A Workshop on
Effective Presentation Skills
 Purpose and Basics
 Extempore- One minute Presentation
 Manage your nerves
 Foundations of Good Presentation
 Presesntation-1
 Secrets of great Deliveries
 Prepare your Presentation-Outlining
 How to start and close-Keep audience hooked
 Mike Handling: Tested Practices
 Presentations- II and Feedback
 Use of Visual Aids & Humor
 Exercises for your Sound Box
 Managing Q & A post presentation
 Techniques of introducing speakers and proposing Vote of thanks
Agenda : Effective Presentation Skill
PURPOSE- Why are we here?
Occasions to make presentation
 Present a Project/ Concept
 Present/ Sell a Product to customers
 Address the Board of Directors
 Brief talk with the team or Introduce a speaker etc.
Why do need Presentation Skill
Shakespeare Said-
“Mend your speech
Lest it may cost you fortunes”
Remember::
“Orators are born,
Presenters are made”
Fundamentals-What do we assume??
 The message sent is the same as received!
 Communication is often unplanned and unconscious!
 Meanings are inherent in words!
 Communication is over once message received!
 If communication breaks down, it is receiver's fault!
 Good communication depends on hardware!
Who is a good Presenter??
 Speaks with enthusiasm, speaks with responsibility and sense of Leadership
 Tries to be balanced, structured and spontaneous
 Keep his sense of humor
 No apologies
 Power point is not the presentation
 It is the speaker who makes it !
Effective Presentation brings in lot of
good benefits
 ………………… Enhances your status
 Pleasure to yourself and others
 Profitable
 Power
 Put your heart and commitment to communication
SPEAKERS are of Different Types
Speaks Good Content
NO SHOW
Good Show & presentation
NO CONTENT
Neither Content nor
show
Has Show & stuff
EFFECTIVE AND INSPIRING SPEAKER
Going Back to Basics
 People neither read nor listen
 Audience first, message second
 Constant thing expression is necessary
 The great enemy of II communication is the illusion of it
2 Minutes speech
 People neither read nor listen
 Audience first, message second
 Constant thing expression is necessary
 The great enemy of II communication is the illusion of it
MANAGING NERVES
How do we manage our nerves?
-We have nothing to fear but fear itself’
President Franklin Roosevelt
 Deep Breathe
 Positive affirmations
 Practice, Practice and Practice
Doesn’t this happen?
The human brain is such a
wonderful organ. It starts to
work as soon as you are born
and does not stop until you get
up to deliver a public speech.
When we stand up, our mind
sits down.
Research shows 41% people
fear standing up in front of a
crowd much higher than they
fear in other case!!
FOUNDATIONS OF EFFECTIVE
PRESENTATIONS
Foundations
 Be a master of your Materials
 Analyze, Assess and Attract your Audience
 Be Yourself
How Important AUDIENCE is!
Audience First,
Message Second
4 Easy ways to gather material
1. Talk over the subject with colleagues
2. Pay attention to current events
3. Ask others about books and articles they’ve read
4. Talk to the experts
Presentation to be:
 Knowledge based
 Data based
 Documents supported
Search,
Search
& Research
6 Rules for organizing the Material
 One theme
 Condense your talk
 Don’t overload
 Simplicity
 Write a Mission statement
 Challenge Assumptions
It is possible to attract Audience!
We need to analyze, assess them.
 Audience know-how on subject/Experience
 Analyze personal Profiles of the audience
 Probable Size
 Management level
 Socio, Economic, Cultural, Religious and Political
Preferences
 Thought Process
 Your relationship
Winning TRUST and CONFIDENCE OF
Audience- 8 Steps to capture credibility
 Audience know-how on subject/Experience
 Analyze personal Profiles of the audience
 Probable Size
 Management level
 Socio, Economic, Cultural, Religious and Political
Preferences
 Thought Process
 Your relationship
Questions to Analyze Your Audience
 Who are they?
 What do they expect?
 Who makes the decisions?
 Who influences them?
 Who’s my competition?
Different ways to hook your
AUDIENCE
 Make a dramatic shocking/STARTLING statement
Stimulate listeners’ curiously force them to pay attention
 Tell a story/ Describe a recent event
 Establish common ground/ Touch on something the audience can identify
with
 Take a polling
 Ask a question
PREPARING PRESENTATIONS
Steps For Preparing Presentation
 Choose your subject
 Make the purpose clear
 Outline your presentation
 Collect material and put them I order
 Write down your presentation
 Edit it
 Prepare Delivery note
 Time it
 Practice, Practice and Practice
Writing Your Speech
 Write down only on one side of the paper
 Do not write your speech in pencil. Use pens.
 Leave adequate space between one sentence and another
 Keep your sentences short-not exceeding ten words.
 Do not use jargons unfamiliar to the audience.
 Avoid repetition of the same words.
 Write and rewrite your speech.
Different Patterns Of Speech Outlining
 Introduction, body and conclusion
 Capture a favorable attention
 Present the problem
 Present the solution you choose
 Appeal for action
1
 Attract favorable attention
 Why bring that up
 For instance & so what
3
 State the facts
 Argue from them
 Appeal for action
2
WATCH THESE!!
 Language
 Style
 Sequence
 Logic
 Words
 Simplicity
 Data Support
How to close your presentations
One of these ways!!!!!!
 Let Audience know you are closing
 CTA
 Close with a strong story
Most Important. . .
 Don’t forget to thank the audience
GREAT DELIVERIES
SECRETS OF GREAT DELIVERIES
 Appearance
 Gestures
 Pacing
 Outlining
 Smile
 Present yourself well Groomed and neat
 Present yourself like you are a leader
Appearance
 Eye Contact
 Hand Movements
 Body Language
 Smiling
 Leaning forward
 Stepping Back
 Thumping
Using Effective GESTURES
 Speak at a speed that suits you and the situation
 Watch Pacing of the better newscasters on television and radio
 Speak in phrases; do not chop your talk into jerky fragments
 Sound your vowels fully
 You may record your reading a poem
 Practice repeating the same sentences with emphasis and variety of tone
Tips For Pacing Your Speech
 Do not number the points
 Do not bulldoze
 Do not memories
 MANAGE YOUR TIME!!!
Be Careful………………………
 Speak with variety, vary your volume
 Be human, do not be monotonous
 Check whether your speedometer needs adjustment
 Mannerisms
 Avoid Cliché/jargons
 Avoid speech tics: OK, You know, fine, etc.
Leveraging Voice, Volume, Speed
V ISIBILITY
I NTERESTING
S IMPLE
U NCLUTTERED
A PPROPRIATE
L ACONIC (Brief)
A ID, ASSIST
I NFORMATIVE
D RAMATISE
Sensory Impacts:
-Visuals 55%
-Tone 38%
-Content 7%
VISUAL AIDS
Visual Aids
Types of Visual Aids
 Samples
 Picture
 Graphs
 Tables
 Handouts
Visual Aid Equipment
 Charts
 Videos and Movies
 Slide Projectors
 Overhead Projectors
 Personal Computers
There is a PURPOSE for VISUAL AID
 To picture something how it looks like
 To illustrate relationships
 To show information patterns
 To interpret a set of figures
 To summarize key points
How to effectively use the
VISUAL AIDS
 Visible to the entire audience
 Use headings
 Projector should work
 Your flip charts stay flipped
 Do not talk to your charts
 Gestures active
 Do not exhibit the visuals until you speak
about it.
 Show only for a brief period
Add Colors For Fun
 RED
 GREEN
 BLUE
 PURPLE
 YELLOW
 BLACK/BLUE
Danger/Hot
Safe
Cool
Wealth
Warmth/ Sunlight
Effective on a flip chart/ohp
Mike Handling
Mr. Mike
 It is a help
 Do not SHOUT
 Speak up directly into the mike
 Do not lose eye contact and make sure you are reaching all
 Thank the speaker
 Highlight Key messages
 Emphasis follow up actions
 Be Brief and Gone- Not another speech !!!
 Keep it Simple and Stupid
Proposing Vote of Thanks
Business Presentation Skills Power Point

Business Presentation Skills Power Point

  • 1.
    A Workshop on EffectivePresentation Skills
  • 2.
     Purpose andBasics  Extempore- One minute Presentation  Manage your nerves  Foundations of Good Presentation  Presesntation-1  Secrets of great Deliveries  Prepare your Presentation-Outlining  How to start and close-Keep audience hooked  Mike Handling: Tested Practices  Presentations- II and Feedback  Use of Visual Aids & Humor  Exercises for your Sound Box  Managing Q & A post presentation  Techniques of introducing speakers and proposing Vote of thanks Agenda : Effective Presentation Skill
  • 3.
  • 4.
    Occasions to makepresentation  Present a Project/ Concept  Present/ Sell a Product to customers  Address the Board of Directors  Brief talk with the team or Introduce a speaker etc.
  • 5.
    Why do needPresentation Skill Shakespeare Said- “Mend your speech Lest it may cost you fortunes” Remember:: “Orators are born, Presenters are made”
  • 6.
    Fundamentals-What do weassume??  The message sent is the same as received!  Communication is often unplanned and unconscious!  Meanings are inherent in words!  Communication is over once message received!  If communication breaks down, it is receiver's fault!  Good communication depends on hardware!
  • 7.
    Who is agood Presenter??  Speaks with enthusiasm, speaks with responsibility and sense of Leadership  Tries to be balanced, structured and spontaneous  Keep his sense of humor  No apologies  Power point is not the presentation  It is the speaker who makes it !
  • 8.
    Effective Presentation bringsin lot of good benefits  ………………… Enhances your status  Pleasure to yourself and others  Profitable  Power  Put your heart and commitment to communication
  • 9.
    SPEAKERS are ofDifferent Types Speaks Good Content NO SHOW Good Show & presentation NO CONTENT Neither Content nor show Has Show & stuff EFFECTIVE AND INSPIRING SPEAKER
  • 10.
    Going Back toBasics  People neither read nor listen  Audience first, message second  Constant thing expression is necessary  The great enemy of II communication is the illusion of it
  • 11.
    2 Minutes speech People neither read nor listen  Audience first, message second  Constant thing expression is necessary  The great enemy of II communication is the illusion of it
  • 12.
  • 13.
    How do wemanage our nerves? -We have nothing to fear but fear itself’ President Franklin Roosevelt  Deep Breathe  Positive affirmations  Practice, Practice and Practice
  • 14.
    Doesn’t this happen? Thehuman brain is such a wonderful organ. It starts to work as soon as you are born and does not stop until you get up to deliver a public speech. When we stand up, our mind sits down. Research shows 41% people fear standing up in front of a crowd much higher than they fear in other case!!
  • 15.
  • 16.
    Foundations  Be amaster of your Materials  Analyze, Assess and Attract your Audience  Be Yourself
  • 17.
    How Important AUDIENCEis! Audience First, Message Second
  • 18.
    4 Easy waysto gather material 1. Talk over the subject with colleagues 2. Pay attention to current events 3. Ask others about books and articles they’ve read 4. Talk to the experts Presentation to be:  Knowledge based  Data based  Documents supported Search, Search & Research
  • 19.
    6 Rules fororganizing the Material  One theme  Condense your talk  Don’t overload  Simplicity  Write a Mission statement  Challenge Assumptions
  • 20.
    It is possibleto attract Audience! We need to analyze, assess them.  Audience know-how on subject/Experience  Analyze personal Profiles of the audience  Probable Size  Management level  Socio, Economic, Cultural, Religious and Political Preferences  Thought Process  Your relationship
  • 21.
    Winning TRUST andCONFIDENCE OF Audience- 8 Steps to capture credibility  Audience know-how on subject/Experience  Analyze personal Profiles of the audience  Probable Size  Management level  Socio, Economic, Cultural, Religious and Political Preferences  Thought Process  Your relationship
  • 22.
    Questions to AnalyzeYour Audience  Who are they?  What do they expect?  Who makes the decisions?  Who influences them?  Who’s my competition?
  • 23.
    Different ways tohook your AUDIENCE  Make a dramatic shocking/STARTLING statement Stimulate listeners’ curiously force them to pay attention  Tell a story/ Describe a recent event  Establish common ground/ Touch on something the audience can identify with  Take a polling  Ask a question
  • 24.
  • 25.
    Steps For PreparingPresentation  Choose your subject  Make the purpose clear  Outline your presentation  Collect material and put them I order  Write down your presentation  Edit it  Prepare Delivery note  Time it  Practice, Practice and Practice
  • 26.
    Writing Your Speech Write down only on one side of the paper  Do not write your speech in pencil. Use pens.  Leave adequate space between one sentence and another  Keep your sentences short-not exceeding ten words.  Do not use jargons unfamiliar to the audience.  Avoid repetition of the same words.  Write and rewrite your speech.
  • 27.
    Different Patterns OfSpeech Outlining  Introduction, body and conclusion  Capture a favorable attention  Present the problem  Present the solution you choose  Appeal for action 1  Attract favorable attention  Why bring that up  For instance & so what 3  State the facts  Argue from them  Appeal for action 2
  • 28.
    WATCH THESE!!  Language Style  Sequence  Logic  Words  Simplicity  Data Support
  • 29.
    How to closeyour presentations One of these ways!!!!!!  Let Audience know you are closing  CTA  Close with a strong story Most Important. . .  Don’t forget to thank the audience
  • 30.
  • 31.
    SECRETS OF GREATDELIVERIES  Appearance  Gestures  Pacing  Outlining
  • 32.
     Smile  Presentyourself well Groomed and neat  Present yourself like you are a leader Appearance
  • 33.
     Eye Contact Hand Movements  Body Language  Smiling  Leaning forward  Stepping Back  Thumping Using Effective GESTURES
  • 34.
     Speak ata speed that suits you and the situation  Watch Pacing of the better newscasters on television and radio  Speak in phrases; do not chop your talk into jerky fragments  Sound your vowels fully  You may record your reading a poem  Practice repeating the same sentences with emphasis and variety of tone Tips For Pacing Your Speech
  • 35.
     Do notnumber the points  Do not bulldoze  Do not memories  MANAGE YOUR TIME!!! Be Careful………………………
  • 36.
     Speak withvariety, vary your volume  Be human, do not be monotonous  Check whether your speedometer needs adjustment  Mannerisms  Avoid Cliché/jargons  Avoid speech tics: OK, You know, fine, etc. Leveraging Voice, Volume, Speed
  • 37.
    V ISIBILITY I NTERESTING SIMPLE U NCLUTTERED A PPROPRIATE L ACONIC (Brief) A ID, ASSIST I NFORMATIVE D RAMATISE Sensory Impacts: -Visuals 55% -Tone 38% -Content 7% VISUAL AIDS
  • 38.
    Visual Aids Types ofVisual Aids  Samples  Picture  Graphs  Tables  Handouts Visual Aid Equipment  Charts  Videos and Movies  Slide Projectors  Overhead Projectors  Personal Computers
  • 39.
    There is aPURPOSE for VISUAL AID  To picture something how it looks like  To illustrate relationships  To show information patterns  To interpret a set of figures  To summarize key points
  • 40.
    How to effectivelyuse the VISUAL AIDS  Visible to the entire audience  Use headings  Projector should work  Your flip charts stay flipped  Do not talk to your charts  Gestures active  Do not exhibit the visuals until you speak about it.  Show only for a brief period
  • 41.
    Add Colors ForFun  RED  GREEN  BLUE  PURPLE  YELLOW  BLACK/BLUE Danger/Hot Safe Cool Wealth Warmth/ Sunlight Effective on a flip chart/ohp
  • 42.
    Mike Handling Mr. Mike It is a help  Do not SHOUT  Speak up directly into the mike  Do not lose eye contact and make sure you are reaching all
  • 43.
     Thank thespeaker  Highlight Key messages  Emphasis follow up actions  Be Brief and Gone- Not another speech !!!  Keep it Simple and Stupid Proposing Vote of Thanks

Editor's Notes

  • #2  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #3  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #4  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #5  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #6  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #7  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #8  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #9  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #10  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #11  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #12  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #13  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #14  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #15  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #16  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #17  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #18  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #19  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #20  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #21  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #22  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #23  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #24  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #25  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #26  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #27  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #28  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #29  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #30  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #31  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #32  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #33  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #34  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #35  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #36  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #37  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #38  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #39  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #40  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #41  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #42  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #43  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.  
  • #44  All employees must promote honest and liable conduct. Company commits to deploying these principles of responsibility. Any employee not respecting these principles may incur sanctions within the local practice and the legal system in place in each country. The implementation of these principles can require particular explanations. Employees in need of further clarification can ask their management, a member of human resources, the financial and/or legal department or the compliance officer of Company.    Employees aware of serious breach to these principles should report such activities immediately. Reporting hotlines should be operational in the first quarter of 2010. In the meantime, employees should contact a member of the human resources or the legal counsel of Schneider Electric. Employees who make credible reports will be protected from retaliation. The information received will be treated on a confidential basis to the extent possible.