For day 16 of my F.O.O.D. Advent Calendar I’m thinking about online presentations you may need to make. Don’t let yours be full of lumps and bumps instead use my SIEVED technique!
Structure – think beginning, middle and end, like the news – tell them what you’re going to tell them, tell them and then tell them what you’ve told them.
What’s going to create interaction on either an emotional or physical level? A personal story? What can you get them to do to demonstrate the point you’re raising? Use polls, quizzes etc to make it more interesting
If you don’t show energy and passion for what you’re doing, why should others! Check out your energy level by recording yourself and giving yourself some critique!
Warm up your voice with some exercises before you get online. eg Peter Piper gets your mouth moving!!
I often hear people saying how difficult it is to engage online. Think of technology as just another medium. Let your personality shine through as if you were face to face. Lean forward and look into the camera, sit back and listen so that you can then take in the whole screen.
Finally remove any distractions for your audience. If in doubt, have a plain wall behind you.
It’s day 10 of my FOOD (Fixing the Out of Office Dilemma) Advent Calendar and I’m using WILDRICE to help you delegate better. It’s so easy to think I’ll do it myself as it will be quicker, better etc. But then we can’t do everything without eventually feeling stressed out! Here are some great ingredients to help you.
First of all the What? What is it you want to achieve from delegating this activity and why? Have clarity on the jobs you must do and those that others can learn and be involved
Consider the individual, their strengths and what they will bring to the task
Remember it’s about delegating the authority whilst retaining responsibility, so think about what you need to have in place to be able to let go and allow the person to get on with it!
Delegating something to someone else because of your poor time management only sets someone else up to fail. Make sure you both set an achievable deadline for the task to be completed with regular updates along the way
For the person to do the job well, what resources do they need? This could be time, support, training etc – I often find it best to ask the person what they think some of the challenges so that we can plan the support
You will get the best results through giving clear instruction. I don’t necessarily think it’s about the ‘how’, but links back to the ‘what’ you want to see achieved and to what standard. I often ask the question, ‘how do you think you’ll approach this?’ to find out whether I’ve missed any vital information
Check-in and coach. At our meeting I ask the person to set the check-in dates so that we can review progress. It helps with the letting go element as the person feels more in control of the process. However if their dates are too close to the deadline I’ll suggest we meet sooner!
Finally when the activity has been completed always get together to review. Understanding the education of what’s gone well and what could be improved makes it a conscious thought process for the next time
It’s day 3 of my Advent Calendar and I’d like to share my CRUST technique to help with you manage your team remotely, our new reality! CRUST is a nice metaphor, as to me, it feels that it envelopes all the goodness within.
C is for collaboration. A great team works together, whether they’re together or a part with mutual respect a willingness to balance group and personal goals. Something we’ve really needed this year.
The R is all about being responsive. When someone needs help in your team, it’s about being quick to act in an appropriate way.
Understanding your team means that you don’t take a one size fits all approach. By getting to know each of them individually you’ll have a greater clarity of what will work of some and not for others.
When we’re in the office, we can easily turn to others to ask for help to complete a task. For us to be able to work best, we need to know the skills and capabilities of everyone.
Finally the T is all about Trust; the foundation of working together as a team. During the pandemic, managers had to learn quickly to manage the fine line between micro managing and not being in touch enough. Think regular 121s and then the autonomy to get on with it!