POWERtalk Pollokshields: Blog

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Tuesday 1 June, 2010

INTRODUCING AND THANKING A SPEAKER

1. Check that

The microphone and other electrical equipment is working
water is available for the speaker
the lectern is the right height for the speaker
You have enough background information.

2. Make the Speaker Welcome

Meet the Speaker at the entrance.
Ask if there is anything he/he requires.
Show the speaker to his/her seat.

3. Preparation.

Prepare your introduction and thanks beforehand.
Write key words on a cue card.

4. Avoid.

Cliches
Repeating yourself - remember to use your notes.

5. Use this Formula.

Why this subject?
Why this subject subject for this audience?
Why this subject for this audience at this time?

6. Don't

Exaggerate the speaker's qualifications
Read a lengthy curriculum vitae or biography
Say how wonderful the speech will be
Steal the spotlight

7. Do

Speak to the audience not the speaker
Be brief - never longer than two minutes
Be genuine and sincere
Smile and relax

8. Facilitating questions

listen carefully to the question
Repeat it clearly for the benefit of both speaker and the audience
Unobtrusively guide speaker to audience members signalling to ask a question.

9. Thanking the Speaker

Say what you enjoyed about the presentation
Don't simply repeat the main points of the presentation
Speak to the speaker and the audience.

10. Most Importantly

Be sincere
Be brief
Be seated!

Wednesday 19 May, 2010

Ten Tips on Mentoring

Mentoring is a relationship that enhances the development of individuals by the passing on of knowledge, skills and values.
This relationship is a creative bond between a mentor (teacher) and a mentee (learner) which is to the benefit of both.
From a mentor, a mentee receives input about organisational culture, coaching and counselling, skills development, motivation and continuous feedback, thus becoming a useful member of an organisation much more quickly.
The mentor benefits by the development of interpersonal and leadership skills, and accomplishments in his/her mentee's success.
A mentoring programme should have the visible support of those at the head of an organisation, and it should form part of the culture of that organisation.
The ideal ratio is one mentor to one mentee.
Mentors should volunteer their services. The relationship should be one of choice, and should be committed to in writing.
The best mentors are experienced empathetic persons with a willingness to share, the capability of building trust, and with good listening skills.
Specific time periods should be set aside for mentoring. Opportunity should be given to the mentee for questions and feedback.
It is recommended that the mentee maintains a close relationship with the mentor, takes ownership of his/her own development and actively seeks new challenges.

Monday 10 May, 2010

Ten Top Tips Effective Delegation.

1. Choose the Right Person.

You should consider the needs of the assignment and your knowledge of the person's skills, abilities, interests and motivations i.e. you need to be confident that the person to whom you are delegating will be able to achieve the required results.

2. Give Compliments.

Say why you feel they are the right person for the job.

3. Define the Results You Expect.

The focus needs to be on the GOAL rather than on the tasks performed in order to achieve the required results.

4. Emphasize the Purpose of Achieving the Objectives.

The importance to the organisation and personal benefit of achieving the objective or failing to do so, needs to be emphasized.

5. Ensure There are Adequate Resources

for the devised plan of action which ensures adherence to specified times.

6. Introduce Control Systems.

These need to be developed and introduced so that deviation from progress can be monitored and corrected.

7. Establish a Measurement of Success.

This is necessary to determine whether a satisfactory or outstanding result has been achieved. You want the best.

8. Offer Support

Get agreement and ensure that rules, regulations, limitations and policies regarding the area in which they are to work are understood. Back them all the way.

9. Delegate the Responsibility.

But allow a margin for minor mistakes in judgement.

10. Empower with Sufficient Authority.

For achieving results and reduce your authority. Then you will get the best performance.