How can you approach co-workers when they are at the same position as you, but you feel you have an effective way adn get results?

Researching the audience and adjusting your presentation accordingly is one way to effective presentation . However, what would you do if you do not have the chance to know your audience or do not have the time to know them? Secondely, how could adjusting yourself to the audience affect your overall intended objective? Should you compromise your objective? Can a presentation be prepared in such a way that it can fit any audience intended for that presentation?

I have all my students do an oral project. The ones that are frightened, I have them present to just me with encouragement.

How do you manage a person's unwillingness to communicate verbably? Ex. a student whom asked a question responds with very little acknowledgement, so you feel like you have to ask the question mutiple times.

I have a lot of familiarity speaking in front of crowds because I used to be a High School Presenter. My day would consist of speaking to numerous teenage classrooms. I never had a fear of public speaking but the butterflys were always apparent right before I got the first sentence out. It is true, the more knowledge you have on the topic the more comfortable you are sharing it with others. The more presentations I did the more speaking became second nature. The butterflies will diminish after time and the possibility of excitement might surprise you.

I am working on communicating with my coach previous to coaching others

I also think it is important to have someone (in a larger setting) take meeting minutes. it is a good practice to recap with what was discussed at the prior meeting. This is for people who cnduct weekly or bi-weekly meetings.

I gained alot more respect from my employees through coaching them! Erica A.

I understand that clear communication is essential in the success of those you are teaching or directing or supervising. Everyone performs better when there are clear expectations presented and absolute perimeters defined.

I have found that many people are forgetting about the importance of proper Business Writing. It is important to remember such a classic and formal way of communicating in the business world. Do you feel we have let our younger generations get away with texting in shorthand, no grammer, and lack of proper sentence structure?

Would giving positive feedback as a precursor to coaching create a defensive environment eventually? The lead in to many of these hypotheticals starts with praise followed by critique. Seems like the employee might not buy the praise after awhile if he/she knows it's only there to open the door for criticism.

During both the evaluation process and the coaching process, information is gathered about a person. How can you keep information gathered during one process from influencing/interfering with the other?

If coaching is a two-way process that relies on collaboration, what happens if a direct report doesn't want your coaching? Perhaps they feel they can handle their learning on their own? I understand that the direct report needs to be prepared for coaching by comparing his current competencies against those required. But still, there are those that are resistant to changing their methods. Is this just a case of an unsolvable performance problem? In that case, do we just let them fail?

Nice now i found my weak spots

Great topic

Is there such a thing as delegating TOO much? Basically, giving all of your work away to be done by others and not really doing anythin yourself except for check up on those that are working for you.

Has anyone had experience coaching employees who try to put off current issue(s) and/or always contact your superior when they are not in agreeance with a decision you've made? I am experiencing this for the first time and when I try to prepare and set a definite time to address her concerns, she becomes very stand-offish and minimizes its importance. Yet it was important enough for her to contact my superior. A huge problem is that we seldom cross paths at work, due to the fact we both work part-time as aerobics instructors. I see her maybe once every two weeks. I have tried to accomadate most of her requests, but also have to do please the members. I have learned much after completing this course and can take much of what was outlined into future coaching sessions and evaluations, but I'm still curious as to best practices for these types of employees. Your input is welcome and appreciated...

Halfway through sometimes you loose your audience and its a little frustrating especially when you think your doing great. What do you do?

My experience as both a department manager and employee indicate successful coaching & mentoring involves a consistent dialogue and onging trust relationship between both parties. This process offers constant opportunity for sharing information relevant to enhanced job performance and employee satisfaction.

Power Point: students get lost in the power point and do not hear a word I was saying. White Board: Went back to using the white board with very little information listed. That regained the class attention and questions.