Mon, Jun 10, 2024

by Francie Jain

NextGen HiPo

By: Francie Jain, Terawatt and Dr. Steve Long

How to make high potential employee development programs fair, valuable, and sustainable

In the world of learning and development (L&D), there’s a decades-old concept of developing an employer’s most promising workers distinctly from their peers, and it’s known as High Potential Employee Development–HiPo for short. Ironically, the promise of HiPo programs has yet to be realized.

In theory, HiPo programs should work. Social science research supports the following statements:

Top performers shift expectations higher for all employees (source)
Well-done employee development programs increase employee retention rates (source)
Growing talent from within is associated with greater company success than hiring talent from the outside (source)
Effective succession planning is correlated to positive company performance (source)

Yet even though most can agree on HiPo’s parallel benefits to individuals and companies, the programs haven’t provided a competitive advantage or return on investment (ROI) to organizations. The average employer-sponsored HiPo program spends $3mm (source), yet 73% of high-potential programs fail to deliver desired business outcomes or ROI (Gartner, 2016), only 25% of company leaders deem them successful, and 82% HR leaders are dissatisfied with the results (source).

And what about the HiPos themselves? It’s not much better on the individual side. Forty percent of internal job moves made by high potential employees fail, and 46% of high potentials fail to accomplish business results in their new roles (Gartner, 2014). A study by Willis Towers Watson showed that over 70% of “high-retention-risk” employees leave due to a lack of future advancement in their current job (source). Harvard Business Review published a study showing that 75% of HiPos look for another job during their first year of employment and then typically leave the employer after 28 months due to a lack of both career development and access to mentoring and coaching (source).

Why are we writing about HiPo programs?

This article’s authors are professionally focused on creating impactful human development solutions. We’ve both been considered HiPos at various points in our academic and professional careers, and we’ve both benefited and suffered from flawed HiPo processes. As a result, we believe that bringing the most insightful research to bear on HiPo program design will help the programs fulfill their promise as valuable change-makers for individuals and organizations.

Steve holds a PhD in Applied Performance Psychology, is the Founder of Long Training+Research, the developer of the Prosperity Trait(c), and is a consultant to the U.S. Air Force Academy’s pilot program. For the past forty years, Dr. Long has helped leaders reduce the variability between their performance and their potential by using behavioral psychology and scientifically valid psychometrics.

Francie is the Founder of Terawatt, an online marketplace for group coaching. Terawatt works within the Human Capital space, connecting vetted experts to employers looking to solve specific problems and achieve company-level results. The marketplace’s big insight: experts are more affordable when their cost is split by a group.

The History of HiPo

The first and most famous HiPo program began in 1956 when General Electric (GE), under Chief Executive Officer (CEO) Philip Reed, built the Crotonville Conference Center, a 60-acre employee development campus in Ossining, NY. In the 1980s, GE’s CEO Jack Welch used Crotonville as the centerpiece for his revamp of what had been a bureaucratic conglomerate into a stock market darling. Fast forward forty years later: in 2024 GE sold the Crotonville conference center, citing strategic changes in talent development, and the company split itself into three distinct businesses: GE Aerospace, GE Healthcare, and GE Vernova.

In many ways, the current state of HiPo programs mirrors the lifecycle of Crotonville. The underpinnings have true merit, and several leading 20th century companies, including 3M, Arthur Anderson, Boeing, and Deloitte, used them to achieve company goals. But the HiPo programs that were once the envy of the world are no longer cutting edge.

Why don’t our fathers’ HiPo programs work for us? A few reasons: Technology and its relationship to the economy are part of it, but mostly, we’ve learned so much in the past 40 years about people, teams, and workplaces. The new data, combined with some of the seminal psychological research, disproves much of the conventional wisdom regarding employees and the relationship of employee development to company results.

Steve and Francie, this article’s authors, believe we can realize the promise of HiPo programs by building on Crotonville’s key insights with the best social science insights on people and team dynamics. Let us walk you through our thinking and framework for fair, valuable, and sustainable HiPo programs.

Let’s dig in.

GE’s Crotonville

Around 1984 GE’s HiPo program at Crotonville solidified into an annual 3-week course offered only to GE’s highest potential managers, somewhere between 25 and 50 people. The curriculum used case studies based on actual GE problems, and the course covered the themes of excellence, ownership, quality, and facing reality. Crotonville’s rigid admissions process involved sign-off from multiple internal stakeholders, including CEO Jack Welch.

The world cared about Crotonville because of GE’s business success. With Welch as CEO, GE’s market capitalization rose from $13 bn to $600 bn, making GE the most valuable publicly traded company in the world in 2000 and turning Welch into a business superstar.

At the time, and even now, there’s no consensus on Welch’s tenure. Subsequent analysis of Welch’s time as CEO shows that GE’s increase in market capitalization was much higher than the increase in its revenue or profit and that the company’s margin decreased during his tenure (source). This data suggests that some of Welch’s legend can be attributed to the psyche of stock market investors rather than his insights into company management. In addition, many Welch critics charge that his only achievement was deep cost cutting. However you feel about Jack Welch and GE’s heyday, it's important to understand how Welch connected Crotontonville to GE’s goals and success.

In his book, Jack, Welch enumerates the value Crotonville brought to GE, and the benefits of the HiPo program continue to ring true today. Crotonville’s activities helped GE to:

Hire and retain the best people
Treat the best people well
Pay people well
Balance short term results with long term results
Clarify company initiatives
Develop soft skills to balance efficiency & accountability
Function as one company, but allow diversity of styles
Support non-employee stakeholders such as the communities in which the company operated
Act as a “Bureaucracy buster” where people who are closest to the problem figure it out
Increase the efficiency of GE’s operations, also known as asking fewer people to do more
Create a modern company with a single focus on high margin
Support GE to become the world’s #1 lowest cost provider

21st Century Insights

As we reflect on Crotonville, let’s keep in mind how different our world is today from the 1980s. GE was a leading 20th Century manufacturing company in an era when manufacturing was America’s growth engine. Managers of business units and industrial manufacturing plants were the employees winning the coveted spots at Crotonville. GE’s HiPos faced challenges managing assembly line workers, minimizing waste, and developing high margin industrial products as the lowest cost provider.

As of March 31, 2024, the five largest companies by market capitalization are Microsoft, Apple, Nvidia, Alphabet, and Amazon (source). All are United States-headquartered technology businesses and derive their market value from knowledge workers’ output, otherwise known as human capital, an insight made by the SEC in 2020 (source). This means that today’s stock market places the highest value on companies where innovation and human output thrive.

In order to create a 21st Century HiPo program, we need to draw on the best research regarding human experience. This article relies on data regarding what works best for knowledge workers from the following authors: Karen Arnold, Robert Rosenthal, Lenore Jacobson, Google, McKinsey, Captain, L. David Marquet, and our own proprietary research.

Research on High IQ & Education

In their book Noise, Daniel Kahneman, Olivier Sibony, and Cass Sunstein report that General Mental Ability (GMA), organizational and industrial psychology’s preferred intelligence measurement, is required for highly complex jobs. The correlations between standardized test scores and job performance are in the .50 range, indicating a strong predictive value by social science standards. There are high-GMA people in lower-level occupations, but almost no people with below-average GMA among lawyers, chemists, or engineers. It should come as no surprise that high mental acuity is necessary for highly complex professions.

Karen Arnold’s Illinois Valedictorian study in 1993 followed 81 high-achieving high school valedictorians for 10 years following their high school graduation, and found that only 25% of the valedictorians were ranked at the top professional levels for their age after ten years. The remaining 75% fell back into the middle of the bell curve and some slid even further behind.

Further, research shows that expectations are just as accurate a predictor of success as ability rating and classification. Robert Rosenthal and Lenore Jacobson’s Pygmalion in the Classroom studied six grades of students that were randomly and secretly assigned to “fast,” “medium,” and “slow” reading ability classifications.

The researchers show that teachers’ perceptions created a Halo Effect where expectations affected student performance on report cards and IQ development.

A few examples:

After both one year and two years, high potential boys who were expected to prosper academically showed greater gains in verbal IQ, while high potential girls who were expected to prosper showed greater gains in reasoning IQ. According to their teachers, the high potential students showed greater advances in reading ability. As with IQ gains, the younger high potential students exhibited a greater expectation benefit in reading scores.
The high potential students who were rated as more intellectually curious, happier, and, especially in the lower grades, were less in need of social approval.
The more the high potential students gained in IQ, the more favorably their teachers rated them.
The more the lower-track children in the control group gained in IQ, the more unfavorably their teachers viewed them. As these students became more intellectually competent, their teachers viewed them more negatively.
Through the teacher’s words, timing, facial expressions, posture, and even touch, teachers communicated to the high potential students that they expected improved academic performance.

Arnold’s findings combined, with Rosenthal and Jacobson’s data, teach us that while IQ or GMA matters for performance complexity, high performance isn’t an inherent trait, and expectations also matter a great deal. What would happen if high expectations were applied to everyone? The conclusion is that something other than IQ or GMA must account for “real world” success.

Google’s "Project Aristotle"

In 2016, Google allowed the New York Times to write about one of its key trade secrets. For years, the $2 trillion market cap company and internet pioneer had been searching for a throughline that connected its “best teams.” The piece does not define the phrase “best teams,” but we see two possible definitions: groups that created Google’s most profitable businesses, AdWords, Gmail, Google Maps, YouTube, and Google Play, and/or teams that demonstrated over time high productivity and low churn.

After four years of researching the connection, Google’s researchers identified a single attribute held by Google’s best teams: “psychological safety.” In other words, the company’s best performing teams didn’t share a physical location, an alma mater, or any of the other conventional wisdom attributes that typically function as short hard for “best.” The best performing teams allowed team members the freedom to explore, experiment, and ultimately fail without repercussions. Failure not only allows HiPos to develop their potential more fully but also activates their curiosity. This leads to further innovations and discoveries.

Google’s discovery is revolutionary because, up to this point, conventional wisdom had been that top performing companies resulted from the smartest people working together. This assumption is rampant within the literature on HiPo programs. It’s also connected to the now-debunked assumption that hiring individual star workers drive company level results (source, source and source).

McKinsey’s People + Performance

McKinsey published a March 2023 report called “Performance Through People: Transforming human capital into competitive advantage” showing that of the 1,800 largest global companies, the best performers from the ten year period of 2010-2019 both developed their employees and demanded accountability. This top tier of the best performers achieved the highest return on capital, economic profit, upward mobility for employees, and revenue growth during the Covid pandemic.

McKinsey’s insight is that developing people, in concert with accountability, is linked to company results and financial success. This is important for the earlier generation, as it used to be conventional wisdom that developing people didn’t yield quantifiable company level results.

L. David Marquet

A Navy nuclear submarine captain, David Marquet, wrote an extraordinary book called Turn the Ship Around, where he discusses his success in flipping the traditional military command structure. In leading the USS Santa Fe for a year, Marquet replaced the typical “leader-follower” leadership structure with his innovation, the “leader-leader” structure.

Marquet found that giving employees closest to the problem more decision-making authority led to long term superior ship performance. Instead of giving orders, he writes at length about giving control. For example, he changed the reporting style so that officers would state their intentions with, “I intend to…” and his affirmative response would be, “Very well.”

Marquet cites the following metrics to demonstrate the Santa Fe’s results after one year of “leader-leader”:

The submarine’s tactical effectiveness evaluation re-rated from “below average to average” to “above average to excellent.”
Enlisted personnel selected for officer programs tripled from 1 to 3.
The ship’s rate of re-enlistment was twelve times higher than the previous year, with 100% retention.
Two junior officers withdrew resignation requests.
Santa Fe received the Arleigh Burke Fleet Trophy, an award given to the Naval ship or squadron that achieved the greatest improvement in battle efficiency in the calendar year.

Marquet’s results echo the findings of Google’s Rosenthal and Jacobson’s Pygmalion research: The individual and collective excel when individuals master a subject, become subject matter experts, and gain decision-making authority. The below quote strikes us as an apropos juxtaposition to GE and Crotonville:

“In our modern world, the most important work we do is cognitive; so, it’s not surprising that a structure developed for physical work isn’t optimal for intellectual work. People who are treated as followers have the expectations of followers and act like followers.”

Our key takeaway from Marquet’s book is that the leader-follower method of leadership, even though revered as the pinnacle of military efficiency, isn’t the only way to achieve success, and it wasn’t the winning strategy for the USS Santa Fe submarine in 1999. Combining the above research tells us that long term, quantifiable results do indeed come from trust, respect, expertise, and individual actualization.

Terawatt’s research on employee development

Terawatt published a series of surveys comparing and contrasting the opinions of employee development stakeholders regarding professional development. One of the most interesting insights came from the 2022 report. It found that people who identified as Latino viewed their employers’ professional development programs as unfair at a much higher rate than their white peers.

This is valuable because it reminds us that the allocation of professional development still suffers from selection bias. Who gets selected to receive employer-sponsored support, and who is in charge of selecting participants? Anyone running a program to develop employees must actively work to avoid bias. The data also speak to the fact that seniority at a workplace is not necessarily correlated to ambition or drive, reminding us of the aphorism: “Talent is equally distributed, but opportunity is not.”

Steve Long’s research on Prosperity

Dr. Stephen Long’s life’s work has been developing a response to Martin Seligman’s learned helplessness construct. Seligman demonstrated that clinical depression and related mental illnesses are a result of ineffective belief systems relating to the individual’s real or perceived control over situational outcomes. In other words, people with a high degree of learned helplessness don’t believe that change and growth are achievable for them, and that leads them to waste their inherent potential (Source). Curious about how athletes like basketball’s Michael Jordan and football’s Tom Brady, who had a notable lack of athletic success in high school, but improbably went on to be considered the greatest of all time in their respective sports, Steve sought to explain and re-create human performance.

Steve discovered how individuals can acquire a belief system to create consistent outcomes and prosperity. Building on Maslow’s Hierarchy of Needs and Walter Mischel’s Marshmallow Study, Steve created a psychological test called the Prosperity Trait Index© (PTi) that led to the discovery of a character trait found to be the human attribute responsible for value creation – The Prosperity Trait®. The PTi measures people’s belief systems that either lead to variability or consistency between their performance and their inherent potential, and it serves as an objective measurement for individuals to quantify their thinking. The lower the variability an individual can achieve, the greater the change in behavior and results.

Another way to understand the PTi is to think about Growth Mindsets and Fixed Mindsets (source). People who hold fixed mindsets are threatened by the Unknown Unknowns (also known as Inattentional Blindness), dismiss feedback, and are subsequently destined to continue to stagnate and exhibit variable performance. These people exhibit the same Learned Helplessness characteristics that Seligman described, wasting much of their potential.

Francie took Steve’s PTi assessment and received a score of 9 out of a possible 100 points. After working with Steve on her thinking patterns for six months, Francie scored a 99. Six months later, she scored a 97. Francie felt the PTi helped her seek out detailed feedback on her process, accept what she couldn’t control, focus on what she could control, and enjoy the reward of a job well done rather than look for outside validation.

PTi’s insight is that excellence can be taught, and the adoption of a growth-oriented mindset is available to everyone. All people, regardless of their starting point, can grow beyond what they and others believe is their limit.

What are the Ethics of HiPo Programs?

Is it ethical to rank employees or offer some employees what others don’t get? Yes, as long as the differentiation is quantifiable and auditable. In other words, pattern-matching for candidates that fit the culture and other gut-driven criteria isn’t appropriate for NextGen HiPo.

Who are HiPo Programs Intended For?

Employees who work with their hands to produce physical items are typically referred to as “blue collar,” and employees who work with their minds to produce ideas or new products are typically referred to as “white collar” or “knowledge workers.”

In this article, we’re focused on HiPo programs for knowledge workers. We define knowledge workers as employees whose job requires them to spend at least 25% of their time using a computer and whose work product is not something that can be weighed on a scale. HiPo programs may be employed for a subset or all of an organization’s workers.

The authors believe there is an interesting case for blue collar HiPo programs, but that’s not the focus of this article.

Our Proposal

Combining all of the above, we’ve developed a template to create an ROI-generating Nextgen HiPo program.

Define what success looks like: Before beginning, define company and individual measurements, metrics, and goals. Tweak once a year based on participant feedback.
Tracking cadence: Tracking metrics and goals monthly, making the results easy for participants to find to monitor their progress or points of friction.
HiPo selection process: Our experience tells us that development programs are most successful when employees opt in. Plus, if a person is good enough to be hired by the company, then they should qualify to opt into the HiPo program. We recommend admitting applicants throughout the organization and ranking them equally on two key areas: 1) Quantification of time and value helping others within the organization, i.e. through ERGs or mentoring programs, and 2) Quantification of employee’s work impact onto the organization.
Transparency: Communicate to all company employees how involvement in the HiPo program works and make the selection process auditable.
When: HiPo professional development should happen virtually or in-person during the workday. Terawatt found that group professional development can happen seamlessly in the workday, first thing in the morning or midday at lunch time. We’ve also had good success when longer-length, in-person meetings begin at lunch and finish in the evening.
Assessment tools: Use at least two assessment tools to measure starting points and track change. We recommend two key types of tools:
- Assessment of one’s nature: Enneagram, Disc, ILS, Opposite Strengths, or the Big Five. These tools are helpful for individuals to understand themselves, their patterns, and their drivers.
- Valid psychometric testing: Use valid tracking assessment tools that meet scientific standards and meet the following criteria:
  - Valid, meaning the tests measure what they say they measure and predict what they intend to predict
  - Reliable, meaning test scores are stable over time
  - Face Validity, meaning the test appears effective in terms of its stated aims
  - An acceptable level of error, meaning that the results occurred more by a valid process and less by chance. A score below 0.05 level is the usual standard that most valid tests adhere to.
  - Fair, where it’s proven no demographic classification is advantaged or disadvantaged. In employment settings, large differences in average scale scores across demographic groups can result in lower rates of selection of ethnic minorities, women, or older applicants, which is termed Adverse Impact.
Team psychological safety: Measure, practice, and measure again with 360 degree testing to understand how this person contributes to a team dynamic.
Feedback: Make feedback honest, accurate, and timely, coming from a wide variety of stakeholders. Feedback should come from a variety of sources: assessments, mentors, KPIs/OKRs, and peers.
HiPo Discussion groups: One of the key pedagogical principles in adult learning is review and discussion. We recommend a peer discussion group to hash out progress, successes, questions, etc., as HiPos experience the highs and lows of personal growth. It’s likely to work best when the group itself defines the cadence and method for reflection.
Leadership involvement: We love how involved Jack Welch was with Crotonville, and his involvement surely heightened its influence within GE. We’d like to see more company leaders get actively involved in their HiPo programs.

Key Resources

Well-done employee development programs increase retention rates (source)
Top performers shift expectations higher for all employees (source)
How to keep your top talent, link here.
Growing talent from within is associated with more [company success] than hiring talent from the outside (source)
Developing a deep bench of leaders is associated with resilient and innovative organizations (source)
U.S. Annual HiPo spend, link here.
High retention risk employees, link here.
Dissatisfied C-Suite & HR leaders with HiPo programs, link here
Jack Welch, Jack, link here.
Google Project Aristotle, link here
David Marquet Turn the Ship Around, link here.
Terawatt Group Coaching, link here.
Karen Arnold’s Illinois Valedictorian Study, link here
Robert Rosenthal and Lenore Jacobson’s Pygmalion in the Classroom, link here
Adaptive intelligence, link
Pygmalion in the Classroom, link.
Dr. Stephen Long: Long Training+Research, link here.

About the Authors

Steve holds a PhD in Applied Performance Psychology, is the Founder of Long Training+Research, the developer of the Prosperity Trait(c), and a consultant to the U.S. Air Force Academy’s pilot program. For the past forty years, Dr. Long has helped leaders reduce the variability between their performance and their potential by using behavioral psychology and scientifically valid psychometrics.

Francie is the Founder of Terawatt, an online marketplace for group coaching. Terawatt connects vetted experts to companies looking to solve specific problems and achieve company-level results. The marketplace’s big insight: experts are more affordable when their cost is split by a group.

Public Speaking Coaching: Transform Your Speaking Skills

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In the world of business, effective communication is key to success. Whether it’s delivering a presentation to potential clients or leading a team meeting, strong public speaking skills are essential. However, many individuals in the business world struggle with public speaking anxiety or lack the confidence and techniques needed to deliver impactful presentations.

That’s where public speaking coaching can be a game-changer. With the help of expert coaches and workshops, businesses can provide their employees with the tools and skills needed to transform their speaking abilities and take their communication to the next level. In this article, we’ll explore how public speaking coaching can benefit businesses, and how Terawatt can help elevate your organization’s communication game.

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Table of Contents

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Why Public Speaking Matters for Professionals
Own The Room: Tips for Developing a Confident and Authentic Speaking Style
Public Speaking Practice and Training
Take Your Speaking Game to New Heights with Advanced Techniques
Leadership Communication and Public Speaking
Finding the Best Public Speaking Coaches
Conclusion

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Why Public Speaking Matters for Professionals

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Effective communication is a critical component of success in the professional world. It’s not just about being able to express yourself clearly and concisely, but also about being able to actively listen, understand the perspectives of others and respond thoughtfully in the moment. In fact, effective communication is often cited as one of the top skills employers look for in job candidates yet one of the hardest skills to grow internally.

In the workplace, effective communication can improve productivity, reduce misunderstandings, build stronger relationships with colleagues and clients, convince and change the minds of colleagues and foster a positive and collaborative work environment. Whether you’re giving a presentation to a group, negotiating with a client, or simply sending an email, the way you communicate can make a big difference in how your message is received.

Effective public speaking can also help you gain visibility and establish your credibility in your company and throughout your industry. It allows you to share your expertise and ideas with a wider audience, whether it’s through giving presentations at conferences, leading meetings, or delivering pitches to potential clients or investors.

It can also help you build your professional image and network. By speaking at industry events, you have the opportunity to meet and connect with other professionals in your field, which can lead to new career opportunities, collaborations, and partnerships.

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- The Value of Public Speaking Coaching for Organizations:
- Public speaking coaching can help high-level, high potential employees develop strong communication skills that are essential for success in the business world. They can learn how to communicate clearly and effectively with different audiences, including clients, investors, and colleagues. This can lead to better relationships, improved teamwork, and increased productivity.

- Employees can also gain confidence, resilience, adaptability, and presence in business settings through public speaking coaching. They can learn how to manage their nerves and project a strong and authoritative image, which can help them make a positive impression on others and inspire confidence in their ideas and abilities.

When high-level employees are able to communicate effectively and confidently, it reflects positively on the organization as a whole. Effective communication can help build the company’s reputation and enhance its brand image, both of which are important for attracting new clients or customers and retaining existing ones.

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Own The Room:
Tips for Developing a Confident and Authentic Speaking Style

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Discovering Your Strengths and Weaknesses as a Speaker

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Public speaking is an essential skill for anyone looking to succeed in their professional or personal life. Whether you are giving a presentation at work, speaking at a conference, or delivering a speech at a social event, being a confident and effective public speaker can make a significant impact on your audience. However, even the most experienced speakers have room for improvement, and the key to becoming a better speaker is to identify your strengths and weaknesses.

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So, how can you identify your strengths and weaknesses as a public speaker?

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1. Record yourself speaking: One of the most effective ways to identify your strengths and weaknesses as a speaker is to record yourself speaking. This will allow you to review your performance and identify areas for improvement.

2. Get feedback from others: Another way to identify your strengths and weaknesses as a speaker is to get feedback from others. Ask colleagues, friends, or family members to watch your speeches or presentations and provide constructive feedback.

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Overcoming Public Speaking Anxiety and Building Confidence

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Public speaking anxiety is a common problem that affects many people. Whether you are speaking in front of a large audience or presenting to a small group, the fear of speaking in public can be overwhelming and debilitating. However, with the right techniques, you can manage your anxiety and build your confidence as a speaker. Here are some tips to help you overcome public speaking anxiety and build your confidence:

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Practice breathing exercises.
Use visualization techniques.
Practice positive self-talk.
Prepare thoroughly.
Engage with your audience.

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Developing Your Unique Speaking Style

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Public speaking is an opportunity to express your ideas and make an impression on your audience. While there are many different techniques and approaches to public speaking, the most effective speakers are those who develop their own unique style. Your speaking style should reflect your personality, strengths, and values, and should be tailored to the needs and expectations of your audience.

Start by embracing your natural speaking style. Focus on your strengths and find ways to amplify them. If you have a naturally humorous personality, incorporate humor into your speeches to engage your audience and keep them interested.

Tone of voice is another key element of your speaking style. Your tone of voice should match the tone of your message and the emotions you want to convey. For example, if you’re giving a motivational speech, your tone of voice should be confident and inspiring. If you’re delivering bad news, your tone of voice should be sympathetic and understanding.

Your body language should be relaxed, confident, and open. Avoid nervous habits like fidgeting or pacing, as these can be distracting to your audience. Instead, focus on making eye contact, using gestures to emphasize your points, and standing up straight with good posture.

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Public Speaking Practice and Training

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Best Practices for Effective Public Speaking

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Public speaking can be an intimidating task, but it is a skill that can be honed and improved with practice. Whether you’re speaking to a large audience or presenting to a small group, there are several best practices you can use to ensure your message is delivered effectively.

One of the first steps in becoming an effective public speaker is setting goals for yourself. Identify what you want to achieve through your presentation and plan accordingly. This could mean researching your topic thoroughly, practicing your delivery, or finding creative ways to engage your audience.

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Visualization and relaxation techniques can also be helpful in reducing anxiety and building confidence. Take time before your presentation to visualize yourself succeeding and feeling confident. You can also practice deep breathing exercises or progressive muscle relaxation to calm your nerves.

Building confidence is essential for effective public speaking. One way to build confidence is to practice your delivery multiple times, either alone or in front of others. This will help you become more comfortable with your material and reduce any nerves you may have. It will also give you the opportunity to incorporate feedback from others into your presentation. Ask those who listen to provide constructive criticism. Take their feedback into consideration and make adjustments as necessary.

Finally, make sure you are engaging your audience through eye contact, body language, and vocal tone. Maintaining eye contact with your audience can help you build a connection and make them feel more involved in your presentation. Using varied vocal tones can also help you convey different emotions and keep your audience engaged.

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The Role of Public Speaking Workshops and Coaching Programs

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Not everyone is a natural-born public speaker, and many people struggle with anxiety and nervousness when it comes to speaking in front of a group. Fortunately, there are many resources available to help individuals develop their public speaking skills, including public speaking workshops and coaching programs.

Public speaking workshops and coaching programs provide the opportunity to learn in a group setting. By joining a group of like-minded individuals who are all working towards the same goal, participants can gain valuable insights from their peers and learn from one another’s experiences. This collaborative approach can be particularly effective in helping individuals overcome their fears and develop their skills in a supportive and encouraging environment.

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Professional coaches and trainers can offer valuable insights into how to improve your speaking style, provide guidance on areas for improvement, and help you refine your message to better connect with your audience. In addition, peer feedback can also be invaluable in helping you identify your strengths and weaknesses as a speaker.

Perhaps most importantly, public speaking workshops and coaching programs offer a safe space to practice speaking in front of others. This can be a significant advantage for individuals who struggle with anxiety or nervousness when speaking in front of a group. By practicing in a supportive and non-judgmental environment, individuals can gradually build their confidence and overcome their fears.

These programs are available in a range of formats, including online workshops and coaching sessions. This makes it easier than ever for busy professionals to access high-quality training and support, regardless of their location or schedule.

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Daily Habits for Confident Public Speaking

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Developing a daily habit of practicing public speaking is one of the best ways to improve your skills and build your confidence.

One of the most effective daily habits for confident public speaking is practicing in front of a mirror. By watching yourself speak, you can observe your body language, facial expressions, and gestures, and make adjustments as needed. This also helps you become more aware of your speaking style and how you can improve it.

You can also record and review your speeches. When you record your speeches, you can listen back to them and identify areas for improvement and watch your body language to assess how confident you appear on camera.

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Using speech prompts can also be helpful for daily practice. Writing out a few key points or phrases that you want to emphasize can help you stay focused and on track during your speech. This is especially helpful if you tend to get nervous or lose your train of thought.

Finally, find opportunities to speak in everyday situations. This can include anything from introducing yourself to new people at social events to presenting ideas at work meetings. The more you speak in front of others, the more comfortable you will become, and the easier it will be to speak in more formal settings.

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Take Your Speaking Game to New Heights with Advanced Techniques

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Tips for Crafting and Delivering Engaging Presentations

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Whether you’re presenting to a large audience or a small team, your ability to captivate and inspire will determine the success of your message.

Incorporating stories into your presentation will help your audience connect emotionally with your message and remember it long after the presentation is over. Use vivid language and descriptive details to transport your audience into the world of your story.

Structuring your presentation for maximum impact is also crucial. Begin by outlining your key points and organizing them in a logical sequence. Use clear signposting language to signal transitions between sections and keep your audience engaged throughout the presentation. Remember to include a strong opening and closing to make a lasting impression.

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Humor and personal anecdotes can also be powerful tools for connecting with your audience. By sharing personal stories or using humor appropriately, you can build rapport with your audience and create a more relaxed and engaging environment. Just be sure to avoid offensive or inappropriate material that could detract from your message.

Use effective visuals to help support your message and keep your audience engaged. Use clear and visually appealing graphics and images to illustrate your points and avoid overcrowding your slides with too much information. Remember that your visuals should enhance your message, not distract from it.

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Strategies for Captivating Your Audience and Keeping Their Attention

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Captivating your audience and keeping their attention during a presentation is crucial for effectively delivering your message.

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Opening and Closing with Impact:

Begin your presentation with a strong and attention-grabbing opening, such as a personal story or a surprising fact. Similarly, end your presentation with a memorable closing statement that leaves a lasting impression on your audience.

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The Power of Pausing and Silence:

Pausing and using silence can be an effective way to emphasize key points and let your audience reflect on what you just said. By taking a breath and slowing down, you can help your audience absorb and remember your message.

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Using Rhetorical Devices:

Repetition, parallel structure, and other rhetorical devices can help you emphasize key points and make your message more memorable. Use them sparingly and effectively to make an impact on your audience.

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Handling Interruptions and Questions:

Be prepared for interruptions and questions from your audience. Practice active listening and respond in a respectful and confident manner. Repeat or rephrase the question if necessary to ensure that everyone in the audience can hear it.

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Advanced Techniques for Powerful Body Language and Vocal Delivery

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Research has shown that over 90% of communication is nonverbal, and body language plays a major role in how others perceive us. To improve your body language, start by working on your posture. Stand tall, keep your shoulders back, and engage your core. This will help you to appear confident and authoritative.

In addition to body language, vocal delivery is also a crucial aspect of effective communication. Vocal warm-up exercises can help to improve your tone, projection, and clarity. Try some deep breathing exercises to calm your nerves and get your vocal cords ready for speaking.

When delivering your presentation, use your voice effectively to emphasize key points. Vary your pitch, volume, and pace to create interest and emphasize important ideas. Don’t be afraid to pause and use silence to create tension and emphasize key points.

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Leadership Communication and Public Speaking

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How Strong Public Speaking Skills Benefit Leaders and Executives

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Public speaking skills are crucial for leaders and executives, as effective communication is essential to the success of any organization. Leaders who can communicate effectively with their team, clients, and stakeholders can build stronger relationships, inspire confidence and trust, and ultimately achieve their goals more efficiently.

Sheryl Sandberg, the former COO of Facebook has given numerous TED talks and speeches on topics such as leadership, gender equality, and the tech industry. Her ability to communicate her ideas clearly and passionately has helped her become a respected thought leader and advocate for women in leadership positions.

Leaders and executives with strong public speaking skills can also use their influence to positively impact their organization’s reputation and brand image. They can effectively represent their company in public events, conferences, and media appearances, promoting their organization’s values and initiatives. These skills can be perfected with the help of leadership coaching sessions.

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Techniques for Effective Business Communication and Persuasion

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Whether you are trying to sell a product, convince stakeholders of a particular strategy, or negotiate a deal, effective communication and persuasion skills are critical in a business context. In order to be successful, you need to craft persuasive messages that resonate with your audience and deliver them in a compelling and convincing way.

One technique for crafting persuasive messages is to use storytelling. By weaving a narrative into your message, you can make it more relatable and engaging for your audience. For example, you might share a story about how your product or service has helped a customer achieve their goals. By connecting with your audience on an emotional level, you can increase the likelihood that they will be persuaded by your message.

Incorporate data and statistics that back up your claims. You can add credibility to your message and demonstrate that you have done your research. Be sure to present your data in a way that is easy to understand and not overwhelming for your audience. Visual aids such as charts and graphs can be helpful for this purpose.

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Building a Strong Public Speaking Culture within Your Organization

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Public speaking skills are critical in today’s business environment, where effective communication is key to success. One way to foster these skills within your organization is to build a strong public speaking culture. Here are some strategies for achieving this goal:

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Offer public speaking workshops and training programs.
Promote public speaking opportunities within the organization.
Provide feedback and recognition for good public speaking.
Lead by example and model good public speaking skills.
Foster a supportive environment.

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Finding the Best Public Speaking Coaches

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Working with a public speaking coach is a great way to improve your skills and confidence. A good coach can provide you with feedback on your strengths and weaknesses, help you identify areas for improvement, and offer personalized strategies for reaching your goals. While one-on-one coaching may be the most personalized approach, group coaching can also be an effective way to develop your public speaking skills.

When selecting a group coaching program or coach, you will want to consider their experience, credentials, and reputation. Look for coaches who have experience working with groups and who have a strong track record of helping people achieve their public speaking goals. Additionally, consider the format of the coaching program and whether it will be a good fit for your learning style and goals.

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How to Choose the Right Coach for You or Your Organization

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Evaluating Your Specific Public Speaking Goals and Objectives

The first step in finding the right coach is to evaluate your specific public speaking goals and objectives. This will help you identify the type of coach that is best suited to your needs.

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Evaluating Your Specific Public Speaking Goals and Objectives

Look for coaches who have extensive experience working in the field of public speaking, and who have a proven track record of success. For example, a coach who is a member of the National Speakers Association or has completed a public speaking certification program may have more expertise in the field.

Client reviews are another valuable tool in evaluating a coach’s effectiveness. Look for reviews or testimonials from past clients. This can give you insight into the coach’s coaching style, effectiveness, and whether they were able to help clients achieve their goals.

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Customizable Coaching Plans Tailored to Organizational Goals

When evaluating potential coaches, ask them about their approach to coaching and how they work with organizations to develop customized plans. Look for coaches who have experience working with a diverse range of organizations and who have a proven track record of success.

A coach who is able to offer a range of coaching options, such as individual coaching, group coaching, or online coaching, can also be an asset. This allows for flexibility in scheduling and accommodating different learning styles and preferences.

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The Value of Working with a Public Speaking Coach

One of the key benefits of working with a public speaking coach is the valuable feedback you’ll receive. A coach can help you identify areas where you excel and where you need improvement. They can also offer specific suggestions for improvement, such as adjusting your body language or vocal tone, or revising your speech structure to make it more effective.

In addition to feedback, public speaking coaches can also offer you proven techniques and strategies for improving your public speaking skills. They can teach you how to connect with your audience, use storytelling to make your message more compelling, and develop effective visual aids to support your message.

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Conclusion

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Public speaking is a crucial skill in today’s business world, and working with an expert coach or participating in group workshops can help individuals gain confidence, elevate their skills, and overcome anxiety. Expert coaches can offer personalized guidance and feedback, while group workshops provide opportunities to practice in a safe and supportive environment.

At Terawatt, we understand the value of effective communication and offer a range of coaching and workshop programs to help individuals and businesses succeed. Whether you are a beginner or an experienced speaker, we have coaches tailored to your specific needs and goals. With their expert techniques and personalized approach, we are committed to helping you achieve your full potential as a public speaker.

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