An Introvert’s Guide To Office Presentations

Presenting a report in front of co-workers can be daunting for introverts. Articulating ideas and giving suggestions can be scary that one ends up failing to get the point across. Here's what introverts can do to speak in front of superiors and co-workers confidently:

Anticipate events

Thinking ahead can make a person feel less nervous before the actual moment. However, one must be careful to have a healthy outlook on what might happen. Being negative can make things more frustrating, but it would be alright to consider all the others who might come to listen.

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Prepare an outline or a script

An outline is a must-have so that the presenter won't miss out on important points even when nervousness or distraction gets the best of him. Some even go as far as having a script prepared so that dead air and awkward answers are prevented. For some, writing down potential questions that might be raised during the meeting is also useful. Whichever option, having a cheat sheet prepared can help a shy person go through the session smoothly.

Study the presentation

This step is important to prevent a person from fumbling through slides and transitions that could ruin a person's confidence during the actual presentation. Mastering the content one will present is essential so that the speaker can stand confidently and go through the motions as planned.

Standing in front of many people can be a nerve-wracking task even for non-introverts. Feeling nervous is completely normal. Presentations are also an indispensable part of corporate work, and one has to learn how to overcome the fear to deliver an exceptional performance.

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Emile Haddad is one of Seattle’s most trusted business coaches. As a principal consultant at Catalyst Business Coaching and Consulting, LLC, he provides clients with the proper knowledge and skills they need to achieve their dreams of entrepreneurial success. For more on leadership and management, follow this Twitter page.

Three Strategies To Improve Innovation Among Employees

There is growing hesitation with using the word innovation in the workplace today. Executives have become cautious that a radical turn of the word would shift the way the business is run. Certainly there is some reason for the fear, yet, according to business consultants, this fear can be eliminated through certain strategies, three of which are described below:

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Establish ranks: One great way to encourage innovation is to highlight and rank values the company considers important. Scores of business studies made in the last few years have concluded that when employees are not sure of their company’s priorities, their performances suffer. Analysts make parallels to children taking after their parents: employees reflect the goals of the company. Executives can also reinforce non-conformity by asking new employees to question them (politely) on both long- and short-term goals.

Gather information: It is untrue that everyone in the organization has access to the same information. This involves security considerations. But there are also compromises that can be made -- particularly when it comes to brainstorming. Leaders should assess how much and which information to give to their team of innovators.

Recognize the creatives: This is not the same as choosing favorites. However, executives should recognize who among their employees are innovators and have a creative personality. These people’s "votes" should count for more when original concepts. Studies have shown that innovators who are given the opportunity to provide candid, unbiased feedback are more encouraged to entertain unconventional ideas.

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Leading a culture of innovation is not a simple task: It does require the leader to be constantly diligent. That being said, business coaches still encourage the practice as it helps pull the company to greater heights.

Emile Haddad breaks convention and is an innovative business leader and coach. Learn more business and leadership insights when you like this Facebook page.

Dealing With Sandpaper People In The Office

Sandpaper people have rough personalities that intimidate the people around them. The workplace is no stranger to this kind. Unfortunately, having people like this in the team can cause misunderstanding and unwanted stress. Here’s how to deal with this kind of co-worker:

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Take the lead.

Instead of being scared of the office bully, a person can choose to take the lead. From just taking commands from this character, the employee can offer improved methods and work flow. However, one must ensure that he or she is going about work the right way. Results and influence speak volumes about a person’s work ethic. When a bullied co-worker rises above the situation excellently, this might take the spotlight away from the employee who drags everyone down.

Enlist help.

In most cases, other people in the office usually notice a co-worker’s sandpaper attitude. When it becomes destructive and starts hindering the productivity of other employees, it is only fitting to enlist help from other co-workers to report this case of bad behavior to HR or superiors. A rough attitude should not be tolerated in an office where people need to keep a professional stance. Letting the sandpaper person know that co-workers will take action might make him or her think twice before acting disrespectfully.

Confront civilly.

Some sandpaper people have no idea that they’re already getting in everyone’s nerves. For these types, it is important to calmly talk to them and explain why many people in the office are offended by their actions. While this might not lead them to change overnight, knowing that people are noticing their missteps might make them deliberate on what they are doing in the workplace. In this situation, it is alright to take the time to listen to their side of the story. Empathy does wonders for people.

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Conflicts and misunderstandings in the office are not new. The key is to understand the situation and be a part of the solution. It also helps to keep a professional front and establish a good rapport with everyone.

Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about the importance of respect in the workplace. Once respect is present in the office, employees will learn to follow their superiors not because they are told to, but because they want to. To learn more about Emile’s work, visit this page.

Overcoming fear: How business bravery helps entrepreneurs

This generation’s crop of businessmen is characterized by a bold entrepreneurial spirit, driven by the willingness to take risks and openness to new ideas. Such traits have influenced the business landscape over the past decade or two. The emergence of Napster exemplifies this.

Shawn Fanning and Sean Parker founded Napster in 1999, revolutionizing peer-to-peer file sharing. Over 80 million subscribers registered with Napster to share MP3 music files, which caught the ire of musicians and record labels. Amidst copyright infringement allegations, the company continued operations until it was eventually shut down by court order.

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Still, the youthful determination Fanning and Parker exhibited was a modernized approach to business development and operations. Parker even went on to help launch another similar project named Facebook.

Fear, risks, and setbacks are business realities. And it takes bravery to overcome all these challenges.

Emile Haddad, one of the most trusted business coaches, often cited business bravery as one of the main factors for success. Business bravery is manifested in the curiosity to explore and openness to possibilities in the industry. Key here is the approach that in every failure and rejection, there is wisdom and lessons that can start and grow the business.

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The Seattle, Washington-based Emile Haddad has decades of experience in leading companies and individuals toward entrepreneurial success. Read more insights about business and leadership by subscribing to this blog.

A Tip Sheet On Maintaining Work-Life Balance

A hard lesson for all executives to learn is building a life outside of one’s professional persona. Maintaining work-life balance is easier said than done, with current business data estimating that almost half of financial executives sacrificing one area of their lives. The process is initially challenging, but there are a few suggestions to take into consideration.

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Treat relaxation as a goal: Executives are often driven and goal-oriented. The reason for their success is brought about by their ability to prioritize. Financial goals are set and then cut into smaller pieces so that actions can be made to achieve them. Relaxation and family time should be treated the same way. However the executive wishes to define it, personal activities should be treated as non-negotiables and in the same level of importance as their work. This way, there can be no excuses for missing out on family events or other similar things.

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Seek help: Hard-core executives should acknowledge that they may need help. This can be from their partner or even from a business management and leadership coach. This is particularly important during the first few months of trying a new regimen on better work-life balance. Individuals need to feel supported and should constantly be kept motivated.

The most important thing to remember is that work-life balance is a life-long process. It evolves and adapts with the times, and there are no hard or fast rules to this. Executives are asked to just remember the importance of the balance for a healthier and happier life.

Seattle-based Emile Haddad helps his clients reach their business goals with his excellent strategies as a recognized leadership coach and consultant. More articles on business leadership can be accessed here.

A Guide To Becoming a Better Transactional Leader

There are many leadership styles to choose from. Each style has its pros and cons, with each manager encouraged to choose one that suits his or her specific personality. A style that is increasing in popularity is transactional leadership.

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This form of leadership focuses on maintaining the status quo. Transactional leaders use their power to motivate their employees and ensure the normal flow of operations. The techniques usually employed by these leaders are proactive engagement and incentives. Employees are rewarded for their good behavior and sanctioned for detrimental actions. Thus, it is called "transactional": there is an exchange of goods. These leaders are especially important to bigger companies.

Unfortunately, many individuals are not trained on being a better transactional leader; the focus being on more creative forms of management. Business coaches usually work one-on-one with managers to create specialized programs. Still, some things can be remembered.

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The first is that financial reward is not always the right way to go. There is a misplaced assumption that all employees respond well to material benefits. Effective leaders are those that understand each of their employees and know what incentive would work best. Some employees would prefer other incentives such as extended leaves, a boost up the work ladder, or similar things. The reward system should cater effectively to the audience.

Secondly, it is important to seek guidance from one’s mentors. It is untrue to consider being a manager as the end game. One must recognize that being a leader is a continuous process.

Improve your management and leadership skills with advice from Emile Haddad, trusted business coach and consultant from Seattle. Learn more when you like this Google+ page.

The Four Building Blocks Of Transformational Leadership

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The most widely studied effective leadership concept is the transformational leadership theory. It involves creating a positive atmosphere wherein every member of the organization acts in the interests of the whole group and is motivated to perform to his full potential.

The elements of transformational leadership which leaders should understand and execute are the following:

Idealized influence

The leader should strive to be a role model – one which his followers would desire to emulate. Idealized influence is best exhibited by the leader’s determination to walk the talk in complying with the company’s core values and sets of principles. By doing so, trust can be developed in relationships with team members and other colleagues.

Inspirational motivation

Transformational leaders need to have the ability to inspire motivation, confidence, and a sense of purpose. The organization, and everyone in it, can benefit greatly if the company vision, clear expectations, and commitment to the goals are communicated properly and disseminated to everyone in the workplace.

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Intellectual stimulation

Consistently challenging followers to be innovative and creative is a result of transformational leadership. They should be involved in decision-making and solution-based processes to bring out in them their best performance.

Individualized consideration

Each member of the team has specific needs and goals. An effective leader should recognize and understand how followers can give their most productive efforts, how they can holistically grow, and how they can become fulfilled in their careers.

Emile Haddad, a business consultant from Seattle, Washington, helps entrepreneurs and business leaders achieve success by teaching them effective strategies and management practices. Learn more about his leadership insights by subscribing to this blog.