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The Importance Of Recognizing And Developing The Best Employees

The Importance Of Recognizing And Developing The Best Employees

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Great employees make great organizations. If your business has a knack for hiring talented employees then you also understand the importance of identifying and developing those employees to be even greater.

Any company that hires people has talent at its disposal. Understanding how to recognize and develop talent is of strategic value. Companies that know how to cultivate talent tend to be leaders in their industry. What follows are key traits of great employees:

  • Winning employees take initiative – they are doers: Great employees don’t need to be told over and over what to do or when and how to do it. They take initiative because it’s in their nature to be resourceful and active. Going hand-in-hand with initiative, the employees that will inevitably be strivers for the organization will also be those who take action and get things done in all other aspects of their lives. Being an achiever is in their nature.
  • They are natural leaders: The signs of a natural leader can be revealed in many ways. A natural leader might be outspoken but they will be respectful. Natural leaders know how to motivate others. They take responsibility. They are constructive. They initiate. They acknowledge others and give credit where credit is due. True natural born leaders motivate others without seeking praise. Always look for those who have the attributes of leader.
  • The best employees look for solutions: High achievers tend to seek solutions in an effort to make things better. They understand the importance of seeking assistance to attain goals. They might look for new ways of doing things. The sign of a great employee is one who looks for solutions and seeks ways to advance methods and procedures. Rather than just complaining about a problem, a winning employee will offer a solution to an existing problem!
  • They have positive natures: Perpetually negative people seldom make contributions of any merit; they’re too busy being adverse and destructive. Complainers are a red flag. But employees with positive natures help others and advance causes. It’s in their nature to do positive things – and that’s good for business!
  • Look for core values and ethics: Those who live by high principles and good conduct will be most likely to observe those core principles no matter what. Within the list of core values are honesty, integrity, courtesy and respect. Having a solid work ethic is also essential. People of high caliber are of value to any organization. Organizations that don’t have good ethics or values don’t generally retain people who do!

There are other key attributes that help identify employees with the most potential. They will be good communicators. They’ll be detail oriented, goal oriented, and organized. Any company that wants to excel needs human capital. Skill, talent, initiative, character, and positive personal attributes are key attributes of the best employees. After all, great employees are at the heart of every great organization!

Mustang Positive Professional Development can help your firm identify aspects of the best employees. Mustang PPD provides services that include team building and business coaching that’s specific to the requirements of your company. Mustang Positive Professional Development is located in the Greater Toronto Area and welcomes all inquiries.


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time-management practices

Best Time-Management Practices For Senior Business Managers

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In today’s fast-changing and fiercely competitive world of business, there isn’t one single successful company president, CEO, or senior business manager that isn’t faced with having to continually sharpen their time-management and priority-setting practices. The most effective business managers must find new ways to excel; a core factor of leadership coaching by professional executive coach Mustang Positive Professional Development in Toronto.

The demands placed on senior business leaders can be intense. The ever-increasing strains of business can make a 24-hour day and seven-day week seem inadequate. Although all senior business managers have methods for prioritizing and managing, the following “best time-management practices” will help augment those practices:

Create a successful mindset in regards to time: How and what you think has a direct impact on your business practices. Certain emotions, though having their place, can be contrary to time-management effectiveness. In the full suite of thoughts and feelings, fear, doubt, anger, and negativity are examples of emotions that are contrary to positive forward momentum. Watch out for those negative, doubtful emotions. Focus on cultivating a positive “can-do” mindset that thrives on positive energy and accomplishments.

Consider an Executive Assistant: A true executive assistant can be a key part of your ability to achieve your goals and get through your days effectively. Related to a successful mindset, the mindset that lets you hire an EA is a positive mindset that values your time as it should be valued. Many Executives in small or medium organizations, or Not for Profit organizations, make the mistake of thinking it’s thrifty and a wise use of organizational money to take on the small things themselves. But how much more valuable is your time spent on strategy and execution of important goals?

Plan and measure your day in increments of time: As the day moves forward and time slips through the hourglass, make sure you’re measuring progress in relation to time. This is about making every minute count. Pay attention to obstacles that thwart progress. Address what needs to be addressed to keep things moving. Numerous factors (including human factors) can sidetrack momentum, and it’s important to address those issues in order to keep the train on track. This should all be done as it relates to time; think in terms of time increments to measure the effectiveness of your day.

Establish a system for daily triumphs: Many things can create obstacles that eat-up time; things like managing emails and other low-level concerns that don’t belong on a priority list can sabotage real accomplishments. Scrutinize how your time is being spent. Delegate! – And hire a consultant to help you streamline and prioritize if necessary. Organize your time and way of doing things for continual, daily successes.

Focus on priorities: When it comes down to what really matters in your day, single-mindedness will work to your benefit. Use all the tools at your disposal to maintain that focus. Insulate yourself when necessary. Delegate where possible. Prioritize at all times. Be as shrewd as you need to be. Don’t let your mind get crammed with processes and viewpoints that are contrary to your concentration. Focus on priorities with relentless attention.

Make sure your activities equal the value of time: This is an important winning mindset. Don’t just think about the value of your time and what that time is worth; think about the value of your organization’s time. It’ll really put things into perspective. If your business has an operating value of $5,000 or $10,000 per hour, then you as a senior business manager need to manage your time in a way that doesn’t diminish that value. Next, try putting a price on your time as it relates to your role in the organization and you’re sure to start economizing on what’s accomplished more than ever before.

There are still other, effective measures that business managers can take to maximize their time-effectiveness. The bottom line is prioritization, action, and control. Senior business leaders need to set boundaries and control their time. Shut the door when necessary to focus. Don’t allow for distractions – and don’t permit time-consuming and time-wasteful situations to draw you away from where your time is really needed.

Mustang Positive Professional Development excels at leadership coaching for senior business managers who need to improve time-management effectiveness and other business management skills. Mustang PPD offers business and career coaching workshops, leadership coaching, keynote and corporate speaking, and more. Mustang Positive Professional Development is located in the Greater Toronto Area and welcomes all inquiries.


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work-life balance

Finding Work-Life Balance For Senior Managers And Executives

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The pressures and demands of work for senior managers and executives can be daunting in the requirements of time, energy, and obligation – and those very pressures will inevitably lead to reduced effectiveness that can compound health-related issues if not properly managed. The answer to these heavy demands lies in the importance of creating work-life balance.

A healthy work-life balance is essential to many of the most important aspects of a person’s life… physical health, emotional health, commitment to family and relationships, involvement in community and, ultimately, effectiveness on the job. Stress may be a reality of life but excessive unremitting stress will lead to diminished health and job performance. Worst-case scenarios of all-consuming job pressures can include reduced efficiency, stress leave, collapse of family, and even substance abuse and job loss.

Various factors contribute to stress and lack of work-life balance; the proliferation of technology and its uses (cell phones and the Internet, to name a few), an unceasing 24/7 timetable, demands for profit and market share, accountability, and more… it all adds up. It’s unceasing – and yet finding balance is imperative to all the benefits of having a well-rounded life. Senior managers can’t afford the risks associated with losing control. How then does one effectively manage work and all the other aspects of life? The answers lie in the very concept of balance, with methods that include…

Define priorities: Senior managers understand the need to prioritize. The all-important step of defining priorities is critical to your well-being and success. Reschedule lesser priorities. Get rid of those that can be delegated. Focusing your mind on the right priorities will clarify your thinking and improve your energy.  Our experience of life is determined by what we pay attention to.  This has been researched and makes practical sense.  So define your priorities – give your attention and time to the things that are important.

One exercise I use in executive coaching uses simple index cards.  As the client and I talk through an issue, problem or opportunity, I write topics on individual index cards.  Then we agree that the topics are the elements of the situation.  From there the client evaluates and expands on his element.  Then we choose which elements (cards) matter now.  Action is planned based on those important elements.  Give it a try.  It’s a very simple method to clarify your thoughts and identify your priorities.

Schedule tenaciously: It may come as a surprise to some people that rest and recreation can be scheduled just as effectively as the tasks at work. Limit yourself to one day timer and use it for both work and home life. Consider reviewing the day’s plan – including for family and personal matters – at the start of each day. You may find yourself getting enjoyment out of planning the time you’ll spend with loved ones or for an evening’s entertainment.

Monitor time: Time allotment must be measured against your priorities and schedule. You can’t afford to be lax in time-management, though some items on your busy schedule may require more-or-less allocated time. Monitor your time like money in the bank!

One way I sometimes do that is to “Grade” my day.  I monitor my time allotment; and at the end of each day I give myself a Grade – A, B, C or Fail.  (Now that I’m more familiar with growth mindset principles I change Fail to Not Yet.  See Carol Dweck https://www.ted.com/talks/carol_dweck_the_power_of_believing_that_you_can_improve).

Create boundaries: This can mean knowing how to say “no.” You as a senior manager understand that you can’t do everything and that you can’t be everything to everybody. This is why you have staff. Creating boundaries will apply as much to home as it does to work. If you’re going to spend time with your spouse and children, learn to say no to other invitations and attractions.

Invest in your health: Don’t ever think that your health can wait. Once you lose your health, all other things will spin out of control. Health is a priority. It leads to longevity, vitality, strength and happiness. Take care of your health through diet, exercise, appropriate rest, and stress management and never put it on the backburner.

Focus on family and relations: Whatever the uniqueness of your life and your circumstances, if you find yourself closing off from family and friends you may just find yourself on the wrong path. It’s a sure indication that things are out of balance. Keep family and friends as a priority, remembering that they need nurturing and attention, as well. It’s good for all involved!

Make time for yourself: We are to some degree designed as autonomous creatures. Between all the commitments of family and business, you’ll need to take time out to nurture your well-being. Find a way to shut out the world, even if only for a fraction of the day, so than you can rejuvenate yourself.

Get the help you need: Whether through personal coaching, counselling, diet management, or whatever, don’t be too proud to think you can “tough out” problems or handle personal challenges all on your own. Your role as a senior manager means having the smarts to find the resources you need to manage aspects of personal life, health, and business.

The importance of having a healthy work-life balance cannot be sufficiently stressed. Job effectiveness, enjoyment, fulfillment, and health are all part of a well-rounded life. Much of what’s involved in finding that balance basically requires the need to establish boundaries while knowing how to apply your available options as you “create” this new life for yourself. Ultimately, you’ll be so very glad you did!

Learn more through the professional coaching of Mustang Positive Professional Development. Mustang PPD offers sessions in business and career coaching, team building, leadership development workshops, as well the unique benefits derived from Equine Assisted Training. Please refer to this website for more info and contact information.


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Conflict Management

Conflict Management – Reducing Work-Place Strife While Improving Performance

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Of all the many benefits of leadership coaching, one of the most helpful regards conflict management; something that can apply to all levels of staff and management for the enhancement of workplace effectiveness and the well-being of all.

Conflict management isn’t simply about alleviating conflict. More accurately, conflict management reduces the negative aspects of conflict while maximizing the positive aspects created by the conflict. In group situations, as might be encountered in business and workplace scenarios, conflict management can improve group awareness and outcomes; thereby cultivating better organizational performance. Equally, conflict management delivers benefits to the individual, which, by example, can include reduced stress with improved personal effectiveness and happiness.

Examples of the various types of conflict include interpersonal (between two people); intrapersonal (which is conflict within an individual); intergroup (that is, conflict between different teams or groups of people); and intragroup conflict (which is essentially the conflict that can occur between individuals in a group or team). Conflict can arise when there are opposing ideas, methods, and strategies. But conflict – and the means by which it originates and is expressed – can encompass so much more. People we work with might be antagonistic or offensive; or they might be excessively demanding and uncaring about our requirements to do our jobs effectively. Others might be manipulative and deceptive, which is certain to lead to conflict. Different outlooks, different ideologies, different personality types, and even different management styles can be sources of conflict.

The ABCs of Resilience at Work” (which can be read on this website) essentially refers to the process of evaluating a situation. This system, in short, takes into account Adversity, Belief, and Consequences. In conflict resolution, this is further enhanced by a methodology that identifies fives strategies as it applies to addressing conflict:

  • Accommodation
  • Avoidance
  • Collaboration
  • Competition
  • Compromise

Developing and employing these skills requires the abilities to effectively employ the methods. In embarking on conflict management to improve work-flow effectiveness and work-related relationships, much can be gained in virtually any workplace scenario. Some of the skills that can be developed include:

  • Awareness of the associated emotions and communication skills that apply to conflict;
  • Understanding one’s own undesirable triggers and inherent conflict resolution styles;
  • Learning how to recognize others’ needs as it applies to disputes and conflict situations;
  • Formulating productive skills that can apply to conflict resolution and conciliation;
  • Developing the confidence and means to apply different strategies in resolving conflict;
  • Learning how to change characteristic counterproductive behaviors;
  • Knowing the techniques to productively address disputes;

Learning and understanding the tools of these various conflict resolution styles and methods help build on improved work-place relationships and effectiveness with reduced stress and greater skillsets for problem-solving tasks.

Professional Leadership Coach Mustang Positive Professional Development in the Greater Toronto Area shares a recent experience regarding conflict resolution coaching:

I recently worked with an executive client who had ongoing conflict with his boss. His plan was to threaten to quit. That is not generally a good strategy. Sometimes leaving a position is the right strategy; but it’s never wise to use quitting as a threat. We spent time helping him ‘Pay Attention to the Right Things’, combined with understanding the difference between a Response and a Reaction.

As described in Psychology Today (Matt James, Ph.D., September 1, 2016), “A reaction is instant… When you say or do something ‘without thinking,’ that’s the unconscious mind running the show. A reaction is based in the moment and doesn’t take into consideration long term effects of what you do or say. A reaction is survival-oriented and on some level [is] a defense mechanism. It might turn out okay but often a reaction is something you regret later… A response… takes into consideration the well-being of not only you but those around you. It weighs the long term effects and stays in line with your core values.”

Mustang PPD continues with what resulted in an excellent positive outcome…

When the time came for addressing the conflict with his colleague, my executive client did not react. He responded appropriately – and legitimately strongly. The result was resolution of the conflict. If my client had reacted emotionally, the result might have been the end of his career with that company or heightened conflict.

Conflict management and conflict resolution are invaluable to best practices across an unlimited number of applications. Learn more today about Mustang Positive Professional Development and the firm’s coaching and team-building services and expertise. All inquiries are welcomed.


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Experiential learning

Experiential Learning: Definition, Trends, And Patterns

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Experiential learning is very much what it sounds like. One definition of experiential learning is learning through experience; by taking an actual experience and applying it to similar as well as dissimilar situations. Experiential learning involves a very conscious and purposeful learning by reflecting on doing. For these reasons and more, it encourages an expansive way of assimilating, thinking, and learning for the individual that can be applied to other experiences.

Experiential learning can apply to an unlimited range of situations, ranging from school to sports to the boardroom. Virtually every profession, every company, and every team and individual can benefit. The processes involved are adaptive, intuitive, and practical; delivering solid, beneficial results to the learner. The methods are fundamental to human learning.

A basic overview of experiential learning can be demonstrated through the following: An individual has direct involvement in a particular scenario – that being, the “experience.” From this, the individual applies reflective observation, which involves an analysis of the experience as it relates to previous experiences and concepts. This then leads to abstract conceptualization to refine existing perceptions. Lastly, the individual engages in active trials and experimentation, thereby applying new concepts and improving skills as part of the learning experience.

The trends and patterns of experiential learning are always moving forward. These trends include:

Learning without Barriers: Barrier-free learning does away with traditional classroom desks and tables and, instead, creates “hands-on” simulation and scenario training, which are fundamental to the strengths and purposes of experiential learning.

Learning by Choice: Professional coaches and facilitators utilize a “challenge-by-choice” approach in learning programs that have been designed to meet the specific goals of every client. Such tailor-made programs encourage active engagement for learners. In cases where an individual might not want to participate in an activity, alternate roles in the training are made available to accommodate that individual.

Learning by Shared Experiences: The “shared experiences” part of an experiential learning training program involves the whole group collectively. This means that everyone, no matter their rank or position, is involved in a creative problem-solving task.

Learning by Silence: Program facilitators are increasingly using the power of silence as a learning tool. What this means is that participants benefit from stillness, reflection, and meditation as part of reflective exploration in the learning experience.

Learning by Doing: Experiential learning involves action. Course participants are encouraged to be proactive through involvement, reflection, analysis, and synthesis. This then is applied to a broader spectrum of active engagement.

Learning by Application: Much like the processes of action and involvement, experiential learning involves using what has been learned. Application through testing and experimentation of new concepts and new ways of thinking is a principal tenet of experiential learning.

Experiential learning is already in many ways the present and future of education. Experiential learning is a means of learning for which our minds have been designed – to take experience and apply that experience across other scenarios and applications throughout our lives.

Experiential learning is part of the suite of services offered by Mustang Positive Professional Development. The firm specializes in business and career coaching, presentation skills coaching, team building, and more. Mustang Positive Professional Developing welcomes all inquiries.


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Business coaching

Business And Executive Coaching: Increasing Workplace Efficiency

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Business and Executive Coaching is used to empower groups and individuals to enhance productivity and effectiveness. Coaching methods may differ, but approaches tend to focus on developing existing strengths, mitigating potential weaknesses, employing a system of “best practices,” and maximizing available talents and expertise. In short, both business and executive coaching employs the greatest use of human and occupational resources to achieve goals. This most often applies to the competitive world of business, though other applications in a broad range of professions and industries will also benefit.

And yet, the two terms – “business” and “executive” – are not necessarily synonymous: There are differences between business coaching and executive coaching. Each serves a vital purpose.

Business coaching has to do with the process and direction of instructing a business on getting from where it is today to where it wants to be tomorrow. Business coaching is largely a strategic course of action that focuses on people and/or processes. This most often regards things like team productivity and efficiency, but the overall focus can apply to such things as business expansion, turn-around situations, new product and service launches, and fundamentals concerning profit growth and market share.

Executive coaching, on the other hand, is most often a one-on-one mentoring relationship between an uppermost senior executive and a professional coach. The goal and purpose are typically to counsel that senior executive on any number of issues. This might include matters concerning company profitability, guidance through a particular set of circumstances, skillset training for that executive, and more. Executive coaching can also involve a team of senior business executives, such as senior managers or directors of a given company.

Together, business and executive coaching make a formidable powerhouse that helps drive business. Professional coaching accomplishes many things: It fosters individual and team performance, it increases productivity and profitability, it creates bullet-proof planning for the future, it helps executives and employees alike focus on their unique strengths, it motivates energy and initiative… the list goes on and on.

All types and sizes of business can benefit from a professional business coach. Small business, medium business, and large corporations can all capitalize on this type of specialized expertise. In short, if you own or manage a business, or you are a key decision maker in a company, both business and executive coaching may well be the answer you’re looking for to propel your business forward now and for years to come!

In the Greater Toronto Area and surrounding area, Mustang Positive Professional Development offers business coaching in addition to career coaching, team building, presentation skills coaching, and more. All inquiries are welcomed!


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What You Should Know About Corporate Coaching

Corporate development is an important aspect across all organizations. One of the most effective approaches to helping corporations develop their employees is corporate coaching. Coaching methods focus on the learning process, making sure the individual is involved in finding the problems, helping devise solutions, and then applying those solutions to fix the problems. This hands-on approach makes it easier to retain the information acquired throughout the corporate coaching process. It is self-learning that leads to a deeper understanding with the guidance of a corporate coach.

A Corporate Coach Encourages

The main function of a corporate coach is to encourage the learner to learn on his or her own. This helps with the acquisition of new job competencies because the learner develops more effective learning skills. By becoming more proactive, he or she can learn from practically any experience on the job. Coaching is most effective when the following are done:

  • Support the corporation and its individuals with changes in performance. The congruence with the mission is increased.
  • Provide the needed support to enable each individual employee to experience a transformation.
  • Support the corporation’s development of future leaders through enhancing the ability to think strategically, provide vision and direction, speed up change, motivate employees, preserve integrity, encourage teamwork, promote a strong sense of being valued, and deliver results.
  • Help develop methods to address certain challenges or an area that is repeatedly problematic.
  • Facilitate and support a corporate culture that values creativity, learning, and continuous improvement.

Effective Corporate Coaching

For corporate coaching to be effective, trust needs to be established between the coach and the corporation. The two become strategic business partners that enter into an agreement and create a safe learning environment. The coach models effective behaviors and engages the client through feedback and active listening. Throughout the process, the corporation’s employees can establish goals, and design and create action plans. This is done by first raising client awareness about what is happening within the business. This changes perceptions, which can result in the development of answers to some very powerful questions that can stimulate new ways of solving problems.

Is a Corporate Coach Right for You?

If you are wondering whether you need corporate coaching, the answer is that you probably do. When you feel that there is a need to improve performance, self-appraise, become more effective, and identify strengths and weaknesses, you can benefit from having an outside perspective that can help further develop the business.


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The 5 Levels of Leadership Coaching

Become the Best Leader You Can Be

You may be asking yourself, as a leader, what do you want to do to bring yourself and your team forward? Then again, you may have an idea of where you want to go, but you may be uncertain about how to get there. To answer these questions, leadership coaching may be exactly what you need to identify your talents, strengths, and to create the scenarios needed to be an effective leader. This could be a game changer for you.

Whether you are unsure of where to start or you already have a plan, it is good to have help from corporate coaching Toronto area business leaders turn to when determining their next steps. Yes, the future can be frightening because of the unknown, but leadership coaching services can help you advance your role as a trusted person of authority.

Coaching Leadership Helps You Progress

It is imperative to evolve so you can advance as a leader. The fact is that staying where you are can result in a lack of development on a personal level. The world around you is going to change and you need to change with it, which can help you move up the ladder of authority.

The role of corporate coaching is to help you create an action plan and develop clarity about what to do next, as well as provide you with resources that will help you move in the desired direction. It also means understanding the five levels of leadership so you know what you are striving for. Those five levels are:
1. The entry-level position of leadership is the lowest position. When in this position, you want to strive for the next level so that you can work your way to the top.
2. The permission level of leadership is the level in which you are still looking for permission to lead. Treat people as individuals with value, and you will get their permission.
3. Production is the third level and is a very important part of leadership because the producing leader is someone who knows how to get things done and will build a lot of credibility because of this.
4. People development is the fourth level, and it involves developing others into leaders so that more is done.
5. Pinnacle is the highest level and the most difficult to achieve. Factors for getting to this level include longevity and the willingness to invest one’s life into the business and the employees for the long term.

Is Corporate Coaching Right for Me?

All in all, leadership coaching can accelerate your journey along your career path.


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Role of Business Coach in Increasing Productivity

Increase Productivity with Outside Perspective

What do you do when productivity starts to wane?  It is imperative to implement a good strategy to get things back to where they are supposed to be. One strategy is the utilization of a business coach. Finding the right professional coach is important.  That person can provide you with the tools that you need to motivate and empower your staff, which can lead to their desire to work harder toward producing more.

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Presentation Skills Training: 7 Do’s and 5 Don’ts

Good Presentation Skills Can Knock It Out of the Park

A good presentation can go a long way toward getting the result that you want. Presentation skills training can change the perception of those you are presenting to because the presentation is exactly what they want. It’s when a presentation is boring or too long that you start seeing people pulling out their smartphones, yawning, or staring off into space. This is not how you are going to get results.

Presentation skills training and management skills training can go hand in hand when you are in a leadership position and you want to make sure that those within your staff giving presentations do so in the most engaging way possible. These can be internal or external presentations.

7 Things to Do During a Presentation

Effective presentation skills mean being able to do the following:

  1. Identify the problem that the listeners are facing. In other words, identify their pain. By identifying their pain, you can get their attention. You have identified something that is causing them a problem, and now you are going to tell them about how you can fix it. State their concerns so they know you understand and identify with them.
  2. Self-edit by giving the information the audience is looking for. You could talk about yourself and your company all you want, but you are going to bore with some of those details. Give information that is going to pique their interest and then take them on a journey.
  3. Don’t start talking about things out of order. It can be easy to get ahead of yourself. Pace yourself, and you will get to certain points when it is time.
  4. If you are using PowerPoint, don’t splash a lot of words across the screen. Minimizing the text minimizes the distractions. Slides should supplement what you’re talking about because you don’t want to read to your audience as if they are children.
  5. Relate to the audience through personal stories. This is an important part of presentation skill development because you can learn how to tell your stories without being too windy.
  6. Make sure you rehearse by yourself and in front of others. This will help you become more comfortable with the presentation.
  7. Make sure you ask if anyone has any questions and answer them well. Your presentation doesn’t have to fall flat. Make sure you have contact information so you can follow up.

5 Things to Avoid During a Presentation

Some of the things that you will learn to avoid during a business presentation are:

  1. Don’t tell jokes if you’re not funny. Nerves can cause you to tell bad jokes. Focus more on delivering valuable information. Sometimes the truly funny jokes come naturally.
  2. Don’t try to pull a big stunt during the presentation. Instead, talk about what you have to offer.
  3. Don’t read your slides, or you are going to make your audience feel like they are in a classroom rather than a business setting.
  4. Don’t leave your personality out of the presentation. People need something to relate to, and your personality is it.
  5. Don’t forget that people are going to ask questions. Prepare yourself for them. Encourage them.

When you consider these tips, you can have a more effective presentation. With the help of presentation skills training, you can knock your presentation out of the park and make a great impression. That impression can prove profitable for you.


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