Program

The Power Of The Platform

How to get your audiences' ATTENTION and keep it!

Surprisingly, when one gives a formal presentation or conducts face-to-face or online meetings, preparation is the most critical component. Not doing so will ensure that the outcome is a failure. Pure and simple. So even the not-so-form presentations should not be taken lightly.

At the Personal Branding Center, we do not adhere to the phrase, “Don’t sweat the small stuff.” Instead, we say, “Don’t forget the small stuff. Often, they are just as important or more!”

How are your employees' presentation skills? Are they putting their best face forward? Are they getting your desired outcome as a leader?

Public Speaking

Prepare

The main reason an employee blunders a presentation is because of his or her lack of preparation. At the Personal Branding Center, we compare preparing for a presentation to that of painting a room. The painting part is the easy part, if, all the hard work was done properly.

From taping off the trim to moving the furniture, to covering the floor, picking out the paint color, going to the store, and getting all the supplies necessary. Without doing these things before painting you wind up with a big mess.

Are your employees making a mess when it comes to giving a presentation because of a lack of preparation?

Package

There are two aspects to packaging when it comes to presentations: the actual components that go into a presentation and how your employees dress for the presentation.

Components range from the frame of the message to the collaterals used to support the message. The Personal Branding Center has created a system that will help your employees present like a PRO!

A very common mistake that employees make when presenting is that they do not dress the part. Think of a movie at the theater. Just before the movie, there is music. The music supports the theme of the movie. If a presentation is of great importance, and your employee shows up dressed as if they were going to play golf, there is a disconnect. Are your employees disconnected from the message?

Deliver

How your employees deliver a message is CRITICAL. Their delivery style must support the spoken word and support materials. At the Personal Branding Center, we believe that we can’t actually help your employees work on their delivery skills until they own the material. Once that is accomplished, how your employee enters the room or stage, to how and where they sit or stand, to how they work the room or state, are just a few of the areas that we work on when helping your employees overcome their fears and learn how to get an audiences’ attention and keep it!

Delivery Platforms

This program is highly interactive. Participants will be asked to participate in PreWork Activities™. These activities will depend upon what Personal Branding Disciplines the Personal Branding Center will be engaged to complete the program.

SEMINARS

WORKSHOPS

COACHING

Program Agenda

The Foundation

The Iceberg

Iceberg

Each employee brings strengths and challenges to the table when it comes to his or her presentation skills. At the Personal Branding Center, we utilize two assessment tools that help one understand those traits: DISC and Driving Forces.

The most critical thing about these tools is to look at the possible “red flags” when it comes to creating and delivering a presentation. This will not only save enormous time but will also help ensure that the desired outcome of the presentation is attainable.

When we think of these assessments we reference an iceberg. The tip of the iceberg is what others can see, and that’s behavior. It's why one does what they do when it comes to creating and delivering a presentation.

When looking solely at a person’s behavior you are only seeing one aspect of a complete individual. It is the “base” of the iceberg that gives us a much bigger picture of someone. What motivates someone is not as observable or obvious as one’s behaviors. This is the base of the iceberg. It is the part that is hidden below the waterline. These motivators are referred to as Driving Forces, as they drive someone to do what they do when preparing and delivering a presentation.

Iceberg Tip DISC

The tip of the iceberg represents the DISC assessment which measures one’s behaviors. A person's behavior is a necessary and integral part of who they are. In other words, much of one’s behavior comes from "nature" (inherent), and much comes from "nurture" (upbringing). It is the universal language of "how we act," or one’s observable normal human behavior. The DISC tool’s application is limitless when it comes to building a personal brand.

The DISC measures behavior in terms of how one…

  • responds to problems and challenges. “DOMINANT
  • influences others to his or her point of view. “INFLUENCE
  • responds to the pace of the environment. “STEADINESS
  • responds to rules and procedures set by others. “COMPLIANT

When speaking in terms of a behavioral style in DISC one is typically referring to a “primary” style as being a “High D, I, S, or C. Know that this is just a small part of a much larger picture. But suffice to say each style has characteristics that are worthy to take note of.

High-D:  D refers to how one responds to problems & challenges. They are extroverts that are task-oriented, problem solvers, and work at a face-pace. They are results-driven and prefer to avoid small talk and distractions. They need freedom and are not detail-oriented. When overextended, they tend to get impatient.

High-I:  I refers to how one influences people to their point of view. They too are extroverted; however, they are people-oriented. They need to interact regularly with others. This is how they recharge their energy. They tend to be very animated and full of gestures. They are neither challenging nor demanding. When overextended they tend to become disorganized.

High-S:  S refers to how one responds to the pace and consistency of their environment. They are introverted, yet people-oriented. Long-standing relationships are important and prefer situations where change occurs gradually and standards are established. They desire stability and do things at a slower- pace. When overextended they tend to become more possessive.

High-C:  C’s refers to how one responds to procedures and constraints. They too are introverts, yet task-oriented analyzers. They search for facts and require situations that call for critical thinking and analyses. They are data-driven and very reserved, with little or no gestures. When overextended they tend to become more critical.

Iceberg Motivators

The base of the iceberg represents those motivators that drive one to do what they do. The 12 Driving Forces® are based on Eduard Sprenger’s (German psychologist) book, “Types of Men”, published in 1928, which describes six categories of what motivates one to do what they do. To remain current, they have been revised by TTI® as:

 

6. Motivators

The 12 Driving Forces® are established by looking at each motivator on a continuum and describing both ends. All of the twelve descriptors are based on 6 keywords, one for each continuum.

6 Motivator keywords

Each driving force represents a level of drive relating to the concept of the keyword. For example, the keyword for the Theoretical motivator is knowledge.

12 Driving Forces
On one end of the knowledge continuum, the Intellectual person wants all available knowledge on the subject at hand regardless of its direct application. On the other end of the continuum, the Instinctive person wants just the knowledge necessary to accomplish the task at hand. In other words, both ends of the spectrum value knowledge differently.  -TTI International®

Each driving force tells a story. It can describe specific characteristics of someone as well as identify specific passionate activities that would energize someone. In addition, one can learn how to divert conflict or unpleasant situations, by identifying those things that can happen when one becomes overextended, takes their driving forces to the extreme, or become stressed.

Knowing one’s driving forces can help others learn how to communicate more effectively with them for better business outcomes.

Program Agenda

4-Levels of Emotional Intelligence!

1. SELF AWARENESS

is the ability to recognize and understand one's moods and emotions. Team members who have mastered EQ have the self-awareness to observe the linkage between their thoughts and their feelings. Thoughts, in the form of attitudes, beliefs, and expectations, create the context for the evaluation of our experience.

2. SELF-REGULATION

is the ability to control or redirect disruptive impulses and moods and the propensity to suspend judgment and think before acting.  

It is a skill used daily to manage emotions and enables one to take responsibility for his or her feelings and to Self-Regulate when they are not having the best of days.

3. SOCIAL AWARENESS

is the ability to understand the emotional makeup of other people and how one’s words and actions affect others. Everyone is in their unique emotional state every day, which can affect their work and how they relate with others.

Because of this, working on Social Awareness can improve each team member’s work and interactions. Just as they practice taking their own emotional temperature throughout the day, each member can make a point of becoming more observant of others’ feeling too.

4. SOCIAL REGULATION

is the ability to influence the emotional clarity of others through proficiency in managing relationships and building networks.

Perception

IDentity

Before any words are spoken or handshakes take place, a perception of a team member has already been formed. In a split second, others assimilate this perception as being more authoritative or approachable. We call this one’s Perception ID™ and sets-the-tone for how a relationship is going to evolve, affecting a team member's success potential and the team as a whole.

When others perceive one’s Perception ID™ regardless of whether or not it is true of who they are, because it is the onlooker’s perception, will determine how one typically chooses to interact with them.

When a team member gains a better understanding of how to strategically position their Perception ID™ to an audience or for any business situation or presentation, only then can he or she capitalize on the business at hand, having a results-driven outcome of their agenda for the team.

The

Parker Factor

Once a Perception ID™ has been determined The Parker Factor™ is applied. The Parker Factor™ teaches employees how to position themselves to have a stronger impact in their Image Positioning™  efforts. Please see the following principles. 

Principle 1

Desired Perception  

Principle 2

Percentage Impact 

Principle 3

Modification Quota 

Principle 4

Impression-Management-Tactics


Design and Brand Identities

The design and implementation of the team's brand identity are essential to consistency of communication within any organization.

This segment will help identify those design elements that support communicating the team brand. In addition, identifying "its" placement with the team's efforts. From emails signatures to printed materials to internal communications to PowerPoint. Identifying and being consistent is critical to a team's branding success.

  1. Team Name
  2. Team Logo
  3. Team Brand Colors
  4. Team Brand Fonts

Professional Image

A team member’s image is about how they look Physically. The following constitutes a professional image.  One’s hair cut/style, eyewear, wardrobe, accessories, personal grooming, and makeup for women.

Your team member's image is about ensuring that he or she not only represent their position and the organization’s brand but also exceeds their customer’s expectations, both internally and externally, while doing so without losing his or her own sense of personal identity

Once the individual team member's image has been defined, then we will work with the team to define "Image Parameters" for the team to present its self as a whole.

Networking

Whether team members network within the organization or outside of its four walls, consistency is key. Understanding the nuances and intricacies of the etiquette and protocol skills that it takes to network effectively, only then can it be done with ease and consistency. One team member’s behavior and interaction can impact not only the team as a whole, but the organization as well.

Being equipped with all the Team Branding Disciplines from the Team Branding Program, this segment will give each team member the confidence to truly represent the team’s brand. And it is this confidence that will translate into success!

This discipline is driven by video and role-play amongst the team members.

ASK!

The Branding Experts

ASK!

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