Treat Temporary emplooyees well - to keep them motivated

14 Aug 2019 

Today’s Tip
Make Sure Your Seasonal Employees Feel Valued
If your company hires seasonal employees, it’s important to make sure they feel valued and engaged. Those who do are more likely to work for you again in the future, and to recommend your company to others. Start by onboarding seasonal workers thoroughly. Sometimes temporary staffers feel as if they’re being thrown into the job without enough preparation — don’t let that happen. Train them in what they need to know, show them it’s OK to ask you questions, and help them get to know other employees. When they’re on the job, no matter how short their stint, find small, personal ways to show that you appreciate them. For example, you might buy everyone lunch one day, or create opportunities for the team to connect during breaks or after work. And to the best of your abilities, treat everyone equally. Just because someone is a temporary worker doesn’t mean they should feel like a second-class citizen.

3) Pathos or “Emotion”

3) Pathos or “Emotion”

According to Aristotle, persuasion cannot occur in the absence of emotion. People are moved to action by how a speaker makes them feel. Aristotle believed the best way to transfer emotion from one person to another is through the rhetorical device of storytelling. More than 2,000 years later, neuroscientists have found  his thesis accurate. Studies have found that narratives trigger a rush of neurochemicals in the brain, notably oxytocin, the “moral molecule” that connects people on a deeper, emotional level.

In my analysis of 500 of the most popular TED Talks of all time, I found that stories made up 65% of the average speaker’s talk, wheres 25% went to logos, and 10% went to ethos. In other words, the winning formula for a popular TED talk is to wrap the big idea in a story.

What kind of story? TED curator, Chris Anderson, explains, “The stories that can generate the best connection are stories about you personally or about people close to you. Tales of failure, awkwardness, misfortune, danger or disaster, told authentically, hastens deep engagement.” The most personal content is the most relatable.

Example of ' Ethos ' in Presnation Skills - building Trust

One example of ' Ethos ' , in Presentation Skills . In building Credibility with Audience . 

" In a now famous TED Talk on reforming the criminal justice system, Human Rights Attorney Bryan Stevenson begins, 

“I spend most of my time in jails, in prisons, on death row. I spend most of my time in very low-income communities in the projects and places where there’s a great deal of hopelessness.”

 You’ll notice that Stevenson does not list his degrees, accomplishments, and awards like he might on a résumé. Instead, he establishes his character for those in the audience who don’t know him. By doing so, he is building a sense of trust between himself and his listeners.

As humans, we are hardwired to search for reasons to trust another person, and we do so QUICKLY ! 

 After all, our ancestors had an instant to determine whether a stranger was friend or foe. A simple reminder that you are committed to the welfare of others will build your credibility before you lay out your argument." 

Killer Presentation Tips for trainers

Killer Presentation Tips for Trainer Fraternity ! 

5 Tips for Giving a Persuasive Presentation

When you need to sell an idea at work or in a presentation, how do you do it? 
5  RHEROTICAL  devices can help — Aristotle identified them 2,000 years ago, and masters of persuasion still use them today !! 

(1) Ethos. 
Start your talk by establishing your CREDIBILITY and character. Show your audience that you are committed to the welfare of others, and you will gain their TRUST . 

(2) Logos.
Use data, evidence, and facts to support your pitch.

(3) Pathos. 
People are moved to action by how a speaker makes them FEEL !! 
 Wrap your big idea in a STORY that will elicit an EMOTIONAL  reaction.  ( In partcipant's experience sharing / success story sharing , we were attempting exactly this , I suppose ! ) 

(4) Metaphor. 
Compare your idea to something that is familiar to your audience. It will help you clarify your argument by making the abstract concrete. ( Facilitator notes writing is all about using Metaphor ! More metaphors , more effective the delivery will be ) 

(5) Brevity. 
Explain your idea in as few words as possible. People have a limited attention span, so talk about your strongest points first.

Don’t Let High Expectations Hurt Your Team’s Confidence

June 4, 2019

Don’t Let High Expectations Hurt Your Team’s Confidence

High expectations can motivate team members. But if your standards are too high, you may be doing more damage than good, possibly hurting the self-confidence of those on your team. To temper the negative effects of overly ambitious expectations, try the following three things. First, be judicious about when and how often you express dissatisfaction. In situations where people need to improve, push them to stretch, but if people sense you’re constantly discontent, they’ll be demoralized. Second, make sure every person on your team knows what you value about them. If you want them to take your critique to heart, it’s imperative they also know what you find special about them and their contributions. Third, make sure to communicate your expectations ahead of time, not just after someone has failed to meet them. And don’t forget to be self-compassionate. You will be more forgiving of others if you loosen unrealistic expectations of yourself.

Adapted from “Are Your High Expectations Hurting Your Team?,” by Ron Carucci

Train Employees to Support Each Other About Mental Health

June 25, 2019

Train Employees to Support Each Other About Mental Health

Mental health issues affect a huge number of people — one in four adults. But when a colleague or direct report confides in you about an issue, it’s hard to know the right way to respond. There are a few things companies can do to help. One is to train employees in how to support their colleagues. Trainings can teach people to recognize the signs of anxiety, depression, and other common mental health issues. They can also provide a safe space for role playing so that employees can practice what to say in different scenarios. A second way companies can help is to create and share a list of trusted, publicly available resources for information and 24/7 advice. People often worry about the stigma that accompanies mental health issues, so tools that can be used anonymously are valuable. By taking these steps, company leaders can offer another essential kind of support: signaling that mental health issues, and the employees who struggle with them, matter.

Adapted from “What Companies Can Do to Help Employees Address Mental Health Issues,” by Barbara Harvey

Give Your Departing Employees More Attention

July 31, 2019

Give Your Departing Employees More Attention

Managers know how important it is to give time and attention to new employees — but few do the same for employees who announce they’re leaving. Don’t write off a departing employee or get angry about their decision; use the departure as a learning experience. Schedule some time to sit down with the person, and ask about their plans as well as about why they’re leaving. Their answers may reveal workplace issues you weren’t aware of, which could help you retain other employees. You should also talk to them about how they contributed to your team. Highlight specific examples of good work and any talents they have that you find particularly valuable; think of your feedback as a farewell gift. It’s a good idea to maintain positive relationships with departing employees, both because they could be a networking resource later on and because it shows current employees that you value the people on your team.

Adapted from “Your Company Needs a Process for Offboarding Employees Gracefully,” by David Sturt