Other considerations too can be taken into account regardless of the nature of the presentation scheduled to be given. The following list, though not exhaustive, covers some basic points to consider prior to a presentation. Taking time to reflect on these issues might mean the difference between a successful and a disappointing presentation.

Main theme

Having a main theme as a ‘stake in the ground’ permits the presenter/speaker to focus material around this central message. The audience may use this as a point of reference for ease of understanding.

Distance / Proximity

The space between the speaker and the audience impacts on the creation of a relationship between the two. Reducing the distance creates more intimacy and vice versa. Holding eye contact cannot easily be done if the audience is seated far from the ‘stage’ area.

Movement

Actions can be exaggerated for dramatic effect and the highlighting of particular or crucial moments. Slow motion and sudden movement capture the audience’s attention and help those present remember the associated points of the presentation.

Pauses

Dramatic pauses induce greater listening on the part of the audience. Breaking up the speech with pauses allows time for the message to be received, decoded and understood.

Repetition

Saying the key ideas in different ways increases the probability of audience comprehension. Providing a variety of examples, delivering the material by way of various styles, and using supporting material all reinforce the message.

Speed

Slowing down, speeding up, altering one’s pace of delivery can render the performance more interesting and effective for communication purposes.

Visual aids

These should support the words of the speaker rather than distract the audience. Pictures or images convey more than words in presentation slides. Having the audience read wordy slides, listen and watch what is occurring on stage at the same time can be unproductive.

Volume

Varying the volume of one’s voice and emphasising key words or phrases likewise assists with getting material across to the audience in an effective manner.

Next time we will be looking at the question of stage fright and providing some ideas as to how to cope with it

Rank does not confer privilege or give power. It imposes responsibility

said consultant Peter F. Drucker.

Success and failure are inevitably placed at the feet of the leader. Whilst enlightened souls might choose to spread praise for achievements to team members, attention invariably is focused, for the purposes of applause and criticism, on the leader.

Though ultimately responsibility for all actions of a group sits on the shoulders of the leader, a number of specific items, regardless of the nature of the enterprise, need the leader’s direct intervention if performance success is to be not only achieved, but integrated into the day-to-day mindset of the group.

• Guidance concerning behavioural policies of group members. These will be sharply defined by the values of the leader and reflect the direction desired by the enterprise itself.

• The well being of the staff, for example in ensuring health and safety directives are adhered to fully.

• Professional development of staff. Whilst an organization may have a dedicated department for human resources questions including training and development, the tone of all activities is most often set by the leader’s attitude to such matters.

• Productivity and performance levels. If the leader is sufficiently capable of creating an environment in which all feel inspired to offer their best, and their best is good enough to reach the desired results, then success will be almost assured.

• Communication between the employees and the organization. No matter how approachable a leader is, staff will always be conscious of the fact he or she represents the employer for them. Any undertakings by the leader will be interpreted as being company sanctioned. This is an important responsibility and one which needs to be clearly understood by anyone assuming the role of leader.

• The external image or face of the company. With the consolidated habit of identifying companies with their leaders – Virgin and Richard Branson, Apple and Steve Jobs, Ryanair and Michael O’Leary – the fortunes of both are tightly connected. In such cases as far as stakeholders are concerned, rightly or wrongly responsibility for the good name of the organization is held directly by the leader.

So, leaders have been seen to possess a number of characteristics all contributing to the overall success of an endeavour. Authenticity, Vision, Empathy, Inspiration and Responsibility have been spotlighted over the course of these recent postings.

Next time we will turn our focus on the question of teamwork. Performance on any stage is rarely achieved by a signal individual. Even a successful one-(wo)man show or a memorable presentation will be have been brought about in collaboration with support staff and the performer.

In the successful organization, no detail is too small to escape close attention

Lou Holtz, sports coach

Whether standard stage props such as a table, chairs and some water, elaborate objects designed especially for the particular event in question or a basic flip chart for the writing of spontaneous points during an in-house training session, certain items will need to be made available for the performer/speaker/trainer.

Costumes, make-up, and hairstyles will also require attention in accordance with the nature of the occasion. These items too either convey a desired meaning on their own or underline the core message of the event. They should all fit with the image one wishes to portray, or at least not detract from it.

Within the workplace, props are used on a daily basis to support our ‘performances’. Brochures can be used to introduce services to new clients or sent out as mailshots to generate curiosity in the minds of potential clients. Tailored to the company’s sector or activity, they ‘speak for the company’ in the absence of direct contact with the recipients.

Staff will be issued with individual business cards and possibly generic company cards to hand out to people as they execute their duties. Minimum information displayed on these would most likely be the company logo, a job title and contact details. All, once again, designed to keep the company in the minds of those receiving the cards.

The office itself, if considered as a stage where work is performed, will undoubtedly be filled with props chosen for their functional value, aesthetic impact and possibly, if well planned out, the transmission of the company philosophy. The choice of fixtures and furnishings, for example, will speak volumes to those entering the space.

A dental surgery, an accountant’s office and an architect’s studio are invariably laid out to transmit specific messages about the professions practiced in each of them. Let’s for the moment imagine a dirty dental surgery, a shabby accountant’s office and a dingy architect’s studio. It was probably not easy to do so.

Besides their basic purpose, our personal props, the items we carry with us, speak for us. The choice of briefcase, watch, shoes, tie or scarf, pen, phone, and so on convey much about us. Paying attention to these details will pay dividends in terms of enhancing the value of our personal brand.

In closing, let’s turn to the words of the writer H.H. Munro, known as Saki:

His socks compelled one’s attention without losing one’s respect

Next time we will be offering some presentation tips relating to delivery

Each team member brings different strengths to the team. The coming together of these individual talents, provided they are managed accordingly, will form the basis for a successful group performance. Rather than being threatened by the presence of other accomplished workers, each should recognize the truth of the idea offered by American coach Vince Lombardi:

The achievements of an organization are the results of the combined effort of each individual

Shared values and objectives, whether formally stated or tacit, can help bind a team together, promote cooperation and cement trust among the group. Individual commitment to a group effort gives each member a sense of belonging to something bigger than themselves. The sum of the whole can really be greater than the parts.

Working in collaboration with others often leads to personal performance improvements. It is natural we all want to do our best, for ourselves and for those around us. If a genuine team spirit is present, fear of failure will not be an issue. Each endeavour will be treated as an opportunity for the team to expand its learning, and together they will be prepared to go beyond their collective comfort zone for the sake of success.

A company’s success rarely depends on the exclusive actions of just one team however. Their extraordinary efforts will in part have been made possible by the actions of a supporting cast. Occupying less glamorous roles away from the limelight, administrative, technical and logistic staff permit the stars to shine. Acknowledging the input of such workers and sharing the praise can ensure a continued collaboration and ongoing success for the whole company.

A final point regarding team spirit relates to the prevailing attitude the group has towards success. If they are operating under a cloud of mistrust, afraid of what may be the consequences of making mistakes, their actions will be stymied and lacklustre at best. An operating policy of keeping one’s head down cannot but lead to frustration, ill will and back-stabbing among the team members.

The leader needs to set the bar of achievement high, cultivate a ‘can do’ mentality amongst the team and place importance on effort. Mistakes can happen, but provided they are seen as learning opportunities their occurrence will have been positive. Actually implementing such a mindset is never easy, yet the rewards deriving from it are great.

The next issue concerning teamwork to be looked at here is that of the roles team members undertake. Each of us is required to play a number of differing roles throughout the day, both in our professional and personal life. For now though, thanks for reading this today. To join the conversation here, please leave a comment below.

The best way to inspire people to superior performance is to convince them by everything you do and by your everyday attitude that you are wholeheartedly supporting them.”

Thus said Harold S. Geneen, English-born American businessman and supposed creator of the concept of the modern conglomerate.

Once again in spotlighting the characteristics of a successful leader we touch on something rarely found in manuals or textbooks. It is an ability people possibly use in their daily lives without much thought, yet its application in the commercial arena can be all the difference between success and failure, between winning and losing.

The presence of inspiration in the leader, clearly linked to the previously referred to characteristic of vision, influences the long-term direction of an enterprise. Being inspired and having the ability to inspire others within the team increases the creative nature of any team, taking it from the mundane to the exceptional.

When people feel they are allowed to stretch themselves for the benefit of the work, authorized to make decisions and know they are supported by a leader who, through his or her actions, inspires them to express themselves, winning performances can be achieved.

The setting for any endeavour places its part in favouring inspiration. Subject to the nature of the operation, people are often more inclined to follow the inspiration of the leader, and indeed feel inspired by him or her, when the physical location matches such signals from the leader. Congruence of words and actions by the leader is important.

If a group aims to improve its standing no aspect of the business can be allowed to undermine that goal. From the reception area to the meeting rooms, from the handout material to the staff behaviour, every element of the outfit needs to be evaluated by people inspired to give their all.

People will push themselves to produce winning performances day after day when inspiration, coupled with creativity and a sense of autonomy, is present in the organization, department or team. The leader sets the direction and through his or her behaviour provides a script for others to follow: they walk the walk and talk the talk of the leader.

In the absence of inspiration, motivation can play its part in cajoling people into excellence. The carrot and the stick approach might prove to be effective as a short-term substitute for inspiration, both of the leader and the lead. However, as Thomas J. Leonard, often referred to as the father of personal coaching, noted:

When people are inspired they do not need motivation.

The fifth and final characteristic to be examined in this series spotlighting leadership is that of responsibility. Taking in all of an organization’s stakeholders the next article will be offering one or two perspectives on this matter and bringing the series together with some closing reflections.

In the meantime, thanks as always for reading this today and if you would like to be a part of the conversation concerning the issues raised here, please leave a comment below.

Knowing one’s staff are the greatest resource an organization can have ‘on the inside’ – clients being the best resource ‘on the outside’ – and ensuring one’s behaviour matches this belief is crucial for the development of any enterprise.

Staff will turn to the leader for any number of reasons over the course of the various phases leading up to the implementation of duties. Whilst the ideas associated with the command and control style of leadership still persist in certain industries, it is more likely enterprises today operate by way of a collaborative, empathetic approach.

Gandhi, though speaking in a different era, highlighted the change in attitude towards leading people:

I suppose leadership at one time meant muscles; but today it means getting along with people

Each person on the team will be bringing his or her own expertise and personality to the table for the benefit of the endeavour. Some might be prima donnas, superstars used to receiving star billing. Others might operate best in peace and quiet behind the scenes. The leader needs to be sensitive to such issues, consciously offering the most appropriate support in each case. Application of emotional intelligence, as described by Daniel Goleman, is imperative today.

For those who have walked the path before, a director who was once a leading actor or an executive who has worked up from the factory floor, it is possible to understand the sentiments of another now charged with a role. Knowing the ins and outs of a task, with all its requirements and associated issues, leads itself to having an empathetic bearing.

Yet even without prior knowledge of a job, a leader can be open to the humanness of the situation and connect with the staff member on a level likewise empathetic. Active listening, to understand not just to pause before speaking, is a key aspect of the empathetic approach. Though one might not be able to alleviate underlying problems, really hearing the other person and consequently giving them the space to articulate their situation, can be beneficial to them.

Deflecting criticism away from the individual team members to themselves and sharing the praise of successful performances to all the staff are other hallmarks of enlightened leaders. The team looks to the leader for guidance and direction. And feels a sense of belonging, being more than just a cog in the wheel of an anonymous machine.

Goodwill is undoubtedly enhanced when people feel their leaders are standing tall for them and encourage them to contribute their best, without fear of failure. The empathetic leader knows the risk of failure is always present as the team strives to achieve the desired outcomes of the group, but also understands this is the price of risking to succeed.

From empathy we will turn next time to the broad characteristic of leadership commonly referred to as inspiration.

If you wish to contribute to the conversation concerning this or any other aspect of performance please leave a comment below. Additionally, to learn more about us and our training activities, please feel free to contact us through this site.

Genuine leadership comes from the quality of your vision and your ability to spark others to extraordinary performance.

Jack Welch, American business leader and consultant.

Following on from authenticity, today we turn our attention towards the second characteristic we consider essential in any successful leader. Having a vision of where the team is headed, seeing the big picture as it were, and then being able to inspire the team to buy into the goal is down to the leader.

Others are engaged to transform the vision into a working plan. Managers, specialists and support staff will all play their part in bringing about the desired performance. They will be focused on precise aspects of the task, their roles crucial though limited by their specific duties. Breadth of vision is the domain of the leader.

Resisting the desire to micro manage each phase of the operation, the leader needs to trust the staff to get the job done. Getting tied up in details undermines the effectiveness of the leader, creates conflict with executives charged with undertaking such responsibilities and sends out negative messages concerning the long-term direction of the operation.

The vision outlined needs to be sufficiently inspiring to stretch staff to perform at least at their full potential, if not beyond previous capabilities. The leader understands staff motivation is not achieved solely by monetary rewards but rather by providing challenging tasks, the possibility to extend one’s skills and being part of something extraordinary.

Aiming for the mediocre and attempting to ‘just get by’ will never be enough for those visionary leaders who understand the rewards, the satisfaction of living, lie beyond what has gone before. The endeavour might well be taxing and the burden on the team almost unbearable. Yet with the leader’s vision and strength of character all may triumph.

There could be moments in which a low key approach is the best way for the vision to be unveiled. At other times the sheer magnitude of the idea demands a full blown extravaganza to get the idea across. In either scenario, the vision will capture the hearts and minds of those expected to implement strategies to achieve its being if the leader is held in good stead by his or her people, and has built up sufficient goodwill and belief of judgement for those to act.

This ‘people’ aspect of leadership often translates as empathy and will be the subject of the next posting. For now, let’s close with the words of the fashion designer Ralph Lauren

A leader has the vision and conviction that a dream can be achieved. He inspires the power and energy to get it done.

Depending on the nature of the performance to be undertaken, certain stage props will need to be gathered together prior to the actual staging of the work.

Any number of items might be required in order to assist with the performance. Their presence may help underline a message – slides are often used in this way during presentations – or give emphasis to the event. For example, we can think of how the Presidential Seal on the front of the lectern immediately adds a touch of ceremony to any press conference.

Ensuring all props are in the right place for the occasion is usually the responsibility of the props manager in the theatre. In other settings this role will be covered by those directly involved in the performance.

No matter who takes charge, it is always worth the effort of each person concerned to spend a few minutes checking what they will need is where it should be. Standing in front of an audience without one’s props can render time in the spotlight a lonely experience.

Thanks for being here with us today. If you’d like to contact us, we can be reached by e-mail, through our blog or via Twitter.

Choosing the Setting

Whilst technical issues need to be taken into account when choosing the setting for any scheduled event, we can look today at the question from the perspective of choosing for the sake of getting the best from those involved in the performance of work.

We all like to feel comfortable in our surroundings and as far as possible our place of work should invariably reflect this basic need. Drab, grey office blocks, tucked away in business parks might not always be the most inspiring of locations for performers-workers to appreciate their contribution is vital.

Yet just as water eventually finds its way to the sea, we can always offer our best performance wherever we are. Waiting for the perfect setting may mean opportunities to shine are lost right now and this could itself delay the chance to transfer to a more attractive stage.

Choosing the setting might not even be within our remit but this need not limit our efforts of performing above and beyond the setting we find ourselves working in now. As the Italian proverb states: “By asking for the impossible you obtain the best possible.”

Thanks for choosing to stop by here today. If you’d like to contact us, we can be reached by e-mail, through our blog or via Twitter.

Thanks again and goodbye for now.

The Leading role

Whilst numerous people, attractions and activities may all vie for top billing, there is usually only one which plays the leading role, one star of the performance.

On a warm evening here in Vignola, it is possible to image the crowds as extras on a film set undertaking their scripted actions as the castle plays the leading role, dominating proceedings with its presence.

Whilst bees operate specific tasks in and around the hive, the Queen Bee sets the tone for their performances. In the workplace, teams and departments, though undoubtedly balanced will nevertheless refer to a central character, a single person playing the leading role of leadership.

And yet, as the star cannot shine without the supporting cast, without the crowds the castle here would not be in the spotlight.

Thanks for being here right now. If you’d like to contact us, we can be reached by e-mail, through our blog or via Twitter.

Thanks again and goodbye for now.