Posts Tagged ‘Communication Skills Training’

Improve your investor pitch

Pitching to investors? How to make a difference.
Posted on 27th November 2017 in Investor Pitching

This is your time to shine and show the best of you and you only get one chance.

Investors and VCs have made an initial judgement about you from your plan. This next step when they get you in to meet you is all about finding out who you are as a person, almost like a first date. If you are successful they are going to be working together with you for a number of years so they want to get a sense of you. It’s about chemistry and who can work well with who. Are you compatible with this person or are they going to drive you mad? Investors look for people who will make good partners, who are open to feedback and don’t get too defensive. They want to see YOU and YOUR personality. They DO NOT want to watch you read through a power point presentation. They can do this themselves.
Investors are going to be judging you from the moment they see you to the moment you open your mouth and start speaking. They want to see how passionate and enthusiastic you are about your proposed business and the industry you have chosen to work in. How much you genuinely know and have experience of. Are you dying to do this business and work hard with strong, solid commitment to the project?
  • Do you have the charisma to sell ideas and products?
  • Do you have the charisma and energy to lead and inspire teams?
  • Have you got the stamina to take this business through into the long term?
  • Are you calm under pressure, solid and trustworthy?
  

Your investor pitch has got to communicate the best of you.

REHEARSE, REHEARSE, REHEARSE
Consider first how you want to be perceived. How do you think an investor wants you to come across?
If you are a very exuberant, bubbly person with oozes of energy you most likely need to tone down the excitement and balance your exuberance with a calm presence which shows you are serious and committed to business.

If you are a serious character who is more process driven, you most likely need to practice speaking with energy and enthusiasm as you want to inspire this investor audience.

If you are a softer character, who can be emotional, you need to prove that you have the strength to drive a business through the ups and downs which all businesses go through without losing control.

Looks aren’t everything but first impressions are so carefully choose how you present yourself. If you would never where a suit and tie then don’t start wearing one now as it won’t look or feel like you. Most people can’t get away with dressing in a white t-shirt and jeans as Mark Zukkerberg but you can dress as the smartest version of your best self. Dress to impress in the most relevant way to you and your business.

How to do your best performance

  • Be the best of yourself
  • Look the part
  • Be enthusiastic
  • Be calm
  • Be considered
  • Show strength
  • Show charisma
  • Show flexibility
  • Show stamina
  • Don’t rely on powerpoint
  • Rehearse, Rehearse, Rehearse
Overall you’ve got to get the investor to trust in you and to like you. You’ve got to create rapport to get them to invest in you. A CEO who lacks a skill based competency such as a financial or technical can overcome this through training or by hiring the right complimentary talent, but character is less malleable.

 

TRUST BEATS COMPETENCY. COMPETENCY BEATS LIKE. LIKE IS WHERE IT BEGINS.

 

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

Storytelling tips

Storytelling Tips: Learn to Tell Your Story…
Posted on 27th July 2017 in Keynote Speeches, Public Speaking, Theatre & Drama

Storytelling is one of the the oldest and most alluring forms of communication. Human stories, engage emotionally as opposed to offering flat, technical, esoteric text or speech which most people will struggle to relate to. We identify with characters, scenarios and emotional responses. Journeys or adventures in other words.

All drama, stories and journeys require characters meeting challenges. Sometimes they overcome these obstacles, sometimes they don’t. What is intriguing and alluring for us – and why we love to watch films, TV drama and theatre – is how characters overcome their obstacles. Many different strategies may be used. The “How” is of more intrigue than the “What” much of the time.

Tips for Effective Storytelling

  1. Have a central or key message. Sum up what it is you want the world to think or do differently as a result of hearing your story. Just like a presentation or keynote speech there has to be a point to your story.

2. Be distinct. There are only so many different storylines out there. Some within drama and theatre assert there are only six or seven staple stories whatsoever. Yet the plethora of films on offer, for example, would have us believe that there are many more storylines. The lesson is to be purposefully as distinct as possible in the way you tell that story. There are filmmakers and artists who, even with the backdrop of

3. Be bold. Don’t be a lame facsimile of what has been done many times already or of what happens to be flavour of the month. Storytelling works best when someone takes a risk. Don’t be afraid to shock your audience..!

4. Be succinct. Hemingway’s classic six word mastery of storytelling manages to conjure characters, challenges and context that reside only in our imaginations. “For sale. Baby Shoes. Never Used.” Just like the very best advertising copy.

5. Be curious. Don’t set out to re-hash whatever others are doing. Instead follow your innate curiosity. What is it that occupies your thinking at the moment? How does that relate to your business objectives? Is your thinking congruent with those objectives?

6. Be aware that great storytelling evokes images, sounds, memories and emotions in the audience. And people tend to buy based on emotion, not cold, hard logic.

7. Do portray a problem-solution through your storytelling. Remember we watch drama to see how characters deal with situations and how they try to reach their objective. Think of your business as such a character within a landscape of narratives.

Storytelling is a Transferable Skill

Storytelling can work wonders for keynote speeches, presentations, pitches… It can be the difference between merely turning up and going through dull slides and being remembered because you had a story.

“Drama is like a dream. It is not real. But it is really felt.”

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

role play effectively

Role Play – Learn How to Role Play Effectively
Posted on 19th January 2016 in Communication Skills Training, Critical Conversations, Emotional Intelligence, Leadership Development, Role Play

Role play exercises are commonly used as part of recruitment processes, assessment centres and leadership development programs, usually centering around a relevant yet fictional case study. The aim of using role play is generally to see how you manage people, behaviours and how effectively you communicate and engage with somebody else – be they a line manager, peer, direct report, potential customer…

Often as a candidate, you are told the character you will be role playing opposite, say the CEO of a prospective client firm, is actually a professional actor. In the case of development and leadership training programs, the actor may also facilitate the session and offer time outs where needed and provide feedback after the session. But more usually you will find that there are other observers, managers and facilitators in the room whose job is to observe and record everything that goes on in the role play meeting. This is especially the case where recruitment and assessment are concerned.

Having been the role player over 1000 times and also assessor, facilitator, program designer on countless occasions, I thought I would share some tips on how to role play effectively.

1. Effective Introduction

Do relax, smile, shake hands etc. or whatever you would do in a normal meeting. Do listen from the outset to the character you are meeting. How is their energy today? What kind of mood are they in? What is it that they need? Adopt an open, inquisitive perspective from the outset.

2. Rapport & Relationship

Building strong relationships is often cited as one of the most fundamental aspects of business. The first meeting with a prospective client or even regular catch up with a team member are all opportunities to strengthen that bond. So don’t focus solely on “the issue”, whatever that may be. Take an interest in the person sat opposite you – even if you think you know them well, who are they today, right at this moment? This is just as relevant if having a difficult conversation.

Many people in role play exercises simply offer a cursory greeting, pay no attention and then jump into what they think the case study wants them to achieve. That frankly is the difference between a leader and manager. The skill we look for in role play exercises is building rapport throughout the conversation, whilst staying on point re: whatever needs to be discussed. Too many people try “How was your flight?” then move straight into whatever they want.

3. Shared Agenda

If you have called the meeting, you will obviously have points to address and/or a message to deliver. That’s great. But do not forget to ask for the other person’s input. And crucially this should be done at the beginning of the meeting. Scribble down the salient points that you both want to cover. Too many times, I have seen people in situations where they fail to do this and launch into their own agenda, ignoring and alienating the needs of the other. It’s not rocket science so remember to take a moment to invite their perspective.

4. Listen & Pause

Listening effectively is really easy as you simply place all your focus on to the other person. Simple right? Why then do the majority of people in role play exercises fail to listen adequately? And I’m talking about senior partners in law firms and professional services as well as C-level directors..! It seems therefore that listening is a skill we can consciously develop. As actors we are screwed if we stop genuinely listening on stage. The trick is to park our inner monologue and focus on not only what is being said, but how it is being said.

Similarly don’t be afraid of pauses in the role play. A lengthy pause is often the moment the other person is really thinking hard about what you just said so allow them the space to think. Chances are that pause is where a change of thinking will actually occur so the last thing you want to do is break it.

5. Energy Matching

We do this unconsciously all the time. We see a friend who we had, until seeing them slumped at the bar, figured would be in their usual jocular mood. We instantly make an adjustment and decide to not go for the hi-five (or whatever). The trick is to do this consciously. So, you’re meeting a new client for the first time and have no idea what they are like. If you find they are chatty and personable, then mirror that relaxed energy. Conversely if they are brash and impatient, then cut to the quick. The point is to be able to flex your own style in the moment and to be aware of this – improvisation in other words.

6. Questioning

Learn the difference between open, closed, multiple and leading questions. So many people ask a series of closed and lengthy, ineffective multiple questions in trying to get to dialogue in role play. It’s really much easier than that. Ask a short, pithy open question when you need to unearth information or fully understand the other person’s perspective. Closed questions work for clarifying – “Was it red or black..?” And leading questions – “Well I really don’t think that they offer anything of value, wouldn’t you say?”

7. Agree Next Steps

When all perspectives have been shared and discussed, perhaps you’ve been able to negotiate where possible and reach agreed next steps. Do ensure that next steps have actually been mutually agreed upon by checking in with the other person. A common role play mistake is to assume buy-in and launch into “Well that’s all settled then…” mindset when actually things have not been agreed… because you didn’t listen…. because there was no trust or rapport…!!

What works well here is being crystal clear about ownership and who is tasked to do what, next. Lead by example and take ownership of relevant points that you need to in the role play.

8. Summarise & Close

Offering a summary of what has been discussed, any changes made and next steps agreed on allows everyone to take stock and helps to articulate what progress has been made over the last 30 minutes or whatever.

Role play can be strange and seem artificial with observers in the room, watching your every move. It can also illuminate habits, typical behaviour and communication approach. Invariably a role play with an experienced actor/trainer will result in very useful and relevant feedback which is priceless.

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

narcissist nightmare boss

How To Cope With Your Nightmare Boss
Posted on 29th November 2015 in Change Management, Communication Skills Training, Critical Conversations, Emotional Intelligence, Management Training

The Narcissist can often be found employed in a senior role – I was somewhat surprised to learn this as I figured authoritarian leadership had had its day. It’s difficult to say if this personality attribute has specifically helped them along the way to the top. We all possess some narcissism, indeed we all need an element of it in terms of being able to use and display a degree of agency in the world.

“It’s not easy being superior to everyone I know” – anon

What is a Narcissist?

An individual characterised by craving to be the centre of attention constantly, a very extreme form of self-centredness, having grandiose fantasies of one’s achievements and talents and consequently lacking care and concern for others. Like confidence or self esteem, we all need a dash of it, so we’re all somewhere on the spectrum. But a considerable excess results in behavioural challenges for everyone which is even more acute when the narcissist in question is your boss..!

Narcissists typically:

1. Score low on compassion
2. Are terrible listeners because it’s all about them and don’t you forget it.
3. Don’t take kindly to criticism
4. Believe it’s everyone else’s fault so are incapable of saying sorry, my bad, apologies…
5. Manipulate others in order to get whatever they want
You might be able to walk away from this person in your social life, but if the world of work has thrust this dynamic upon you and especially if you have a nightmare boss, then you’re going to have to find a way to cope. How?

How To Deal With a Narcissist Boss

1. Remember you’re not going to be best friends, (although narcissists can be very charming to get what they want) and that the narcissist’s behaviour affects everyone in their orbit – as a consequence nothing they do should not be taken personally

2. Avoid blaming the narcissist too directly for anything. If a workplace issue arises, use a simple open question to frame the problem eg. “So why didn’t we win the pitch?” “What was the main reason?” etc.

3. Use statements like “I feel…” or “When x happens, the impact on me is y…” By articulating the emotional impact on you of a workplace issue, the narcissist is immediately uncomfortable – they have a tendency to avoid opening up emotionally and feel uneasy when those around them do, which is probably connected to deep seated low self-esteem. But whatever you do, don’t point this out to them..!
4. After any work related challenge has been assessed, the narcissist may feel stuck in problem mode. The best way forward is to be positive and present solutions. If a range of potential solutions can be offerd up, so much the better. The narcissist can often get fixated on just the problem, only their place in the team or perhaps only one possible solution. So by offering up a range of possibilities you are gently nudging their inflexible mindset into considering other approaches.
5. Massage their ego whenever there isn’t a better option – dangerous as you further embed their sense of superiority but hey you’re not their therapist, you’re just trying to get through your working day.

Empathy

Narcissists often lack empathy, focus on themselves, struggle with relationships and lack trust in others. A lack therefore of fundamental leadership skills. So as hard as it may be, spare a thought for your nightmare boss – surely it’s not easy being so emotionally disconnected? Your empathy and problem solving could win the day and ensure you don’t lose your head in dealing with it all.
Try this quick personality test to see how you score on the narcissist spectrum http://psychcentral.com/quizzes/narcissistic.htm
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

choosing habits success

Habits – Choosing Successful Habits for Self Development…
Posted on 17th November 2015 in Communication Skills Training, Executive Coaching, Leadership Development, Management Training

 “We are what we repeatedly do. Excellence, then, is not an act but a habit” Aristotle

Habits are certain embedded patterns of thought or action. Something we replay over and again automatically. They can be conscious or unconscious actions. Procrastination is a particular habit of mine. It took me ages to get my act together to write this blog post today..! 

The advertising industry has long understood how to introduce consumption of products to us via Inculcation – repeated messaging until our subconscious demands we buy anything and everything with Peppa Pig splattered on it – seriously, watch the trance kids go into anytime the famous pig is on TV and the consequent “must buy impulse” triggered when they see related merchandise. For my own part I have managed to make cycling, herbal tea and yoga regular habits. But I’ve also started cracking my knuckles and still get the odd chocolate bar in. Maybe every time we succeed in introducing a positive change we also get a corresponding negative habit to balance things out..?

Established Patterns

“Bad habits are like a comfortable bed, easy to get into but hard to get out of” Anon

Changing or breaking any habit needs to begin with awareness and identifying these repeated patterns or routines that exist. This can be trickier than it sounds as our ego does its utmost to reject that smoking twenty cigarettes per day is actually an entrenched pattern resulting in self deluded commentary such as “Oh smoking? No that’s not a serious habit for me. Honestly I could give that up easily. No, I need to focus on my habit of never calling people back, it’s terrible.” These are deeply entrenched and defensive positions – it’s taken potentially hundreds, thousands of repetitions to establish the current habit – where we fear being exposed, losing our not so secret crutch and dread our world changing forever. Change however, is the only constant.

Going to the gym regularly, meditating for 15 minutes in the morning…. are all habits too. It’s just that they result in positive and societally approved change. Which is why we desire them but they take commitment and hard work so just one more pint and fag and I’ll catch you up on that hill run..promise..!

Charles Duhigg’s illuminating book How Habits Work http://charlesduhigg.com/how-habits-work/ cites the trigger, routine, reward loop which goes a bit like this:

1. Trigger that kicks things off

2. Routine ie. the habit/behaviour itself

3. Benefit received from the action/behaviour

Changing Behaviours

As this is the way in which habits bcome cemented within us, it is also the way to establish new behaviours. So if the sight of a Crunchie wrapper near a waste bin in the street means we have to get that sugar hit NOW as an immediate Pavlovian response is activated, then similarly we need to consciously introduce different visual triggers into our world – a bowl of cashews next to the fridge, satsumas next to the pc, gym kit ready and waiting next to the door etc. if we are to ever change our ways.

As is well documented sheer willpower alone doesn’t work for most of us. We are magnetically pulled back into our well practiced old behaviours unless we go out of our way to create systems that actively promote the new way of doing things. A self created advertising campaign aimed at just ourselves.

Coaching as a Solution

“All bad habits start slowly and gradually and before you know you have the habit, the habit has you” – Zig Zaglar

Working with a trusted coach can help to identify existing habits, clarify new goals, work out the road map to achieving those goals and crucially provide ongoing support and guidance. Is it any surprise then, that most successful people and many of those in positions of leadership use executive coaches to help them in reaching their goals? Not really.

 

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

 

office politics blame game

Office Politics – 5 Steps to End the Blame Game…
Posted on 26th October 2015 in Communication Skills Training, Critical Conversations, Emotional Intelligence, Employee Engagement, Executive Coaching

“Hell is other people” – Jean Paul Sartre

Office politics – we’re all used to this at least playing out in the background of the workspace like a constant din where different personalities crash into each other – if we’re not directly involved ourselves that is. So, how do we set about nullifying poisonous office politics and creating a more wholesome atmosphere?

1. Start with the heart – get everything out in the open. Yes, it’s easier said than done but what’s the alternative? To let toxic office politics get even worse until people start handing in their notices? Allow everybody to say what they need in an open a way as possible. Everyone in the team or department will either be involved or aware of issues and conflicts. So, it’s vital that everybody speaks and equally vital that you as a leader listen and accept that everybody has a right to their own perspective.

Emapthy is Key…

2. As with all conflict resolution, plenty of empathy and understanding is needed from the leader/manager in such situations. Also, it’s advisable to ask short, open questions to unearth information, get specifics and show that you care and want the best for all involved.
3. Then comes the hard part. Take responsibility for your failings that have contributed to the malaise of office politics. This will set a standard and shows that you’re human. Too many managers and leaders chuck edicts from the anonymity of their cosy managerial office without getting stuck in. In short, if you want them fixed then take ownership of the problems.

Re-Focus Goals…

4. Re-focus the goals – what were those organisational, team and individual goals that everyone was working towards or at least supposed to be working towards? Emphasise the individual goals – ie. what’s in it for everybody. This should be the main motivator to get things back on track.

No Repeat Office Politics…

5. Now everyone can see the wood for the trees and issues have been owned, it’s time to ensure that things don’t go the way of those toxic office politics again. The best way, once again is to involve all the team members in contributing to the best way forward. Once agreed it’s up to the manager/leader to take the reigns in monitoring how things are going and to offer coaching and expertise when/where needed. In other words, frontline leadership.
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

creativity learn improvise

Creativity – Learn to Improvise and Boost Your Creativity…
Posted on 1st October 2015 in Communication Skills Training, creativity, Emotional Intelligence, Leadership Development, Theatre & Drama

Creativity and true innovation are often cited as fundamental for any organisation wishing to grow and evolve. But just how do you get “creative?”

A lot of creative expression requires the will to break form and take risks. However, most corporate cultures are so control-minded that any true creativity is stifled from the outset. This then requires companies and leaders to take a very large step back to assess how they think and operate on a macro level and to make massive changes in order to dismantle existing cultures and nurture environments where creativity can actually take place. If creativity is essential for business, then most businesses need to change dramatically and soon.

Conscious and Subconscious Mind…

Much of creativity is about suppressing the conscious mind, thus allowing the subconcious mind to play and express thus resulting in new ways of looking at things and fresh perspectives. In other words it’s about turning off the critical, analytical brain. Not that the ability to critically assess and analyse isn’t valuable, just that in our world and especially in business those skills have been favoured over creativity for too long. What is needed is a happy balance.

Improvisation

Improvisation in the theatrical sense unleashes creativity of the participants yet has rules and structure, like any game, and so is not quite the creative free for all that many may think of it as. However, in improvisation rules aren’t rules as such, they’re more like guidelines. Those new to improvising often get caught up focusing on the supposed rules whereas if a freer, fearless, go with it attitude is adopted then then creativity is allowed. And that’s the key thing – to ALLOW creativity to bubble up, because believe it or not we are all creative beasts. It’s just that some of us have put more layers of stuff between us and that creativity than others.

Theatre and Actor-Led Games

How then, do you improvise? Well there are many actor led games that can be adapted from the world of theatre and the rehearsal room for the benefit of organisations. Most games are simple and can be played by anyone. These games can be entertaining and unifying. The more you are prepared to put your ego aside, the more you open up and the more creative you become.
“There are people who prefer to say ‘yes’ and there are people who prefer to say ‘no’. Those who say ‘yes’ are rewarded by the adventures they have. Those who say ‘no’ are rewarded by the safety they attain.”
― Keith Johnstone, Improvisation Guru
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

feedback is crucial

Feedback – Receiving is as Crucial as Giving…
Posted on 8th September 2015 in Critical Conversations, Employee Engagement, Executive Coaching, Management Training

Feedback is important as we all know. Both giving it obviously and perhaps less obviously the manner in which we choose to receive it. We all know that giving effective feedback is important and a valuable leadership skill worth developing. Less is said about receiving it though. People are often resistant to receiving developmental feedback, especially if coming from somebody they have had a difficult relationship with. We can however, develop the skill to receive it within ourselves, to the point where we can take positives and worthwhile developmental feedback even when it has been badly delivered.

How To Receive Feedback…

1. By raising our awareness of our own typical behaviour or reaction in given situations. This is far easier said than done as it requires huge self awareness and a level of objectivity about self that few truly possess. However, if I always react with inward derision when say Jeff the manager says anything, then feedback from Jeff tends to be met with the same derision. If I can raise my awareness of this tendency and then try to filter it out when Jeff gives me feedback, then I stand to gain from any valid points he may make as I’ll be open to actually receiving them. 

2. It is quite possible that somebody I don’t like can give me effective feedback which I reject out of hand because of who they are. Pretty much all our interactions with others are subtle status transactions. Therefore, it’s important to try to separate message from messenger as best we can. I should try giving myself the relevant feedback in advance of meeting up and as though I were Jeff – What is he likely to say? Why? Based on what? How accurate a reflection do I think that is? Remember that we actively choose to like or not like individuals and consequently that colours how we view communication with those people.

Establish Dialogue…

3. Establish dialogue and ask questions about the communication and message you’ve received. Get to the specifics of what has been observed and what specific changes are being requested. That way, you’re far more likely to discover any positives to take away. What was said or done? What was the consequence of that action? Was it all positive or negative? How would you suggest things could be done more effectively? Using simple open questions and a coaching approach will elicit the specifics
4. Ask for feedback informally throughout the year instead of waiting for the annual appraisal or performance review. That way you get bite sized bits of feedback, which are far easier to swallow than than one big load annually and you can act on them straight away which should then improve relationships and results. By taking this approach you’ll come across as appropriately proactive and wanting to learn which generally goes down well too.
We have all received feedback numerous times, regardless of how effectively it was communicated. There is real responsibility for leaders to create a culture where people are mindful of how they receive it as well.
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

Art & Business

Negotiation – How to Negotiate and Get Paid More…
Posted on 26th June 2015 in Communication Skills Training, Critical Conversations, Leadership Development, Management Training

Negotiation is a fundamental skill and something we do all the time in life, sometimes unconsciously. Even more crucial to negotiate well when you want a pay rise. The key to successful negotiation, regardless of what is at stake is navigating the other person’s emotions. So our old friends active listening, empathy, rapport, behavioral change, mirroring energy….all come in useful here.

Some Don’ts…

  • Don’t be afraid to admit and be explicit about what you want. Too often people feel it’s too aggressive or too forward to state in simple terms what they want.
  • Don’t do all the talking in a negotiation. Ensure it’s a dialogue. Use open ended questions and listen to the answers, regardless of how different they are to the ideal answers you have in your head. Listening and observing as you listen are vital – this keeps you in the moment as opposed to formulating your next statement.
  • Don’t say I love this car and then ask for a discount when they can see you’re already emotionally attached. Instead try “I really like this car but it’s out of my budget. What help are you able to offer?’

Things to Try…

  • Be assertive, not aggressive or passive. Remember that assertiveness equals acknowledging and respecting other people’s rights and feelings whilst maintaining your own.
  •  Know your audience – do your research and homework, then formulate a plan and moderate your behaviour accordingly. Try to tune into their frequency rather than doing what you always do. actors always place their focus on their acting partner in a scene as whatever I do or say next depends on whatever you do or say now. So what are their needs, hopes, fears?
  • Acknowledge any emotion in the room – “I’m hearing that this means a lot to you” or “I see this puts you in a difficult position” type statements go a long way to furthering rapport and building mutual trust during a negotiation.
  • Express what you want in terms of the other person’s needs. eg. rather than say “I want X amount” try ” If I have salary X that will enable me to commit fully to the new project”
  • Have a plan B up your sleeve. Have your ideal outcome in mind and also a scenario that you could live with. This makes getting the ideal “plan A” less desperate, less of an all or nothing mission.
  • Do be prepared to walk away from the negotiation if any deal doesn’t fall between your parameters of acceptability

Be Open and Sincere…

Aim to be open and sincere and never aim to rip anyone off – such gung ho, short-termism is poor negotiation which may come back to haunt you. Remember that building a potentially fruitful long term relationship is far more valuable than getting a one-off good deal.
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

productivity tips

Productivity – Go Further, Faster Tips Part 2
Posted on 20th May 2015 in Change Management, Communication Skills Training, Employee Engagement, Executive Coaching, Leadership Development, Management Training

Productivity remains an important facet of getting things done… Here are 10 more practical tips to help you get more done and to get it done better…

Meetings…

1. Have meetings where everyone is stood up – everyone stays awake, engages more and the meeting will be shorter with greater productivity

2. Never book a meeting for longer than say 60 mins max and stick to it. most meetings result in a lot of repetition, so save that time… meetings are time vampires. work gets done in the time available anyhow
3. Do it now. it’s never the right time to start a new project/idea, so just get on with it NOW or it will remain a dream – build it into your goals and then break it down into chunks. These chunks need to appear on your next daily to do list
4. Multi-tasking has never existed, it’s a fiction so stop pretending that you are any good at it. You may be good at flitting between different tasks at best. focusing on one thing at a time will get you further. Then as soon as that task is accomplished move to something else and repeat… This is the way to maximise productivity.

Goal Setting…

5. List long term and short term goals ie. things you want to achieve beyond the usual hum drum daily stuff. Now write your weekly or daily to do lists. Ask yourself if your daily/weekly lists are contributing to your goals. if not, how can you adapt them so that they are? Every to do list should have at least one inclusion of something that will get you nearer your goals.
6. Build an “interruptions window” into your day – it’s inevitable that unexpected issues will arise to knock us out of any well set rhythm. Try to group these interruptions on a separate list and deal with them in during a dedicated 30 mins “interruptions window” just after lunch.
7. Have more face to face conversations and telephone conversations than email. You hear the other person’s vocal tone, stengthen relationships in a way that email cannot and this way you don’t build up a stockpile of emails you have to write, read and then write again which feels like work. Often one real conversation can do the job of a 6 email tennis rally

Just Do It…

8. Just do it – acknowledge any resistance you may have towards certain tasks, situations and people. say to yourself “No, I really don’t want to do this because….” Then, do it anyway. The trick is to not delay and have a whole pointless debate in our heads.
9. Idling time is actually very valuable and a great source of creativity. Just be consciously aware of when you are idling and when you are getting stuff done. Strange to think of this as yielding productivity but don’t underestimate conscious idling time.
10. Clear out clutter – in your office, files etc. keep only that which is absolutely essential. this frees up physical and mental space. Just seeing heaps of old stuff sitting around strangely puts the brakes on progress and productivity.
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication