My 6 Year Old Is Always Bossing His Peers Around The Great Presentation Scandal

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The Great Presentation Scandal

There should be a law against most internal company meetings. No.. really it should!

My name is Bob Etherington and I am a veteran of at least 100 such ‘do’s’ over the past 40 years almost all of which should not have been allowed! Well.. let me say that, just a little: the full sessions should never have been allowed. That’s the stage where the audience sits in rows in a half-dark theater style, while their leaders and peers talk to them. They will admit sometimes; mostly congratulate them and usually show them PowerPoint slides every time. “This is what they want!” Yes, right!

I asked one senior manager of a large British company what his main goal was when he went on stage at the conference. He answered, without hesitation: “I’m trying to impress them!”

But Geoff (that’s his name so now, if he reads this, he’ll know it’s him) your audience doesn’t want to hear about ‘You’. They are not the least bit interested in ‘You’. and you [dear reader] not the least bit interested in Bob Etherington…..that’s just the way he is.

In fact what the conference audience is asking themselves – to a person – is the same unspoken question you have in your head reading this: “What’s in this for ME?”

Your audience – any conference audience – is trying to be motivated collectively and personally to work harder so that the company makes even more money in the next fiscal year. You know from all the management courses you attended that the art of management is to get employees to do what needs to be done at least voluntarily. So telling them the good and worthy works you have done is not going to get them to do anything. Remember David Brent’s (Ricky Gervais) speech to his staff in the early 2000 BBCTV comedy ‘The Office’. “I have good news and bad news today. The bad news is that we are merging with the Swindon Office so some of you will be made redundant” [Silence and shocked faces] …But the good news is… I was encouraged!! [More dumbfounded silence] …Oh..I see some of you are still on the bad news!” We wake up in shame because we have seen this type of false reporting in the real world business. It is not as rare as we hope.

In a recent HR survey it was once again firmly established that what employees value most in their jobs is not what many managers think it is. The most important factors are:

1) Feeling appreciated.

2) Having something interesting to do.

3) Being kept on the inner path.

4) Compassion for personal problems.

5) Money.

6) Happy work environment.

7) Promotional eyes.

8) Job Security.

So to encourage the ranks of your employees to come in early, stay late (and work hard while they’re working for you), tell them how great they are and congratulate them. inform them. If times are difficult keep them on track and tell them what’s going on. Cut off the rumor mill at the pass and tell them what you are doing to fix things for them. Tell them how they will benefit, personally, from doing what needs to be done.

Also have good manners to repeat your presentation in front of a person of similar standing in your company and ask for genuine feedback on how the message is coming across. Just showing up with a memory stick containing your PowerPoint slides half an hour in advance and hoping for the best is not motivational management. Victorian Prime Minister Benjamin Disraeli said “Everybody likes flattery….It’s not your ‘stuff’ about your department and your personal advantages that most internal audiences want to hear They are there to be inspired. So encourage them…flatter them…Say, “Thank you”… “I’m proud of you”…”Well done!” (the rarest and most powerful words in the management dictionary)

Now you are talking business!

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