Running a business is no easy task, as many of us know all too well. There are so many aspects to consider and the danger is that we may struggle to deal with all of them successfully. The problem is that we may end up trying to do too many things.

Although we may believe that it’s possible to be great at managing projects, dealing with customers, sorting out the accounts and keeping employees happy, the reality is that most of us will fail in at least one of these areas. It’s easy to become disappointed by this, but it’s worth remembering that we can’t all be brilliant at every business area.

In fact, this helps to explain why most people within a large organisation tend to specialise in certain core areas. Hence, you may end up with experts in marketing, sales or finance. Few people are able to bring a level of expertise to all areas.

Working in a small business environment often requires that you do try to master all areas. If you can’t master them, then you may need to muddle through. So let’s take a look at how you can reward your employees. This is clearly a particularly important area of running your business.

Keeping employees motivated will be something that can have a major impact on their productivity and your income. If you have members of staff who do a good job, then you’ll want to make sure that you don’t lose them to rival firms. How is this best achieved? It seems clear that you need to reward them when they do a good job.

When many employers think of rewards, they naturally consider financial inducements. It might be expected that employees will react positively to pay rises and cash bonuses. Although this may well be true, it may be the case that you have a limited budget available to you. In such circumstances, you may not be in a great position to offer a significant pay rise.

If this is the case, you’ll need to be more creative in your thinking. Individuals don’t simply react to financial benefits. They also like to be shown that they are valued in other ways. You might approach this by offering them occasional small rewards, or even by showing increased flexibility to show that you trust them and value their presence.

Think of your staff as one of the key assets of your business. If you treat them well, you’ll find that they help to make your business more successful as a result. Don’t fall into the trap of assuming that rewarding them will involve vast sums of money.

Most people react well to a thoughtful, inspirational boss. This is what you should aim to become.

About the Author

Read more about managing staff and UK corporate awards online, as discussed by Simon Barnett. This article may be used by any website publisher, though this resource box must always be included in full.

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What is it about food that brings us together? For centuries, people have been making decision, closing deals, and celebrating around a table with food spread out for their enjoyment.

Last week, I was lucky enough to sit down with a woman who specializes in creating the perfect dining experience. Michelle Alonso, the owner of Moore’s Agency–a staffing and fine dining school of service, is changing the face of the service industry.

At an early age, I was attracted to the hospitality industry. I worked in many restaurants and bars throughout my 20s. The money I made in the industry enabled me to travel across the US and parts of Canada. Although I know a lot about working in bars, I have very little experience with catering. Michelle indulged my curiosity and sat down with me to talk about the nature of her business. The following questions were taken from that meeting.

How does catering service differ from service in a restaurant or bar?

Money is one of the biggest elements. In a bar or restaurant, the server is taught to concentrate on sales. Everything centers on up selling; oftentimes, it is at the expense of good quality service. In a catering setting–it is all about service. Everything is about making the guest happy.

What is the training program like when you work for a catering company?

Actually, there isn’t a training program, which is what motivated me to start my own school of service.

And, what does your school of service entail?

It’s a hands-on “Boot Camp” style of training, so the servers can learn what they need and go out and deliver high quality service and make lots of money doing it.

When Michelle said, “Boot Camp”, I had to laugh because Michelle is a petite woman and anything but threatening, so I followed up with: what do you mean by “Boot Camp”?

I run a highly interactive class. It is pretty much all hands-on with a few exceptions. My objective is to train quality servers. Who will in turn, will have no troubles finding work after the class is completed whether it be through my company or one of those I work closely with.

I instill in my students a sense of work ethic (they are the ambassadors). I also have my students navigate challenging obstacle courses (timed) and role-play tough catering scenarios. By the end of my class, students have gained the knowledge necessary to deal with the stress associated with pulling off a successful party, and I am confident that if a student does completes my class they will be successful in finding a job.

Sounds tough. I take it catering isn’t for everyone then. What sorts of people do you think are attracted to the catering business?

I think, mostly, people who need extra money, some college kids, and those who like the flexibility of not having to commit to a set schedule.

Would you say that when something stands out, at an event, then the event is a failure?

No, not really. The biggest way for an event to fail is for the front and back of the house to fail to work together. All you have is your team at any given party and when there is no cohesion then that can be a disaster!

I’m confused. Servers should blend into the background or be apart of the action?

Nowadays, people are throwing more theme-based parties where the servers are not just there to ensure the party runs smoothly, but they hide in plain sight and are apart of the theme–posed in a costume or handing out H’orderves.

I’ve had many different kinds of managers in the 16 years I have been working in bars and restaurants. The one thing they all had in common was that they were different, so I asked Michelle what she thought was the most effective leadership style when working an event and she summed it up with one word, which kind of surprised me because the word has somewhat of a negative connotation–micromanagement.

Wanting to be certain, I looked up micromanagement in the Merriam-Webster’s Dictionary. Micromanagement is defined as, “a management style centering around excessive control or attention to details”.

Micromanaging is the only way to work a catering event. It is the nature of the game. A good team leader is so important in this business. For example, you never know what you are going to get at an event when you show up. Whether the bar will be in the garage or an unexpected thunderstorm that rolls in with no warning after you set up a party of 200 in the garden…so, the leader is very important. Think about it like this, you have 2 hours to put everything together before the party begins. Oftentimes, the client does not have time for a dress rehearsal. An effective leader is one that does not wait for disaster to strike, for they always have a plan B–just in case.

How do you think your staff like being micromanaged?

I tell them what to do, but in a respectful way. At the end of the day, we owe it to our guests to make it a successful party. All of us work as a team. Besides, I don’t ask them to do anything I wouldn’t do myself. It’s like when I’m teaching, if I have to ask the same question 3 times until I get the answer I’m looking for, so be it. For me, it is all about learning. I continue to learn something new from every event I work.

One final question, what era or time stands out most in your mind for having had the biggest influence on table service?

For years, people used their hands to eat. Well actually, a spoon and a knife, some members of aristocracy used two knifes. In the 1700s, the fork was introduced. Not only did it make mealtimes more hygienic but it also made it easier to cut the meat, so I would have to say when the fork was introduced.

Charlie Chaplin may have said it, but Michelle Alonso lives it. ” A day without laughter is a day wasted!” This super charged mother of two is proving to be a powerful force within the catering community. With the creation of her service school, the first in South Florida, and the close ties she has with many of the bigger catering firms, don’t be surprised if Moore’s Agency sets the standard of service all others are judged by.

If you want to know more about Michelle Alonso and Moore’s Agency, you can find her contact information below.

Moore’s Agency
6968 SW 4th Street
Miami, FL 33144

About the Author

Ian L. Campbell is a freelance writer living in Miami and pursing a degree in psychology.

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One of the effective means to be succeeded in your business is to make an effective business plan template. Whereas these can avail online easily, some of this stuff is better compared to others. Some relies on the approach which goes in business plan writing. But the superior template on planning a business is that it must meets all your business requirements by tendering you a superior level of personalization and an expert pattern of all the text that you want to include. Therefore, rather than searching around for a present plan and after that planning your personal plan together with the similar lines, maybe it is better to utilize software that permits you to make your own pattern.

Some advantages of some software is you can get instant access to more than 500 sample patterns which can be directly edited, to let you to make your wanted business plan template. This type of software provides you a step by step instruction in the procedure of planning and gives visible directions and sound suggestion together with sources for some added help that may be needed. It provides easily produced financials which are according to a fundamental built-in monetary model which is included with image forecasting and monetary wizards to load in the figures in the pre-planned format of template for your business. It comprises the latest and best technologies to stay recent with latest trends in business planning and innovation. It gives professional assistance from experts who have precious years of practice.

Also, business plan template contains genuine market research information, together with company profiles on a quantity of company verticals which let matching the quantities of your company and automatically incorporated company ratios which enhance the precision of the company plan. Numerous of capitalist use this plan and it is considered as the superior business plan template producer on the free market. Moreover, a Plan Review, an added options feature checks the monetary section of the program to make sure that you’ve entered development rates which are practical. Moreover, it shows a sound break even breakdown and some other significant financial indicators and pointers like controllable cash flow protrusions.

About the Author

Kevin Matiga is a freelance to fulltime writer.

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Forbes’s leadership will nurture sales performance and service, as well as foster company growth.

FIFE, WASH., Jan. 21, 2011 — American Fast Freight (AFF) announces the promotion of Craig Forbes to Vice President, Sales. In his new position, Mr. Forbes will remain at the company’s Fife, Washington, location and oversee the company’s sales staff. He will also take the lead on several new company-wide initiatives to employ enhanced performance measurement.

Mr. Forbes joined American Fast Freight in 2008 and most recently was the director of transportation. Over the previous 20 years, he moved through overlapping sales, operations and quality control positions with some major LTL (less-than-truckload) carriers. Just before coming to American Fast Freight, Mr. Forbes managed a large operation for FedEx Freight in Kent, Washington.

“As AFF’s director of transportation, Craig has successfully developed a number of strategic relationships with regional and national LTL carriers,” said American Fast Freight President Steve Day. “We’re certain Craig’s leadership skills will guide our sales team in growing our business.”

In his position as director of transportation at American Fast Freight, Mr. Forbes oversaw the warehouse and dispatch operations and played a major role in configuring the dray operations at the company’s new Fife facility, which just celebrated its one-year operations anniversary.

A California native, Mr. Forbes earned a bachelor of science degree in business administration and management from Arizona State University in Phoenix.

About American Fast Freight, Inc.: Incorporated in Washington State in 1988, AFF has served Alaska under other trade names dating back to 1982. AFF’s core business is ocean freight forwarding and consolidating to the domestic markets of Alaska, Hawaii, Guam and Puerto Rico. However, through its affiliate companies, services also include project logistics, trucking, warehousing and distribution, cold storage, air freight, and household goods moving and storage. Learn more at

About the Author

For more information, contact Christina Hallock, AFF Corporate Communications & Marketing Services, at 253-926-5047.

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Every once in a while, it is a good idea to give your employees a break and give them the time out they deserve. Aside from letting them avoid burning out from too much work, you can let your employees take a rest. This is a great way for you to hire a motivational speaker to talk to your employees and give them a boost with the work they are doing.

Why should you hire an inspirational speaker? This is because your employees need some uplifting from the work they do on a daily basis. There are some of them that can get distracted by the work they are doing that sometimes, they are becoming too focused on their work and not on what they want to achieve. With a speaker, you can motivate them to do a good job and improve themselves.

Although most speakers have an expensive fee, they can work wonders for your employees. When you hire a motivational speaker to talk to your employees, you will get to see that every dime you paid is worth it. One benefit you can get out of this is that your employees see that you care about them enough to give them the motivation they need. Especially since you did not charge them for the speaker, they will appreciate the extra attention you have given them.

If you are still wondering whether or not you need an inspirational speaker, it is important to consider your employees’ current performance. If they started with a very strong desire to strive and work hard for your company, it is likely that they are now having such a hard time trying to go to work every day. If this is the case, you might be on the verge of losing very proficient employees. This is why you need to inspire them to start working hard so they can enjoy their job and look forward to their career.

It is the job of a motivational speaker to inspire your employees and let them be happy with their jobs. The speaker will share his own experience and let your employees relate to how they used to battle going to work every day. Aside from this, the speaker will give some advices on how your employees can cope with several issues such as difficult customers and colleagues, managing stress in the workplace, organizing their workspace and even becoming more productive.

Most of the speakers I know have also been able to teach employees on how they can become better persons. Because it is their job to motivate them, an inspirational speaker should know that it is his duty to be the role model of your employees. This is also why you should hire a really good one.

About the Author

Blanche Lyles is a professor of Business Administration in one of Singapore’s prestigious universities. She is most sought-after for her unique presentation training that has helped many businesswomen in Singapore.

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Attraction Marketing as applied to MLM requires a well thought out marketing system designed to get the ATTENTION of your target market, ATTRACT them into your contact database and LEAD them to eventually want to be in business with you. When you are developing your MLM Attraction Marketing system then you will want to build in these 7 keys to help you fast track your success:

1. Understand Your Target Market – If you are going to apply the strategies of Attraction Marketing to your MLM business then the first thing you must consider is WHO you want to ATTRACT. Many people in MLM are of the mistaken belief that the whole world is their prospect … you just never know who will say yes. This belief stems from old school thinking such as make a list of EVERYONE you know and the 3 FOOT RULE.

Truth is the whole world is not your target market. Those who succeed in MLM typically are looking for business opportunities or have been involved in some form of business opportunity before. If you have read Mike Dillard’s Magnetic Sponsoring then you will know his view which is the target market is really other network marketers.

Once you know who you want to attract then it is important that understand them, what makes them tick, what their pains and frustrations are, and what solutions they are seeking.

2. Gain Exposure To Target Market – Once you know who you are trying to ATTRACT the next step is to develop strategies to gain exposure within your target market. The key here is to be able to identify where your target market gather on mass and gain visibility there. Today we are fortunate to have social networking, social bookmarking, and other Web 2.0 tools available.

If you are not using Facebook, Twitter, You Tube and more to gain exposure to your target market right now then you must become educated on how to do so. In the MLM Attraction Marketing University we take you by the hand and show you step-by-step through how to use these tools.

3. Irresistible Offer – The goal of all Attraction Marketing is to build a list of prospects. The easiest way to do this is to use what is known as a lead generation web page and make an IRRESISTIBLE OFFER. So the question you have to ask is what would be irresistible to your target market?

Well if your target market is other MLMers for instance then what might be irresistible to them is information on how they can attract more leads, sponsor more people and grow their MLM business. So you want to provide this information for free in order to have people opt-in to your database. Aim to get an opt-in rate of 25% or more.

The reason why so many people are starting to use the Freedom Duplicator system is because the Irresistible Offer is so strong. We give away the MLM Attraction Marketing University for free. As a result our opt-in rate is around 40%.

4. Add Value – Now just because you have them in your database does not mean that they will be beating down your door to join you in business.

The question you have to answer is WHY. Why would they want to join you in business? Well it all starts with relationship building. People tend to join people in MLM businesses as a primary consideration. In order for you to establish the right relationship with the leads you are attracting you want to think about how you can add value to their lives. This can be done in many different ways. The key is to remember that just because they took up your irresistible offer does not mean they are ready to consider your MLM.

5. Establish Credibility – Before people will join you in your MLM they have to get to know you, like you and trust you. You need to establish credibility with them. They must see you as a potential partner in MLM who can lead them to achieve their goals.

So you will want to establish credibility within your growing database.

The first key to doing this is to be in frequent contact with them. However … you don’t want that contact to always be sales messages. You want to provide valuable useful and practical help to them. One of the easiest ways to do this is to use a BLOG which you update frequently. This will help to brand YOU in the minds of your database.

In the MLM Attraction Marketing University we show you how to set up a blog. In fact the video training (which is all free) will show you every step you need to take.

6. Monetize Lead Generation – One of the biggest challenges for people in MLM is that they quickly go broke trying to build their business. Especially if you are building using an old school system where you are constantly buying tools to build your business.

The advantage of MLM Attraction Marketing is that as you attract leads into your database you can convert those leads into upfront cash. You do this by recommending various products that will assist them reaching their goals. You earn an affiliate commission from making these recommendations.

If you have the right system in place then you can develop what is known as a self funded lead generation system where you move from having leads cost you money to you actually making money on lead generation. When you can turn a profit on your lead generation activities you can attract all the MLM leads you want without it costing you money. This means there is no limit to how large you can grow your lead generation system.

7. Follow Up – Following up with your leads will make or break your success in MLM. One of the great myths of Attraction Marketing for MLM is that the system will do it all for you including sponsoring people into your team. Newsflash for you … if you rely on an automated system to have people join then your failure is assured.


Simple … MLM is still a people business. Its the relationships you form with your team that grow a successful business. So the best advice is to follow up the leads you have created. Call them on the phone and say hi. Don’t try to sell them your opportunity … just build relationships with them and expand your network. In time the more people who know you, like you and trust you the more people will approach you over joining … but you must follow up.

If you follow these 7 keys to MLM Attraction Marketing then you can attract more highly qualified MLM leads than you can handle.

About the Author

Your Downline? Um…What Downline? Build Ever Lasting Relationships, Simple System Shows You How Get Leads Every Day For FREE:

Mike Sherratt has spent the last three years helping people all over the world become successful at generating leads daily by using Attraction Marketing and Systems designed to Generate free targeted leads like a Magnet to you thru Simple Strategies…

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The best executive coaches deliver practical advice with guidance through the process of self-discovery

If you’re an executive manager or an emerging leader in your organization, there is no doubt you will benefit from one-on-one coaching. But how do you know if you’ve found the right coach who’s the best fit for you? What should you be looking for?

Since I became an executive coach in 1995, the whole field of coaching has exploded; you have a huge array of approaches and coaching philosophies to choose from. Especially common are coaches who excel at “inside-out” models of self-discovery and self-exploration; the underpinnings are often based in clinical and industrial/organizational psychology. While this is genuinely valuable, what is not so readily available are coaches who combine an inner journey with solid business experience — those who can add a practical “outside-in” component. This business savvy helps equip you to behave and perform differently — the “outside-in” stuff.

If you’re a manager inside an organization, particularly at a senior level, I recommend you consider a coach who is agile with both “outside-in” as well as “inside-out” processes.

Yes, it’s important to know yourself better. But I’m here to say that your coach also needs to know what it’s like to live in your world. You need someone with years of real-life experience who can relate to your organizational and business situations and help you make real-life, practical applications. The best leaders are highly self-aware, and they’re able to solve real business problems that include leading others toward effective results and developing those around them.

Recently I spent time with two senior managers who demonstrate the importance of this point. I am accompanying them through interior, capacity-building, developmental processes. However, both of them are facing very real business challenges that require I understand the complexities of the real world they operate in. Without that knowledge and experience, my value to them would be limited. By using an approach that combines “outside-in” and “inside-out,” we use their current situations as the perfect “classroom” to create the best context for problem solving while stretching and growing their leadership agility.

I believe this blend of developmental focus with actual organizational experience has served my executive coaching clients. Because I’ve spent 20 years working in the guts of the corporate world and consulting with large organizations around the world, my expertise is accompanied by wisdom and insight.

Thanks to my firsthand experiences, it’s not unusual for me to be able to predict with pretty strong accuracy how people are going to act and react in a given situation. I can quickly grasp the office dynamics. So when clients talk about situations and challenges I readily picture what they’re talking about and we’re able to craft a way forward from that place. As a result, I find it natural to help teams and individuals walk through what’s happening.

My desire is for clients to experience coaching as something that gives them practical, real-life results while helping them develop as human beings.

I encourage you to keep these perspectives in mind as you search for an executive coach who will best fit what it is you need.

About the Author

Lori Brewer Collins is owner and managing principal of Artemis Leadership Group, a firm that focuses on leadership and organizational development, executive coaching and team facilitation. Collins’ background includes the Center for Creative Leadership – Europe as well as consulting and training for leaders and teams throughout Europe, Asia, North America, and the Middle East. She was a part of the original team at Saturn Corporation (General Motors) where she was leader of corporate culture and retail training. Her distinct gift is helping others to achieve clarity in the midst of complexity, uncertainty and change.

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Want to know a secret? When you step inside for your MBA admission interview, everyone in the room knows you’re as nervous as ever. Panelists are aware of the fact that you want to get into their program badly – and that the interview is testing every inch of whatever control you have over your nerves. In an interview about getting into the top MBA schools, panelists revealed that one of their primary concerns during the interview round is the overall impact each of their applicants create. Those who have poor eye contact, are lacking in eloquence, give inconsistent answers, and appear too rehearsed or, reversely, too detached are instantly given the failing mark in their MBA interview questions answers.

What you need to do in order to pass is to simply show the panelists that you’re in control. Stay focused and be sensitive to the questions being asked. Every question in the interview is asked not at random; they each have their own agenda. For instance, if you are asked to say why you’re in the room, the panelists actually want to know what you deem appealing about the school and why you want an MBA. A question like this requires only a 60-to-90-second answer. On the other hand, if you are asked to say what others think about you, the panelists are asking for your strong and weak points in MBA interview questions and answers. Most applicants shield their weak points and give something vague, such as being a perfectionist. Panelists, however, advise applicants to say something more specific, such as having little or no background in mathematics, and include the steps you have taken in order to make that weakness become strength, i.e. enrolling in a calculus or economics class. Or you could talk about a past mistake from which you have clearly learned your lesson.

Finally, it is important to be yourself. In the recent interview mentioned earlier, panelists revealed that they can instantly tell whether an applicant is just hamming it up for the MBA interview question. They find this annoying because the MBA program is a tough one, and those who are not sure if their heart is in it should not apply at all. Besides, the interview is a means for panelists to see if the school fits your culture and if you fit the school’s. Thus, it’s important to show your true colors so you too can have an idea if the MBA program and the school are really for you.

About the Author

To download your free Guide To Acing Your MBA Interview go to my Private Pilot Training

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Most people value and admire consistency. From Cal Ripken, Jr.`s consecutive game streak in baseball, to business longevity, to celebrating anniversaries and even birthdays; humans look for consistency, for plans and for stability. Most people see those traits as good things.

Compounding the interest and desire for consistency is the favor found in traditions. The meal you always have on a specific holiday, the things you do each Spring, fireworks on the Fourth of July in America, the list could go on and on…

There obviously are virtues to consistent performance, reliable processes and unchanging traditions. Yet, as with most everything in life, there is a flip side to these virtues too – the vices of these hallowed traditions and consistent actions.

You might be thinking… what could possibly be wrong with apple pie on my birthday or subscribing to the same magazine for 25 years or that popular annual Customer promotion?

While there might not be anything “wrong” with it; I`m curious, have you considered that you might like another flavor of pie (or a cheesecake!) better? Or that maybe there is another magazine that better addresses your specific interests (which likely have drifted over 25 years), or that an entirely different promotion might do even better?

When you are blindly tied to consistency and tradition these vices can keep you from thinking, put you at risk of being out of step, expose you to settling for just good when something better exists, and preclude you from asking questions (the kinds of questions that could change everything for the better).

If you buy my idea that there are two sides to the consistency coin, then let`s talk about what leaders can do to most effectively deal with – and take advantage of – both sides of that coin.

Balancing the Virtues and Vices

Human inclination is to “keep the tradition alive;” so, the advice that follows is more about opening your mind to the possibility that you could change that tradition. Having said that, realize these steps may leave you with the decision that the tradition should remain and continue to be cherished for what it is.

That`s perfectly fine and is all part of the balance itself. You must be willing to look critically at everything, and then determine what can change and what must remain.

Five steps to consider:

Identify the “sacred cows”. What are the things you don`t ever look at? What are the things you never question, that you always do, or are considered politically “untouchable” in your organization? When you make this list you have taken the first step towards finding a greater balance – and possibly finding a tremendous opportunity for improvement.

Respect, but inspect. Each of those time honored procedures or traditions has value – or did at one time. As a leader, recognize the emotional connection or affiliation people may have towards these processes or approaches. Even if you expect to find change needed, respecting these practices is the best first step. This respect should be shown and felt as you inspect these processes and events for possible changes.

Do a relevancy check. Does the event, process or tradition support the current goals of your organization? Goals often (and should) change over time, and so it is appropriate to consciously take time to align all activities to the goals of the organization. If the tradition or process in question doesn`t support your current organizational goals, why does it remain?

Rededicate your efforts. Your analysis may not produce a black and white answer (like this is good and should be kept, or this needs to be eliminated). Regardless of the complexity, the goal is to decide and act. Perhaps the tradition needs to stay; perhaps it needs to be adjusted; or perhaps it is time to recreate, re-fashion or more drastically change it. Whatever the decision, rededicate your efforts to making the process or tradition highly valuable and valued.

And, if your analysis determines that some change is required, remember to…

Recognize deeper challenges. If you are making changes to a long-held tradition, recognize that the resistance to change will be significant – it will perhaps even surprise you. In this case remember to be patient, to be respectful and to talk about the ‘whys` of the change early and often.

I love traditions as much as, if not more than, most. AND, I love change and the opportunities it brings. As a leader you must find this balance for yourself and your organizations.

The best leaders know that they way we’ve always done it isn’t always the best way! That is why many leaders around the world are continually building their skills as members of the unique and innovative Remarkable Leadership Learning System – a one skill at a time, one month at a time approach to becoming a more confident and successful leader. Get $748.25 worth of leadership development materials including two complimentary months of that unique system as part of Kevin Eikenberry’s Most Remarkable Free Leadership Gift Ever today at

About the Author

Kevin is a bestselling author, speaker, trainer, consultant and the Chief Potential Officer of the Kevin Eikenberry Group (

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There are three types of presenters in the world:

1.Those who make things happen


Those who watch things happen and


Those who wonder what happened.

If you want to avoid wondering what happened, then you better know why you are speaking in the first place.

But how do you achieve such wisdom?

The traditional approach tells you to look at the function of your talk. Are you are trying to inform, persuade, inspire, or entertain? I don’t find these distinctions particularly useful.


Any effective presentation should accomplish all of those functions, and every good speech is ultimately a form of persuasion.

A more useful analysis can be made in terms of motivation – your motivation for speaking and the audience’s motivation for listening.

Have you been asked to speak? Have you been ordered to speak? Do you want to speak? Does your audience want to hear you?


Your answer to this question is central to every decision you make about your talk. Yet most people answer it in the vaguest terms. “I want to be a hit.” “I want to impress my boss.” I want to get it over with.”

Set specific goals

Do you want to build credibility with your audience?

Do you want the audience members to agree with your position?

Do you want them to learn something at the end of the presentation?

Do you want them to laugh?

What do you want them to do?

The answer to this fundamental question is basic

No matter what type of presentation you have been asked to deliver, certain information is basic and essential.

However you slice the analysis, the purpose remains the same – you want to know why you are presenting. If you don’t know the answer to this question, the answer will follow the question in the form of a failed presentation.

If you are looking for Persuasive Speech Tips /Ideas/Help/Information then visit my website.

About the Author

Ronen Cohen is the Visionary-in-Chief of First level Leadership Inc. An audio learning hub helps you to learn about leadership development, leadership traits, leadership qualities, persuasive speech and much more.

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