who stand out, the ones we remember, are the ones that crafted a story, a story that resonated with us, a story that spoke to us, and a story that made us want to go do something.

Next time you need to deliver a presentation, whether it’s last quarter’s budget numbers or next year’s fall fashions, don’t deliver it as a presentation. Deliver it as a story and see the difference — you’ll be amazed.

Featured photo credit: pixabay.com via pixabay.com

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Greg Thomas

Software Architect

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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