How can you effectively manage team members with different public speaking skills?

Assessing public speaking abilities is essential to the success of any team. I like how you discussed a variety of strategies, including the PSSA tool, observation, and self-evaluation. The PSSA appears to be particularly useful for offering a thorough evaluation across several dimensions. It's amazing how it can be utilized to establish a starting point, establish objectives, and monitor advancement, guaranteeing ongoing development for every team member.

To effectively manage a team with varying public speaking skills, foster a supportive environment where individuals feel comfortable expressing themselves. Conduct regular training sessions to enhance public speaking abilities, tailoring the content to address specific team members' needs. Encourage peer mentoring to facilitate knowledge sharing and skill development. Utilize diverse communication channels, allowing team members to contribute in ways that suit their strengths. Offer constructive feedback and recognize improvement. Celebrate individual accomplishments to boost confidence. Ultimately, focus on creating an inclusive culture that values diverse communication styles and promotes continuous growth for every team member.

Es muy importante tomar un tiempo para identificar las habilidades de cada quien en el equipo y no asumir que por tener una habilidad la persona disfruta ponerla en práctica. Por lo que recomiendo conversar con cada persona del equipo una vez tengas una "foto" de cada quien. Un test que me gusta aplicar es el DISC, de esta manera se que una persona "amarilla" probablemente tenga más habilidades para exponer ante otros.

Sobre todo para aquellas personas que estan iniciando en las presentaciones en público es importante acompa?arlas en todo el proceso. Para ello yo apoyo (o alguna persona con experiencia en el mismo equipo) a esa persona con menor experiencia desde: * Tener una presentación de apoyo bien hecha (en caso de ser necesario) * Tener una instancia para que presente internamente con retroalimentación (pero en un espacio seguro) * Durante su presentación, tener palabras claves en donde si por ejemplo me pregunta ?qué opinas al respecto? se que necesita de mi ayuda * Al final de su presentación (trato de que sea de inmediato), indicar que lo hizo bien (en la mayoría de los casos es así) y dar feedback para mejorar

Para cada tarea suelo tener identificadas a las personas con mayor experiencia y que sirvan de apoyo para que el resto del equipo crezca. Una manera de que produzca de manera sencilla es indicando que todos debemos tener personas backup para poder tener unas vacaciones con total desconexión.

Una vez identificadas las habilidades del equipo, me gusta asignar roles y tareas en una reunión que aunque es liderada una persona, les doy la libertad de tomar tareas según su gusto o área de confianza. Aquellas tareas en donde nadie se ofrece, se asignan según el criterio del lider pero indicando porqué se selecciona a una persona u otra, los criterios pueden ser: * La persona con mayor conocimiento * La persona con más habilidades para ejecutar la tarea * Es el turno de aprender de X con el apoyo de Y * X ejecutó esta tarea la semana pasada por lo que le toca a Y

Recognition is a magic, When you recognize your people for their hardwork in the public or private it will motivate them a lot to perform better. Always appreciate the people in public and in private provide feedback for improvement.

En todo equipo Reconocer y Recomensar es indispensable. Es cierto que hacemos nuestro trabajo y por eso nos pagan (usualmente) pero no hay nada como una persona "Motivada". Reconocer en público genera lealtad, compromiso y confianza, si viene con una recompensa mucho mejor, no olvidar que dar feedback en privado es parte de la ecuación también.

Understanding that to be an excellent speaker, it's crucial to master both body language and voice control is fundamental. Achieving this requires a deep understanding of pronunciation, articulation, breathing, intonation, and projection when expressing any idea or phrase.

Understand that not everyone is comfortable with public speaking. Some people may get.very nervous or suffer from anxiety. As a leader you must identify this, and never try to force them into situations that can make them feel uncomfortable. Public speaking is just one skill set in a mountain of other skills. Help them identify their specific skills and build on those skills. Just because public speaking isn't their thing doesn't mean that they can't be a valuable asset to your team. In short, yes... Help them get better, but don't force them to be something that they are not. A good leader will identify an individual's skills and talents and utilize them appropriately.

"I was once thrust into public speaking at work, an emotional ordeal for an introvert. Thankfully, my supportive supervisor reassured me of my expertise. My debut, addressing 50 people in another state, was bolstered by my supervisor's presence. I learned that with the right support, confidence can overcome hurdles. Advocating for others became my mission, reminding me of the importance of my voice, amplifying the unheard ones."

Each time I have the opportunity as team lead, in addition to professional skills for a defined assignment, I also look for candidates with good communication skills. I had to manage a project geared towards rural irrigation program using a river bounding two rural communities. We had to get their buy-in and an assured farmer engagement. I ensured that we could inform, educate, engage and influence our listeners. I ensured that two members had language proficiency of the two communities for effectively communicating with them. We won the hearts of our audience because of clarity and ability to effectively communicate. The communities ended up understanding our mission, properly informed , completely educated. My team was a successful one.