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6 Secrets of Bad Presentations (and How to Avoid Them)

6 Secrets of Bad Presentations (and How to Avoid Them)


    Being nervous about a presentation is pretty normal.

    None of us want to deliver a bad presentation and we have all sat through enough horrible ones to know that it is possible.  Our worst nightmare is looking out into the audience and seeing a sea of glossed over eyes, people checking their cell phones and the rest counting ceiling tiles.

    This doesn’t happen by accident, so don’t let this happen to you! While there are no universal formulas to delivering a presentation, aside from the tremendous amount of advice and angles to deliver a spectacular one, avoid the following at all costs.

    Start by Disqualifying Yourself

    In an effort to say something, a person can  immediately disqualify themselves with one of the following statements:

    “I’m not exactly an expert on this subject”

    (Oh? Then why should we listen to you?)

    “I really don’t know what to say”

    (Then why are you up there?)

    “Ummmm… so… yeah….ummmm… my presentation…”

    (Speak with purpose! Don’t just open your mouth to say…something.)

    “I hope you don’t find my presentation boring”

    (This conveys a serious lack of confidence in your presentation.)

    This one, more than any other, is attributed to lack of confidence and nervousness, but these statements are credibility killers. Unless you’re using those as a specific lead-in to what you’re going to say, your audience will have already pegged you as a mediocre presenter (at best). To get you through this crucial moment, take a deep breath in and just start your presentation.

    Never Make Eye Contact

    This is a great way to let your audience feel disconnected from you. Look at the back wall, the ceiling, your shoes a gaping void in the universe, or just anywhere that isn’t your audience.

    Connecting with your audience requires you to at least look at them. Make eye-contact with a person for a few brief moments and then pick somebody else until you’ve made your rounds around the room. For the nervous types who hate making eye-contact, look at their foreheads.

    Don’t Bother With an Equipment Check

    Nothing kills the mood more than waiting twenty minutes for a presenter to work through their technical issues.

    Get to the presentation room at least an hour before people arrive and make sure any equipment you’ll be using is in good working order. Make sure to plan for the worst and always have a backup plan! Technology has come a long way, but it’s still not 100% reliable when you need it to be.

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    “Kind of” Know Your Content

    Uttering the phrases “I’ll put it together on stage,” “I kind of got it,” and “I get the jist of it” are surefire predictors that you will stumble through your presentation. It will come across sloppy, disorganized and unprofessional.

    Make sure that when you deliver your presentation, you know the content so well you can teach it to another person. Because in a way, that’s exactly what you’re doing. Also, be ready for questions afterward.

    Alienate Your Audience

    In high school, our communications teacher took us (a class  of 16) to a Microsoft conference, where they were unveiling Active Directory. During the keynote, in a room with over 200 people, the first thing out of the speaker’s mouth was, “I know there are students in here right now and that’s great, but this presentation isn’t for you.”

    Don’t do that, ever.

    Know your audience! Speak their language, their tone and their energy level – communicate with them, not at them.

    [Our classroom, by the way, was test piloting a new program that trained students to get their Microsoft certifications]

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    Ramble On/Ignore Your Time

    Go off on tangents, ignore your time and make sure to speak longer than for what you’ve been scheduled. This is one guaranteed way to disrespect the person/events following you and your audience who is waiting for you to finish. Unless, of course, everybody is on the edge of their seats hanging on to your every word. (*Hint – they will tell you to keep going if that’s the case)

    The one way around this is to practice, practice, practice… out loud! It’s always perfect in your head, but reality comes a knocking when you practice out loud. Refine your presentation until it hits all your major points within your time limit. Your audience will love you for it.

    In fact, the guaranteed way to avoid many of these, is to practice at nausea. Practice walking on to the stage, saying your opening line and delivering the entire presentation. Get feedback from anybody who is willing to listen. Doing so will put you in a better class of presenters – one that people will want to sit through.

    (Photo credit: Businessman with Dunce Cap in Corner via Shutterstock)

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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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