This PPT is meant for two day training session on Effective Communication. Includes concepts on Body language, Oral communication and Written communication
How to Improve Communication Skills, Effective Communication Skills, Soft SkillsProfit Transformations
This training is on how to improve communication skills with little know soft skills insights. It will provide you with tips on effective communication strategies including DISC Profiles, effective delegation, leadership skills and more.
The slideshow is from a 1 hour webinar. Watch the video to learn become a better person with more on more effective communication skills from this training.
Find out more about improving your people skills by registering for our information packed half day workshop. Subscribe to http://profittrans4mations.com/people-skills
Effective communication Skills for EveryoneToday Indya
Communication skills is the ability to use language
(receptive) and express (expressive) information.
Effective communication skills are a critical element in
your career and personal lives
This PPT is meant for two day training session on Effective Communication. Includes concepts on Body language, Oral communication and Written communication
How to Improve Communication Skills, Effective Communication Skills, Soft SkillsProfit Transformations
This training is on how to improve communication skills with little know soft skills insights. It will provide you with tips on effective communication strategies including DISC Profiles, effective delegation, leadership skills and more.
The slideshow is from a 1 hour webinar. Watch the video to learn become a better person with more on more effective communication skills from this training.
Find out more about improving your people skills by registering for our information packed half day workshop. Subscribe to http://profittrans4mations.com/people-skills
Effective communication Skills for EveryoneToday Indya
Communication skills is the ability to use language
(receptive) and express (expressive) information.
Effective communication skills are a critical element in
your career and personal lives
These are the slides from a presentation given on 10/5/14 for ELTAU, looking at persuasive language and techniques which can be used across a number of industries, including language training and communication services.
Effective communication is all about conveying your messages to other people clearly and unambiguously. It's also about receiving information that others are sending to you, with as little distortion as possible.
Doing this involves effort from both the sender of the message and the receiver. And it's a process that can be fraught with error, with messages muddled by the sender, or misinterpreted by the recipient. When this isn't detected, it can cause tremendous confusion, wasted effort and missed opportunity.
The expectancy theory was proposed by Victor Vroom of Yale School of Management in 1964. Vroom stresses and focuses on outcomes, and not on needs unlike Maslow and Herzberg. The theory states that the intensity of a tendency to perform in a particular manner is dependent on the intensity of an expectation that the performance will be followed by a definite outcome and on the appeal of the outcome to the individual.
The Expectancy theory states that employee’s motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality). In short, Valence is the significance associated by an individual about the expected outcome. It is an expected and not the actual satisfaction that an employee expects to receive after achieving the goals. Expectancy is the faith that better efforts will result in better performance. Expectancy is influenced by factors such as possession of appropriate skills for performing the job, availability of right resources, availability of crucial information and getting the required support for completing the job.
Instrumentality is the faith that if you perform well, then a valid outcome will be there. Instrumentality is affected by factors such as believe in the people who decide who receives what outcome, the simplicity of the process deciding who gets what outcome, and clarity of relationship between performance and outcomes. Thus, the expectancy theory concentrates on the following three relationships:
• Effort-performance relationship: What is the likelihood that the individual’s effort be recognized in his performance appraisal?
• Performance-reward relationship: It talks about the extent to which the employee believes that getting a good performance appraisal leads to organizational rewards.
• Rewards-personal goals relationship: It is all about the attractiveness or appeal of the potential reward to the individual.
Vroom was of view that employees consciously decide whether to perform or not at the job. This decision solely depended on the employee’s motivation level which in turn depends on three factors of expectancy, valence and instrumentality.
These are the slides from a presentation given on 10/5/14 for ELTAU, looking at persuasive language and techniques which can be used across a number of industries, including language training and communication services.
Effective communication is all about conveying your messages to other people clearly and unambiguously. It's also about receiving information that others are sending to you, with as little distortion as possible.
Doing this involves effort from both the sender of the message and the receiver. And it's a process that can be fraught with error, with messages muddled by the sender, or misinterpreted by the recipient. When this isn't detected, it can cause tremendous confusion, wasted effort and missed opportunity.
The expectancy theory was proposed by Victor Vroom of Yale School of Management in 1964. Vroom stresses and focuses on outcomes, and not on needs unlike Maslow and Herzberg. The theory states that the intensity of a tendency to perform in a particular manner is dependent on the intensity of an expectation that the performance will be followed by a definite outcome and on the appeal of the outcome to the individual.
The Expectancy theory states that employee’s motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality). In short, Valence is the significance associated by an individual about the expected outcome. It is an expected and not the actual satisfaction that an employee expects to receive after achieving the goals. Expectancy is the faith that better efforts will result in better performance. Expectancy is influenced by factors such as possession of appropriate skills for performing the job, availability of right resources, availability of crucial information and getting the required support for completing the job.
Instrumentality is the faith that if you perform well, then a valid outcome will be there. Instrumentality is affected by factors such as believe in the people who decide who receives what outcome, the simplicity of the process deciding who gets what outcome, and clarity of relationship between performance and outcomes. Thus, the expectancy theory concentrates on the following three relationships:
• Effort-performance relationship: What is the likelihood that the individual’s effort be recognized in his performance appraisal?
• Performance-reward relationship: It talks about the extent to which the employee believes that getting a good performance appraisal leads to organizational rewards.
• Rewards-personal goals relationship: It is all about the attractiveness or appeal of the potential reward to the individual.
Vroom was of view that employees consciously decide whether to perform or not at the job. This decision solely depended on the employee’s motivation level which in turn depends on three factors of expectancy, valence and instrumentality.
Victor H. Vroom
Is a business school professor at the Yale School of Management.
He holds a PhD from University of Michigan.
Vroom's primary research was on the expectancy theory of motivation, which attempts to explain why individuals choose to follow certain courses of action in organizations, particularly in decision-making and leadership
His most well-known books are Work and Motivation, Leadership and Decision Making and The New Leadership.
Expectancy Theory
Expectancy theory proposes that a individual will decide to behave or act in a certain way because they are motivated to select a specific behaviour over other behaviours due to what they expect the result of that selected behaviour will be.
In essence, the motivation of the behaviour selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave.
Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management.
Expectancy Theory
This theory emphasizes the needs for organizations to relate rewards directly to performance and
to ensure that the rewards provided are those rewards deserved and wanted by the recipients.
Victor H. Vroom defines motivation as a process governing choices among alternative forms of
voluntary activities, a process controlled by the individual. The individual makes choices based on
estimates of how well the expected results of a given behaviour are going to match up with or
eventually lead to the desired results. Motivation is a product of the individual’s expectancy that a
certain effort will lead to the intended performance, the instrumentality of this performance to
achieving a certain result, and the desirability of this result for the individual, known as valence.
Difference from the content theories of Maslow,Alderfer,Herzberg and McClelland
Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and
McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what
motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables
that reflects individual differences in work motivation.
Need theories of motivation (Alderfer, 1972; Herzberg, 1968; Maslow, 1970; McClelland, 1976)
attempt to explain what motivates people in the workplace. Expectancy theory is more concerned
with the cognitive antecedents that go into motivation and the way they relate to each other.
discussion of communication impacts on organizations performance and employees too. besides that its role in job satisfaction citizenship behavior enhancement
Within the framework of its Research Communications Capacity Building Program, GDNet produced, in collaboration with CommsConsult, a series of 7 handouts providing some guidelines for a great presentation. They cover several aspects starting from how you look and feel while presenting, and structuring your presentation, to how to make your messages effective. It also explains how to manage your information and research using social media, in addition to providing some tips for writing to an online audience, and ending with a template for leave-behind handouts.
COMMUNICATION SKILLS - DEFINE , COMMUNICATION PROCESS, ADVANTAGES AND DISADVANTAGES , HOW TO DEVELOP COMMUNICATION SKILLS, 7C'S OF EFFECTIVE COMMUNICATION, DO'S AND DONT'S IN DEVELOPING COMMUNICATION SKILLS, TOOLS TO DEVELOP COMMUNICATION SKILLS, SCHOOL LIFE VS COMMUNICATION SKILLS, CARRIER LIFE VS COMMUNICATION SKILLS, PERSONAL LIFE VS COMMUNICATION SKILLS, MARRIAGE LIFE VS COMMUNICATION SKILLS, SOCIAL LIFE VS COMMUNICATION SKILLS. QUICK STORY ABOUT COMMUNICATION SKILLS
Presentation Skills and Personality DevelopmentShrineDasgupta
MDU PSPD SYLLABUS - UNIT 1 AND UNIT 2
1. presentation
2. types of presentation
3. planned and unplanned presentation
4. planning a presentation
5. process of planning a presentation
6. points to keep in mind while planning a presentation
7. case studies
8. methods of presentation
9. delivering a presentation
10. tips for being an effective presenter
11. dealing with difficult situations
12. how to keep your attentive
13. hoe to motivate your audience
14. outcomes of presentation
15. case studies
WOW! How to give the best Presentation of Your Career
True greatness is seen in the ability to convince others they, too, are great! Your experiences and stories of triumph are your most useful tool to make a difference in your professional and personal world. The essence of great leadership is finding ways to bring life to your vision. Learn to articulate your story and others will be motivated to move quickly toward a call of action. This skill is the essence of honing your personal power to affect others.
Learning Outcomes: Increase professional presentation skills
At the end of this course, participants will be able to:
a) Identify elements of a motivational speeches and dynamic presentations
b) Explore the use of stories in effective presentation
c) Use vocal techniques and strategies that make an impact
d) Learn how to adapt your speaking style
e) Explore ways to use power point and other visual Aids as a tool for engagement
Fundamentals of Effective Business CommunicationWaleed Liaqat
The presentation describes how to communicate effectively in the business world today. Content has been extracted from "Business Communication Today" (9 ed.)
Strategic Talent Management and Development online learning programme, facilitated by Dr Charles Cotter. Best practice principles, tools and processes.
Four (4) Critical Success Factors to Build Sustainable Remuneration Strategies_Balancing People and Profit_presented by Dr Charles Cotter at the SLAZEISI Conference on 20 November 2023
Evidence based Talent Analytics and Data driven Talent Management Strategies.pdfCharles Cotter, PhD
Evidence based Talent Analytics and Data driven Talent Management Strategies presented by Dr Charles Cotter at the 2nd African HRM Professionals Strategy Bootcamp, 30 March 2023, in Kempton Park.
Learning Prospectus of Dr Charles Cotter, of the training programmes that he specializes in:
Management/Leadership
(Strategic) Human Resources Management
(Strategic) Learning and Development
Business Communication
Power/Soft Skills
Strategic Talent Management_Best Practice Principles and Processes.pdfCharles Cotter, PhD
Strategic Talent Management - Best Practice Principles and Processes, across the S-P-A-R-M-E-D talent management value chain, facilitated by Dr Charles Cotter
Human Resources Management (HRM) Value Chain Processes, Organizational Cultur...Charles Cotter, PhD
Human Resources Management (HRM) Processes, Organizational Culture and Organizational Change Management training programme, facilitated by Dr Charles Cotter, July 2021
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
2. TRAINING PROGRAMME OVERVIEW
• Defining effective interpersonal communication
• Mastering the interpersonal communication process
• Understanding and applying Non-verbal communication (NVC)
• Applying the primary communication skills
• Understanding the characteristics of interpersonal style
• Mastering the other essential skills required to optimize presentations
• Effective business presentations framework
• Practical Assessment session
3. DEFINING EFFECTIVE
COMMUNICATION
• Communication is more than merely imparting meaning – it
must also be understood.
• Fundamental definition of effective communication is
when the intended message of the sender is correctly
interpreted, understood and acted upon by the
recipient/listener.
• Communication is the lifeblood of teams. No team or
organization can exist without communication i.e. the
transference of meaning among its team members.
• It is only through transmitting meaning from one person to
another that information and ideas can be conveyed.
6. PRIMARY COMMUNICATION SKILLS
• Informing skills – the ability to articulate and
express ideas and thoughts (as sender)
• Listening skills – the ability to listen
attentively and actively (as receiver)
• The ability to express, read, interpret and
respond appropriately to non-verbal
communication
10. BARRIERS TO EFFECTIVE
COMMUNICATION
• Intra-personal
• Interpersonal
• Structural
• Physical, technological and/or environmental
11. COMMUNICATION IMPROVEMENT
STRATEGIES
• Plan what you want to say and how you will say it
• Use multiple channels and mediums
• Tailor the message to the audience
• Use clear, simple and understandable language
• Empathize with others
• Remember the value of face-to-face communication
when dealing with change
12. COMMUNICATION IMPROVEMENT
STRATEGIES
• Use two-way communication
• Practice active listening
• Match your words and actions (congruency)
• Ask for feedback/questions to confirm understanding
• Use the grapevine (as a source of employee issues)
• Use feedback
• Use assertive communication
13. DEFINING NON-VERBAL
COMMUNICATION (NVC)
• Non-verbal communication is usually understood as the
process of communication through sending and receiving
wordless (mostly visual) cues between people.
• Face-to-face interaction, NVC can be classified into three
principal areas:
Environmental conditions where communication takes
place
Physical characteristics of the communicators
Behaviours of communicators during interaction
18. JOHARI’S WINDOW
• Designed to understand the communication process between people and
consists of varying degrees of information held in common between two
people as well as methods that can be used to increase the size of one’s
window.
• Communication will be enhanced if the Arena is increased in size by:
Exposure of self to others
Soliciting feedback from others
• Exposure requires an open, candid and trusting approach, while feedback
requires an active solicitation of feelings, opinions and values from
others.
• For these processes to be fully developed, reciprocity is required.
21. FUNDAMENTALS OF PRESENTATIONS
• Public speaking is the process of speaking to a group of people in a
structured, deliberate manner intended to:
Inform
Influence and/or
Entertain the listeners
• In public speaking, as in any form of communication, there are five
basic elements, often expressed as "who is saying what to whom
using what medium with what effects?"
• The purpose of public speaking can range from simply transmitting
information, to motivating people to act, to simply telling a story.
Good orators should be able to change the emotions of their
listeners, not just inform them.
23. CHARACTERISTICS OF A GOOD
PRESENTER
• Good eye contact
• Confident manner
• Interesting voice
• Appropriate pace
• Knowledge
• Enthusiasm
• Imagination
24. SECRETS OF A GOOD PRESENTATION
• Clear objectives
• Logical structure
• Visuals (as required)
• Thorough and proper preparation
• Correct pitch
• Opportunity for questions
25. PRESENTATION ICEBERG
• PUT IT ACROSS (PIA) – Delivery
• PUT IT TOGETHER (PIT) – Planning and
Preparation
26. PRESENTATION FRAMEWORK
• Planning and preparation
• Audience analysis
• Self Management (dealing with your nerves and building
confidence)
• Materials, Visual Aids and Technology
• Rehearsal
• Impact, Impression and Influence
• Delivery
27. PLANNING AND PREPARATION
• Brainstorm/generate main/key and sub ideas
• Define the purpose and objectives
• Conduct research and tap into expertise/intellectual capital
• Spell out the advantages to the audience
• Plan and structure the content
• Develop a powerful and captivating introduction
• Develop a conclusion (call to action)
28. AUDIENCE ANALYSIS
• Analysis (Who are they? How many will be there?)
• Understanding (What is their knowledge of the subject?)
• Demographics (What is their age, sex, educational background?)
• Interest (Why are they there? Who asked them to be there?)
• Environment (Where will I stand - can they all see and hear me?)
• Needs (What are their needs? What are your needs as a speaker?)
• Customized (What specific needs do you need to address?)
• Expectations (What do they expect to learn or hear from you?)
29. SELF MANAGEMENT
• Total preparation – physically, mentally, emotionally and psychologically.
• The ability to get those “butterflies to fly in formation” is at the heart of
dealing effectively with this nervous tension and stress.
• Having peace of mind – you know your material, know/analyzed your
audience and your preparation is meticulous
• Personal appearance is also important – “if you look good – you feel
good.”
• Self-confidence
• Remain focused and maintain high levels of concentration and manage
your emotions and gestures.
• Repeat positive affirmations
30. MATERIALS, VISUAL AIDS AND
TECHNOLOGY
• Ensure that your materials are relevant, appropriate,
suitably pitched, support the achievement of objectives
and value adding to the audience.
• They should be a quality product – provide accurate
information and free of errors. Pay attention to the finer
points - “Sweat the detail”
• Design materials to help people listen – organize, illustrate
and repeat.
• Critical success factors (with visuals)
• Ways of adding variety
31. REHEARSAL
• It is vital to practice, practise and practice (some more) – in front of the
mirror, for a spouse/colleague – to ensure successful delivery of your
presentation.
• Saying the words out aloud helps you to hear and pick up on any flaws,
which can be rectified. It also enables you to work out and ascertain the
following important aspects of your presentation:
Pacing/tempo
Timing/duration
Coherence
Logical structuring
Sequencing (of your thoughts and ideas)
32. POWERPOINT SLIDES
• Avoid “Death by PowerPoint.”
• Receive training in the use of Powerpoint – it is a specialized, computer skill
• Use one slide per main point
• Don’t clutter the slides with too much information (use bullet points only)
• Practice (as part of your rehearsal) the transition between the slides
• NB: Remember visual aids are for the benefit of your audience, and not for your
convenience to read information from word-for-word
• NB: Forget High-tech, media centred presentations - rather focus on a HIGH
TOUCH presentation. Your interaction, rapport, “chemistry”, engagement and
connection with the audience will differentiate an average from a memorable
presentation.
37. STARTING THE PRESENTATION (WITH A
BANG)
• Get people's attention (refer to AIDA)
• Welcome them
• Introduce yourself
• State the purpose of your presentation
• State how you want to deal with questions
• Try to find a friendly face in audience (to relax your nerves)
• High impact (captivating and/or startling), good impression
(credibility) and try to win over (persuade) the audience
38.
39. BUILDING CREDIBILITY
• “Credibility = Integrity + Expertise.” Sender credibility
refers to the attitude that the receiver has toward the
perceived trustworthiness of the sender’s statements.
Sender credibility has several dimensions:
Reliability of the sender as an information source, in terms
of dependability, predictability and consistency
Sender’s motives
Expression of warmth and friendliness
The majority viewpoint of the audience, in respect of the
sender’s trustworthiness
The sender’s expertise on the topic under discussion
The dynamism of the sender, the assertive and empathic
sender is regarded as more credible as a passive sender
40. DELIVERY OF THE PRESENTATION
• Structure:
Tell the audience what you are going to tell them
Tell the audience
Tell the audience what you told them
• Mastery of non-verbal communication:
Voice
Gestures
Eye Contact
41. PROPER VISUAL TECHNIQUE
• Ensure proper and effective technique during the
utilisation of visual aids and equipment.
• Learn to direct the audience’s focus where you want it.
• When you use visual aids, the audiences’ focus is
divided. To ‘win them back” you need to redirect
focus. This is usually done by closing down the visuals
and/or taking a step or two towards the audience.
• Seamless, well-coordinated and efficient transitioning
between visual cues/slides
42. QUESTION RESPONSE AND HANDLING
• Anticipate and prepare responses to typical questions
• Demonstrate active and attentive listening skills
• When you get a question, comment on it first. This will give
you time to think.
• Refer to question response and handling technique guidelines
43. PRESENTATION SKILLS ASSESSMENT
CRITERIA
• INTRODUCTION
• SELF MANAGEMENT
• AUDIENCE
• MAIN/KEY POINTS
• PRESENTATION and COMMUNICATION SKILLS
• NON VERBAL COMMUNICATION
• VISUAL AIDS/MEDIA and TECHNOLOGY
• CONCLUSION
• OBJECTIVES and PURPOSE
• QUESTIONS