A big challenge when presenting in PowerPoint is the dual task of creating content and delivering authenticity simultaneously.
While the slide may contain information, it is not your whole message: the total message is what you say and how you say it. This balancing act creates a dilemma that pulls at two distinct disciplines: creativity and delivery.
You can simplify this dual challenge by preparing not only your message but also your delivery in advance. Sharpen your message as you do your slides and the presentation will come more naturally. You will be ready to engage your audience.
Humpty Dumpty sat on a wall.
Humpty Dumpty had a great fall.
All the King’s horses and All the King’s men
Couldn’t put Humpty together again.
But maybe someone in human resources can!
I was reminded of this nursery rhyme when I received a query from an HR manager seeking advice on how to help one of her colleagues. An email announcing news of a reorganization had unsettled employees. It fell to the managers to calm everyone down and try to restore team effectiveness and performance.
This story is not unique; it happens in large and small organizations regularly. People in charge release information in ways that demonstrate a profound lack of sensitivity toward individuals and teams. The communicators, very often senior leaders, mean no harm; they are merely acting without thinking enough about what they are communicating. And so when things are communicated poorly, it falls to managers on the ground to “put Humpty together again.”
If you find yourself having to smooth over a bungled communication, here are some things you can to try to set things right.
Acknowledge the problem. People are upset and confused. You need to note their disgruntlement. To ignore it is to be as rude as the communications directive.
Leaders can sometimes communicate more without words than with them. What matters is poise and conviction.
That came to mind as I watched Kevin Bacon’s performance in Taking Chance, an HBO movie based upon Lt. Col. Mike Strobl’s moving account of escorting a slain Marine, Lance Corporal Chase Phelps, to his final resting place in Wyoming. While Bacon has the lead role, it seems he has no more than 10 pages of dialogue to deliver and most of that in one to two sentences at a time. Without the benefit of words we see the compassion he bears for the young Marine, the conflict he undergoes because he is not in combat himself, and the strong bond for service he carries.
What Bacon’s performance reminds us is that a leader need not always use words to convey meaning; non-verbal cues often say more than words can ever do. Unfortunately, too often non-verbal cues are displayed to the wrong effect, that is, to display distraction, disregard or even distaste. Those in charge, especially those in very senior positions, must be careful not only with their words but with their body language. Here are some suggestions.
Relax your facial muscles. I once worked with a talented engineer who had a real affinity for teaching others; it was something he enjoyed doing. But since he was new to his firm, people didn’t know him and when they saw him they would see him in his office with his face scrunched up and seeming very intense. His body language said, “Stay away!” In reality he was deep in concentration but with people he could be engaging. He worked on reminding himself to relax his facial muscles. When he did so, he seemed more approachable, and as such was able to connect better with his new colleagues. (Yes, you can practice relaxing your facial muscles by looking in a mirror. This is not vanity.)
There is one advantage that quiet people have over those of us who like to hear the sounds of our own voices. They are good observers.
This is a point that actor Liev Schreiber made about the title character he plays on Showtime’s “Ray Donovan.” During an interview on NPR’s “Fresh Air,” Schreiber said that Donovan’s character, who in Dave Davies’ words “doesn’t say much,” instead spends time taking things in. That is, he listens to what people tell him.
A quiet leader is one who values his own strengths but also has the ability to see the world as others do for one simple reason. Such leaders listen. Knowing how another thinks is essential to persuasion.
Speaking less and listening more is a good exercise for any leaders. It’s an advantage that introverts may have but it is a learned behavior that extroverts can make it work for them.
If you want to lead others, you need to get comfortable with the concept of power. In my experience, emerging leaders sometimes stumble over the use of power for one of two reasons. Either they are too comfortable with it and wield it ruthlessly, or they are so fearful of it they avoid it completely.
Leaders must strike a balance. “The sole purpose of power,” as the great 17th century Jesuit philosopher Baltasar Gracián wrote, “is to do good.” That is as an effective approach because it gets to the nature of what leaders must do: achieve positive results for the organization.
This prescription may be altruistic, but it is not a prescription for avoiding the tough issues. Leaders must often make decisions that will cause pain to individuals, but those decisions should always be undertaken with the intention of helping the organization succeed.
Using power appropriately is the secret to leading effectively. Here are some suggestions (adapted from my book) on how leaders can apply power to enhance their ability to get things done — and done right.
There isn’t much good that has come out of the Great Recession to date except the humbling of some big egos on Wall Street. However, there might be one small benefit that I’ve noticed after doing some coaching with executives pondering next steps in their careers.
Being out of work has forced highly capable men and women professionals to consider what they want to do with the rest of their lives. Some, due to financial pressures, need to get back to work immediately — and so are ready, willing and able to take a job, any job that comes their way. But a good many others, particularly those with more than two decades in the workforce, have an opportunity that has not occurred to them since college: The chance to ask themselves, again, “What do I want to be when I grow up?”
To answer this question, you need to do some homework… on yourself. The five questions below will prompt responses that challenge your assumptions about the way you live your life now — and the way you want to lead it from now on.
Where do your talents lie? Talent is a mixture of ability and proclivity. You have a capacity to do certain things, whether it’s think creatively or keeping a disciplined schedule. At the same time, you have preferences such as working independently, collaborating in teams, or leading projects. Some talents are evident in youth, others emerge over time in the workplace. Recognizing both your abilities and proclivities is essential to your personal growth.
Major change initiatives may bubble up from the ranks, but their success depends upon the advocacy of those at the top. Winning those folks to your side is essential, but it’s not enough. You have to make your influence felt one on one, person to person.
Get involved where you can have the most positive impact.
As a change agent, your challenge is to integrate your way of thinking into the organization in ways that do not threaten individuals but rather complement the goals and strategies of the organization.
Feeling frustrated at work, especially late in the day? Most of us feel this way from time to time. The challenge is what to do about it.
Do what competitive divers do: get up on the diving board and execute a dive in which you excel. Then call it quits for the day.
That advice was given to my daughter, a drop-in diver in a collegiate program. She was a competitive diver in her teens; now that she’s taken up the sport again, she’s struggling to regain her peak form. Diving is a discipline that requires a combination of athleticism, timing, and more than a touch of grace, not to mention strong nerves with equal parts will power.
One day she had hit a wall and was about to leave when her coach pulled her aside and said, “You can leave now if you like, but instead of leaving in state of frustration, why don’t you finish practice with a dive you know you do well?” My daughter followed her advice and ended up finishing practice feeling much better about herself and her abilities.
And that’s exactly what us non-divers need to do at the end of our frustrating day. Things do go wrong, whether as the result of our own mistakes or from those of others, or from a system or process that failed. And whatever the cause, tension builds. To prevent that stress from ruining our evening, or the next day, it’s good to find ways to dissipate it. Doing so at work — before you head home — is a good first step. Here are some suggestions.