Success Advice
9 Ways To Deliver An Award Winning Speech

Word of mouth marketing can be one of the most powerful marketing tactics. Think about it – it costs nothing and every person who hears about your product is a potential genuine referral. Sometimes you are asked to give business presentations to a group of people interested in your ideas. It can be very difficult to put your ideas into words that your listeners will relate to and appreciate.
I have discovered that there is a checklist of guidelines. I need to make sure my listeners are able to follow along with me and capture my enthusiasm as I deliver a speech selling my ideas. Read on for this “Award Winning, Speech Giving Checklist“.
1. Relate: Make your speech relate to its audience. Often you will be giving a presentation to a class of people who come from all kinds of different backgrounds. Find a common point they all have in common. Alternatively, you can find a common aspect of life they will all have to face some day. Use that as the grounds for your presentation and refer back to it more than once.
2. Preview/Review: When you’re giving a presentation, having pictures is great but what if you have no access to pictures or any visual board? A wrap-up at the end – (i.e. a recapitulation of “what we just saw”) acts in a similar way. It helps everyone keep on track and get a better overall understanding of what you are talking about.
3. Covering your Tracks: This point is more about unity than covering your tracks. When you speak to your class, turn the feared Q & A session at the end into an open floor discussion with everyone. If you don’t know the answer to a question, invite other people to answer. It’s not about what you know; it’s about what people you know know!
4. The Poor Presentation. Everyone in life has a purpose. If you sit through a boring presentation, take note of what aspects of it are boring. Are you making these same mistakes? If you are, reexamine your speech and put yourself in your audience’s place. What would you rather hear sitting with the audience?
5. Looking Professional: Probably the reason why dressing up in a shirt and tie is so effective when you give a conference or speech is because no one else does it. Being one of the few who goes out of their way to look good shows that you care about your appearance and reputation. Moreover, it demonstrates enthusiasm and confidence – two qualities that you cannot do without, especially when teaching people something they assume you are the expert in.
6. Confidence: There are hundreds if not thousands of different ways to acquire a feeling of 100 percent confidence as you walk on the stage or in front of your class. Some tell themselves they are the best repeatedly in their minds. Others study for hours and hours until they have convinced themselves or until they have mastered the material they wish to present.
If you give a speech and you fumble because you’re nervous, you can get rid of this by doing the following:
- Identify the root cause for the fumbling. This is usually fear, however you need to be certain that you recognise where it is coming from. For example, it could be fear that you are not good enough, or fear that you will make a mistake, or fear of what others will think.
- Next replace the root fear with its polar opposite. If you are afraid of what people think, remind yourself that what they think is none of your business. If you feel that you are not good enough, remember that we are all unique and have different special abilities in different areas. If you are afraid of making a mistake, focus very hard on what you are saying and practice! Practice! Practice!
- Think positively! Visualise and believe in yourself as a vehicle that will allow you to attain your inner most desires.
7. Enthusiasm: Half of the audience thinks you are waving your hands too much, the other half feel you are not into your speech enough. What do you do? Get excited. Engage your audience by asking them questions and crack a joke while you’re at it if the context allows (this tends to reduce tension). This builds momentum, which puts you in a complete feeling of joy. No one will notice the annoying details if you are giving them an experience to remember.
8. Test-Run: Doing a test run with the equipment you will be using can be very rewarding. Avoid possible difficulties/embarrassments that increase the level of stress on your presentation day. You will also want to use the opportunity to proof-read your presentation to to make sure the text is legible on the background of your slides.
9. My last point is called “Journey” because it is the journey that is the reward, not the end, and not the beginning. As you take your audience through your presentation, you are guiding them through a journey. Hand-feed them all the way, and make sure everything is very well explained. Remember that your presentation is a tool to convey your message, not the object of your presentation. Do not look back at the screen or down at your monitor. Do not read of your slides either – your audience can read off the slides. If you are presenting to 30 people or less, make eye contact with everyone. If you’re presenting to a larger group it is ok to look above the crowd’s head, since eye contact isn’t really possible. One or two large images, key points and “sound bites” will help the audience to remember things you said and to follow you through the journey of your presentation.
And that’s all there is to it! Imagine yourself being electrocuted – you are excited – this will create a contagious smile and energy to flow around the room.
Article By: Daniel Massicotte
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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