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If You Learn This 10-20-30 Rule, Every Presentation You Give Will Be Excellent

If You Learn This 10-20-30 Rule, Every Presentation You Give Will Be Excellent

Very few of us enjoy creating presentations. It requires hours of uncertain work poring over slide after slide, hoping to get our message across. The greatest fear is watching our audience grow bored, frustrated, or occasionally even asleep. The same energy we had when we explained our great idea to our best friend last night never quite seems to make it across when we are presenting to a room of acquaintances or strangers. After everything is said and done, hours of preparation are wasted as our audience stands up and leaves after our presentation, presumably with no one having gained any special insight or motivation.

However, there is a way to change all that. There is a rock-solid method for creating presentations that will cut right to the heart of your subject matter, engaging your audience and provoking feedback and interest for days to come.

The 10-20-30 Presentation Method

The 10-20-30 rule was proposed by Guy Kawasaki [1]. And it is simple like this:

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Your Presentation Should

  • Be no more than 10 pages in length,
  • Require no more than 20 minutes to deliver,
  • And have no font size less than 30pt on any slide page.

Seems simple enough, right? But when you break it down into its individual components, the genius behind the system becomes clear.

10 Pages, No More

Our natural tendency is to throw out every bit of information we might have on the subject we are presenting on, hoping that some part of it might resonate with our audience.

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This is a mistake, according to Chris Anderson of Harvard Business Review. His said most presentations fail specifically because of length:

“The biggest problem I see in first drafts of presentations is that they try to cover too much ground.” [2]

Instead, you should try to focus on one specific topic. Start with an introduction, support your focused topic with maybe 3 or 4 slides, add in a story that will illustrate a real-world application of your point, and close with a call to action.

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The 20-Minute Marathon

In 1996, Professors Joan Middendorf and Alan Kalish of the University of Indiana produced a paper studying college students attending lectures.[3]

They made two interesting discoveries. First, adults seem to be able to only pay attention during a lecture for 15 to 20 minutes at a time. Secondly, during a 50-minute class period, students did not retain the information imparted to them most recently. They had better retention of the concepts and facts presented during the first 20 minutes of the lecture.

So make sure your presentation would not exceed 20 minutes! Otherwise no one would be really listening after the 20 minutes.

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30 Points to Success

Since we, as humans, respond so well to visual stimuli, one of the best ways to do that is to use large, easy-to-read text on your slides. So make sure the font size you’re using is at least 30.

Instead of endless lines of text, use a few words in a large, easy-to-read font supported by visual aids such as graphs, illustrations, and even photos that support the topic of your presentation.

The Perfect Presentation Is In Your Hands!

Using the 10/20/30 rule will give you complete control over your subject and your audience. The ability to engage your audience while they are still awake and interested is not to be underestimated. Your audience members will be talking about your presentation for days to come. Use this simple rule, and watch your engagement and feedback skyrocket!

Featured image credit: Gregor CresnarFreepik and Madebyoliver

Reference

More by this author

Jeremy C. Schofield

Independent Writer

If You Learn This 10-20-30 Rule, Every Presentation You Give Will Be Excellent

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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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