Success Advice
5 Tricks To Take Your Next Talk From Boring To Fascinating

Whether you’re giving a big talk for the first time or the fiftieth, it can still be nerve-wracking to try and decide exactly what to say and how to say it. Public speaking isn’t something that comes easily to everyone, and even established pros sometimes find themselves choking up.
The topic can be unfamiliar, leading you to do a lot of research and making you sound too scripted, or it can be so familiar that you find yourself skipping sections which may be more necessary than you think.
Need to spice up your upcoming talk? These tips will help it be one that is discussed for years – and for good reasons:
1. Practice But Not Too Much
It seems obvious; when you’re nervous about something, you should practice, so that you can succeed. And this is true, but only to a certain point. Any athlete can tell you that there’s a point where you’ve over practiced, and you run the risk of ruining your game. The same thing is true with a talk or presentation.
If you practice to the point that it sounds like you’re reading off a card, or reciting a speech, then your audience isn’t going to be as interested. Practice your speech until you’re comfortable with what you’re saying, and then let it go.
“We are what we repeatedly do. Excellence then, is not an act, but a habit.” – Aristotle
2. Offer Several Methods of Information Delivery
There’s an old saying that people remember 10% of what they read, 20% of what they hear, and 30% of what they see. The wisdom therefore goes that if you combine the senses, people will retain more information. For example, having someone describe the percentages of the population which performs a certain task along with showing a graph of the same information will help people retain that information.
In general, the information needs to be presented differently in each method. Reading someone a slide which they can also read themselves doesn’t help him to retain information. Elaborating on the information in the slide may.
The best way to get people to retain information is to give them something to do, but be careful with this, activities in big groups can quickly get tedious and annoying, and can eat up your time faster than you think.
3. Tone Down The Humorous Anecdotes
If you want to make your talk memorable, making people laugh seems like a good way to do it. The trouble is that making people laugh is harder than you think, and a misplaced joke can alienate a big portion of your audience. If you’re aiming to be funny, make sure that the only person you’re poking fun at is yourself.
Better yet, aim for friendly and personable; these traits crossover cultural borders better than humor, which can be incredibly specific.
4. Make Your Talk Actionable
Any professional level talk should include discussion of how the information you’re presenting is actionable to the people who are listening. You should come out early and tell them what they’re going to learn – within the first two minutes of your presentation, perhaps – and then make sure that they have the ability to implement this knowledge in their organizations or departments before your presentation is done.
For example, if you want to teach people better management techniques, you might choose a particular technique to focus on, such as offering positive feedback. Your talk breaks down motivational theory, why particular techniques work, and how to make positive feedback a business priority. You now have a basic structure for the learning that will be accomplished during your talk.
“It’s totally fine if you feel nervous and stammer a bit. If you give actionable, clear advice, people will forgive it all.” – Tim Ferriss
5. Make Sure You’re Accessible
Some people process information very quickly, and find that they have questions during the immediate Q&A period that follows your talk. Others may find themselves taking some time to churn the information you’ve presented, or may try to implement it and run up against a roadblock they didn’t anticipate.
Leaving them with a way to contact you and ask for additional advice can be a great way to make your talk feel more important and memorable, while also ensuring that they get the full benefit from your presentation.
Depending on your popularity, however, you may want to be clear how you’ll respond. If you say you will respond to each email promptly, and then never do, people will be frustrated. If you say that you’ll look at queries and respond to some in your weekly or monthly newsletter, however, you are setting a more reasonable expectation. Whatever you’re prepared to commit to, say that, but don’t overcommit.
Giving a talk shouldn’t be a scary or an upsetting proposition. Instead, it should be a chance for you to network within your industry, communicate on a topic about which you are passionate, and make connections within your community. Remember to enjoy yourself!
What tips would you give to someone that wants to become a speaker? Please leave your thoughts below!
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Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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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