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Speaking Strategies: 5 Tips to Power Up Your Presentation

Speaking Strategies: 5 Tips to Power Up Your Presentation

    Quite often when you are listening to a speaker, teacher or seminar leader, you are thinking to yourself that this person is either a really good presenter or a boring one. For some reasons you are not totally sure of, you have put that person in your mind in one of these two classifications.

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    Of course, if you are ever to be asked to do a presentation in front of people either at work or at a social event like a wedding, you definitely want to do your best so that you are not in turn, labeled as a boring presenter. As a trained speaker, I can let you in on a few secrets and tricks that will help you make it over to the good presenters group if this is one of your goals for the New Year.

    Eye Contact With Your Audience

    Too often poor presenters are looking straight ahead, straight down to the floor, at their notes, or at the screen if using PowerPoint slides for most of their presentations. This loss of eye contact makes it very hard for audiences to have any real connection with a speaker. As a presenter, you should make an effort to have eye contact with all members of the audience. This includes those sitting on the extreme left and right ends, as well as those in the back of the room. Make brief eye contact with different parts of your audience by turning your head towards their direction throughout your talk.

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    Have Some Vocal Variety

    Boring speakers talk with a monotone drone in public. This puts audiences to sleep quickly, especially in darkened rooms. Instead, try to speak with a variety of tones in your voice and with different rhythms in the phrasing of your words. Make important words stand out and have pauses after key points to let audiences reflect on them for brief moments. Rushing through your talks without pauses will lose your audience.

    Use Hand Gestures

    Communication in front of people is not just about using your voice. Use appropriate hand gestures to further enhance certain phrases in your presentation. A combination of vocal and visual elements makes for a more effective talk. For example, if making a reference to something that is rising or going up, use your finger and point up towards the ceiling as you verbalize your point. As a general rule of thumb, the larger your audience, the bigger your gestures should be since small gestures may not be visible to people sitting in the back of large audiences.

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    Reduce Your Use of Crutch Words

    Words like “um” or “ah” during a presentation or even in normal conversation, are known in the speaker world as crutch words. They are also sometimes known as “filler words” since they have no meaning and people tend to use them to fill in dead space in between phrases. Try to reduce your use of such words by speaking a bit slower. Although the odd filler word is not a major issue, excessive use of them during presentations can be quite irritating to the ears of the audience.

    Use the Stage Effectively

    If you are speaking from a stage or front of a room where there is enough space and you are not stuck behind a podium microphone, make good use of the available room. Audiences react better to speakers who move around the stage rather than those who just stand in one spot during entire talks. However, pacing back and forth endlessly is not effective either. Instead, move with purpose towards a certain part of the audience to connect more with them during certain parts of your talk. You can also use movement to enhance parts of your presentation.

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    These skills are the physical techniques that will help you become a better presenter in front of any audience. It is highly recommended that you rehearse any presentations that you have to make in public well in advance. Also, rehearse your talks with these physical techniques as if you have an imaginary audience in front of you rather than just reciting them verbally at your desk.

    The physical techniques mentioned here along with good writing forms the secrets of great presenters.

    (Photo credit: Microphone on Stage 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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