Your Public Speaking team is struggling with performance management. How can you get everyone back on track?

From my experience, conducting a SWOT analysis and gathering feedback is crucial. However, fostering open communication and psychological safety is key to getting everyone back on track, emphasizing a supportive team culture. Encourage team members to openly discuss challenges, fears, and failures without judgment. Implement regular check-ins or retrospectives for the team to reflect and brainstorm solutions together. Creating a safe space for dialogue empowers the team to take collective responsibility for improvement, leveraging their wisdom and support. This approach ensures performance management is about creating a collaborative path to improvement and building a resilient and cohesive team dynamic.

Much before you speak..preparation is necessary like understanding the situation,audience,time and the quality of audience..however,while speaking keep it in mind,the sequence you speak and also depending on the interest of the listeners..

Evaluación tras cada formación. En Helpers Speakers pedimos una valoración individual a cada alumno tras cada formación. Con esos datos ?? podemos tomar decisiones sobre la formación e implantar las mejoras necesarias. Las propuestas de mejoras las compartimos con los responsables de contratarnos, por si quieren que la implantemos en su organización. Ya que en la mayoría de los casos es que los alumnos lo han disfrutado tanto que quieren que dure más tiempo o que se haga un módulo más avanzado pasados unos meses. Nos encanta que los responsables de la contratación participen en la formación y que oigan o lean el feedback de los alumnos.

If one or two team members have performance issues, you obviously need to analyse what they are getting wrong. If the entire team has those issues, I'd say you - or the person to whom they report - are going to have to invest in a mirror. Your team is obviously not being sufficiently directed, informed, energised...

I'm a bit unsure as to the meaning performance management. I personally don't know too many companies in my field (Italian wine business) with a dedicated "public speaking team". However, when it comes to public speaking on behalf of a company, I recommend you set realistic goals and then measure those goals achievements. In order to bring some objectivity in measuring these goals, the expectations for both "public speaking team" and the company should be aligned in advance to minimize divergent expectations. The key is always to manage expectations.

Realigning your struggling Public Speaking team with performance management success involves setting SMART goals. Define Specific, Measurable, Achievable, Relevant, and Time-bound objectives. Collaboratively establish individual and team goals, ensuring clarity on expectations. Regularly assess progress, provide constructive feedback, and adapt goals as needed. Foster open communication, addressing challenges transparently. Encourage teamwork, emphasizing shared objectives. By implementing SMART goals, you not only provide a clear roadmap for improvement but also promote accountability, motivation, and a renewed focus on achieving collective success within your Public Speaking team.

Set SMART goals for the team,and have regular Check ins to discuss OKRs (Measures Objectives and results) And look for ways to improve drive progress.

1.Set specific objectives for both the team and individuals, targeting enhancements in speech delivery, content quality, and audience engagement. 2.Define clear timelines for goal achievement, incorporating progress checkpoints and milestones to facilitate a structured monitoring of advancements. 3.Set challenging yet feasible goals that leverage the team's capabilities and resources, avoiding objectives beyond current capacities. 4.Direct goals towards the team's vision of enhancing public speaking by ensuring they directly address identified weaknesses and contribute to performance enhancement. Linking these SMART goals to the team's overarching vision and mission channels efforts toward long-term success by focusing on key objectives.

Yes, Goal setting is very important to achieve targets and to keep your team members on track. If you are focused and committed to achieving goals then you will always be able to make progress and become successful. Do not forget to be a team player and not a solo player. Team play is always successful ??

Collaboratively set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals with each team member. Ensure that these goals align with both individual development needs and team objectives.

Having regular 1-1 meetings with members of your team allows for consistent feedback. I keep notes for each team member in a OneNote folder and at our scheduled meeting time, I pull those up to go over any questions and feedback. If there is time for training I will do it then, if not we will schedule more time. Make time for this crucial aspect and your team will perform at the highest levels!

Feedback is one area we sometimes gloss over. "You did a great job" means nothing. We all like to bask in the glow of good feedback, but it isn't helpful to honing public speaking skills. While I'd like to think I'm my own best (or worst) critic, having others provide deliberate detail about what resonated, were the word choices clear, was the objective well-communicated and received, were my physical movements natural, etc? These are all crucial to improving. Whether a well-seasoned speaker or new to those roles, we all can continue learning, growing, and improving. Fight for feedback from peers, other speakers, the audience, and yes, self-critique for improvement.

Feedbacks are always good for the team. Encourage them while providing feedback and try to overcome their weaknesses with positive reinforcement and constructive communication.

You could ask the team to get an accountability partner to report to. The accountability partner would be required to ask what could be done to improve performance. This would integrate feedback without judgement as it wouldn't entail a manager or superior breathing down their neck.

As professional speakers, we're always honing. We take feedback in, systematically, and we edit what we say, what we show, how we say it, etc. One thing that has helped me and my team with that ongoing process of honing is to access the most honest feedback there is. We try to access video of the audience. That's footage that tells no lie to save your feelings. Are they on their phones, looking around, whispering with their neighbor? Or are they listening, laughing, nodding, writing down key points, and asking questions (if that is appropriate for the event). Audience response tells no tale to save your ego. It's not for the weak. But you get a better sense of what really works and what doesn't by watching those tasked with watching you.

The sandwich method is a phenomenal way to reward your team while also providing constructive feedback. Reward, critique, reward. Modify this approach for each team member but always emphasize positive reward over negative critique.

To improve performance management in your Public Speaking team, incorporating rewards and celebrations can be impactful. Acknowledge and celebrate individual and team achievements, cultivating a positive and motivating environment. Implement a recognition system that aligns with performance goals, providing tangible rewards or acknowledgment for outstanding contributions. Recognize milestones, project successes, or personal achievements, reinforcing a culture of appreciation. By incorporating rewards and celebrations, you instill a sense of accomplishment, boost morale, and encourage sustained high performance within the team.

Too many times I see leaders when dealing with struggling teams is to micromanage. I disagree to this strategy. Sit down behind closed doors (where people are more susceptible to open up) and discuss their shortcomings and how we can rewrite their course. That is only step one. Then you need to set up 1:1 breakout sessions where you sit with them 2-3 times to identify their daily work ethics and what needs to be updated in order to achieve the level you are seeking them to be at. Lastly, reward them when they show progress and hit goals. Celebrate them like they won the lottery. Employees are humans and no business should have to ridicule others in public (the office floor) to make a point. Show compassion to all your employees. TL

Awarding acknowledgement and recognitions in a consistent and equal manner is a great way to build team camaraderie. Rewards can motivate and inspire individuals and teams to strive higher to achieve goals.

Rewards sound like a good idea however research has been done that demonstrated that once rewards seized to be given children who were good at drawing stopped drawing. The children who were never given a reward kept drawing. Literally as human's we are as trainable as dogs. So the reward trains the dopamine receptors. If you start down the reward route you will have to continue or the team will falter again. I suggest working each member on a psychological level and finding out what makes them tick so they become self regulating and do their best for themselves not external validation. Remove a person's limiting beliefs and you will get the best 24/7. Teach them the skills of self improvement and they will repay you with success

To address performance management challenges in your Public Speaking team, regular monitoring and adjustment of the performance management plan are crucial. Establish clear metrics and KPIs to measure progress. Regularly review performance against these benchmarks and identify areas for improvement or adjustment. Collaborate with team members to gather feedback and insights, ensuring that the performance plan aligns with organizational goals and individual aspirations. Be flexible in adapting the plan based on evolving needs, industry changes, or individual development. By consistently adjusting the performance management approach, you create a dynamic system cultivating continuous improvement and keeping the team on track.

Regularly monitor and evaluate individual and team progress. Use key performance indicators (KPIs) to assess improvements. Adjust strategies as needed based on ongoing assessments.

Being flexible and adaptable is key to growth. Having regular assessment and feedback allows the team to readjust before too much time or efforts are wasted in the wrong direction. We like to do this on a bi-weekly/monthly basis for rapid adjustments and then doing a thorough evaluation on a 90-day basis. It is important to get everyone involved so that changes are implemented faster and so they can be more intentional. Having the big vision in mind through these assessments is key so that we don't lose track of our objectives.

Just like any good plan, in order for it to work whether that be helping your public speaking team improve in performance management, or another challenge...you must be willing to monitor and adjust. Always be flexible and ready to adapt based on the data you receive. Data driven decisions help to form stronger actions that can truly help fuel change and improvement. Be open to adjusting your plan to best address your goals with your team and ultimately, help them improve.

La surveillance : c'est une évaluation à visée d amélioration continuer et SEULEMENT cela. Il serait contre productif d envisager la surveillance comme évaluation des individus, du conformisme, de la compétence....

Diferentes estudios revelan que la capacidad de atención que tenemos se está reduciendo. Hace dos décadas se situaba en doce segundos, ahora se ha reducido a tan solo 5 segundos! Tan solo dedicamos cinco segundos de atención a averiguar si un mensaje, un artículo de prensa, una fotografía, un vídeo o una conversación es interesante. Por tanto, si quieres mantener el interés de tu audiencia cuando hables en público es esencial que le des la importancia que merecen a esas primeras palabras que, sin duda, definirán el éxito del mensaje

In my experience the following 3Ps would help if they remember to 1. Prepare well- Research your audience and understand what will engage and drive them. Prepare your speech/presentation in a language that they will understand. Prepare bullet points to organise your thoughts better and to remember it well. 2. Practice- Practice in front of the mirror, practice with people who will give constructive feedback and help you to improve.Practice till the words come easy and thoughts flow seamlessly. 3. Present Mindfully: During the event connect with the audience, look into their eyes, pause & speak. Remember public speaking is meant to engage others so instilling a little genuineness, humour and warmth wherever possible goes a long way.

Know the strength of your team members and maximize each person's strength. Everyone will not perform at the same level, allow the strategist put his/her creativity to work, let the best speaker take the lead, let the organiser do his/her job, etc. That's why you're a team. Each person brings her A-game and you'll have a great result.

These are all fine things for teams to do to optimize performance but public speaking is about preparation, practice, relaxation, and trusting the preparation and the practice. You can SWAT and SMART until the cows come home but if your team is not prepared, has not rehearsed, is not relaxed, and does not trust themselves and their technique then performance will not improve much. That’s what I focus on as a speaking coach.

Run a meditation workshop once a week. This practice can help align the hearts and minds of public speakers, allowing them to sound more genuine. Therefore, it builds trust with the listeners.