Presentation Tips Part 1: Opening a Presentation | Dale Carnegie Blog - Corporate Training, Leadership Training, and Sales Training from Dale Carnegie Training® Most airplane difficulties occur at two critical points: take-off and landing. The same is often true of presentations. A strong opening will create additional confidence and is an opportunity to make an immediate positive first impression. Key Points: Get favorable attention quickly, Lead naturally into your presentation, Build goodwill, Create points of agreement Techniques: Use an exhibit, Dramatize your ideas, Get participation, Cite points of agreement or common ground Avoid the apology. “How often we all have heard speakers begin by calling the attention of the audience to their lack of preparation or lack of ability. If you are not prepared, the audience will probably discover it without your assistance.”
Presentation Tips: For the ultimate presentation effectiveness, utilize one of the following types of openings for your next public speaking engagement: 1. Option: Analogy Example: “I remember first learning how to drive a car. Option: Startle Example: “Look around the room. 2. Presentation Tips Part 2: Closing a Presentation | Dale Carnegie Blog - Corporate Training, Leadership Training, and Sales Training from Dale Carnegie Training® Great Presentation Ideas: How to Captivate Your Audience. If you want to know how to captivate your audience, you have to focus on what really matters. Not necessarily what matters to you…what matters to your audience. (An excerpt from The NEW Elevator Pitch) You have to “take in” your listener: Are they agitated? Concerned? Closed off to new ideas?
Create an Opening for Your Elevator Speech The new elevator speech often starts in a way that is unexpected, sometimes disarming. Good openers come from a place that says, “I recognize you. How to Captivate Your Audience: Recognition is the Key to a Compelling Conversation Notice the words “could have”. “I’ve got all the answers” is not captivating, because no one really does. “I know what you need” is a bold statement, the verbal equivalent of kicking down the door. If you have a solution, prepare us to listen. It’s not your job to judge the validity of your remarks (“they’re great” or “they stink” are both wrong, and it’s not your place to choose). Instantly, you’ve lost your audience. What’s yours? Innovation Management. Innovation Management. Innovation Management. How To Create A Social Recruiting Strategy.
When creating a social media recruitment strategy, there are three critical considerations every employer or talent organization must address directly and comprehensively. The good news is, you already know the answers to these crucial questions, and while unique to every company, recruiter and job opportunity, those answers provide a strategic, measurable framework for social recruiting success.
The Big 3 Questions of Talent Acquisition Hiring managers, HR business partners, recruiters and executive leadership (not to mention current employees) are all crucial stakeholders in the talent acquisition and retention process. That’s why it’s important to remember that no matter what your role or the size of your company, recruiting relies on performance based feedback. Like whether or not top talent accepts your offer. 1. There’s always that one req or passive candidate profile that’s the most pressing, the most critical, and, by general rule, the most difficult for which to source. 2. 3.
Educating Innovators. When does innovation begin? Is it at the moment of inception, or at the moment of adoption, or at the moment when the new innovation really displaces the old? An interesting question, especially as the implications of each milestone are fundamentally different, yet each is a profound accomplishment in their own right. British historian David Edgerton has argued in his book The Shock of the Old for a focus on something between adoption and dominance; and reliance upon what he calls “use-centered history” to mark the real impact of new innovations.
“Use-centered innovation” will, by necessity, celebrate not only advances in hardware, but also advances in utilization practices, and as our recent experiences with personal computers, smart phones, and tablets have so vividly illustrated, it is often well-after the “platform” is launched that the real innovation begins. Rethinking marketing Starting out Learning about the brand Wow! Our biggest personal takeaway from the Wow!
By Bill Fischer. Motivational Interviewing Page. Motivational Interviewing. A Survey for Trainers, Consultants and Coaches. Great People Are Overrated - Bill Taylor. By Bill Taylor | 2:42 PM June 20, 2011 Last month, in an article in the New York Times on the ever-escalating “war for talent” in Silicon Valley, Facebook CEO Mark Zuckerberg made a passing comment that has become the entrepreneurial equivalent of a verbal tick — something that’s said all the time, almost without thinking. “Someone who is exceptional in their role is not just a little better than someone who is pretty good,” he argued when asked why he was willing to pay $47 million to acquire FriendFeed, a price that translated to about $4 million per employee.
“They are 100 times better.” Zuckerberg’s casual calculation reminded me of a conversation with Marc Andreessen, the legendary cofounder of Netscape, and now one of Silicon Valley’s most high-profile venture capitalists. “The gap between what a highly productive person can do and what an average person can do is getting bigger and bigger,” he told Polly LaBarre and me for our book, Mavericks at Work.
Daniel Pink: What makes people tick at work? Democrasoft - Social Collaboration & Voting Platforms for Building Online Communities. Your Body's Best Time for Everything. Gamification Industry. Gamification. Gamification. Joe Gerstandt | Keynote Speaker & Workshop Facilitator | Illuminating the value of difference. I have over the past few weeks found myself engaged in a number of open conversations with primarily HR folks about diversity and inclusion.
I love it that I continue to find robust conversations involving lots of people in different roles around this set of issues. I think that there is a growing awareness that this set of issues has very real implications toward our ability to move forward. There are, however, a few common themes that seem to consistently pop up in these conversations that concern me. I thought I would just close the week out by shining some light on each of them… 1 | the respect thing A lot of people think that diversity and inclusion is simply about being nice to people. It is rooted in an antiquated and inaccurate understanding of human beings. 2 | the tolerance thing Is there any other body of work in the world with such small aspirations? 3 | “stop focusing on differences!” Sometimes this is what I hear from HR folks. 4 | “just hire the best person for the job!” -joe. The Best Approach to Training - Richard Catrambone. By Richard Catrambone | 12:11 PM October 20, 2011 How many times have you trained a junior colleague, new hire, or summer intern in a task only to have that person come knocking on your door every five minutes with a different question about some key detail?
Let me ask you a different question. Do you remember sitting in your physics, or chemistry, or calculus class in high school or college and watching the teacher do a problem on the board? Do you remember being able to solve a problem on your own if the new problem was just like the old one? Do you remember not being able to solve a new problem if it was not just like the old one? One reason this occurs is because your teacher was (presumably) a subject matter expert and one of the ironies of being an expert is that you often lose touch with what it is like to be a novice. To address this issue, a great many people have developed any number of techniques and products aimed at improving training and instruction. Why Digital Talent Doesn’t Want To Work At Your Company. Fast Company wants you to have your best year yet in 2012; click for more advice and tips on how to work smarter, manage your career, and lead a more meaningful life.
Why doesn't digital talent want to work at your company? It’s not because you’re a consumer packaged goods company, rather than Google. It’s not because you’re in Ohio instead of Silicon Valley. It’s not because your salaries are too low, or because you don’t offer free food and laundry services. It’s because you’re not providing them the right opportunity. The talent you want would be happy to work in an un-air-conditioned garage in New Mexico if it meant the chance to change the world. This, the opportunity to do great things, to make a real difference, is what drives most digital talent--whether they’re developers, designers, producers, marketers or business folks.
Most companies don’t offer this, so they skip your company and work somewhere that’s more innovative and exciting. You need them more than they need you. Exploring the Educational Potential of Video Game-Based Learning: A Few Moments with Kurt Squire. When Kurt Squire first began studying video games, learning and cognition from a socio-cultural perspective in the late '90s, the field was still in its infancy. Fast forward to 2011, and Squire is considered a leading scholar in the burgeoning area of video game-based learning.
He is perhaps most notably known for his extensive examination of Civilization III for which he designed a game-based learning program to study students’ learning in the classroom. As director of the Games, Learning and Society Initiative at the University of Wisconsin-Madison, he spends his time researching the civic potential of video games and the broader impact they have on the educational sphere. Squire, an associate professor at UW-Madison’s School of Education, is currently on leave from teaching to serve as creative director of education research at the Morgridge Institute for Research. To me they are. So then, how do you begin to design good, comprehensive games for education?