Career In Progress

Calling All Career Practitioners-Upcoming CDF Course

Course Dates: January 13-April 28, 2011
Face-2-Face Meeting Dates:  January 13 & 14 in Andover, MA and April 28, 2011 via webcam. Remainder of course completed on-line at own pace.

 Sponsored by: Career In Progress and Lengel Vocational Services, Inc.

Interested in getting credentialed as a Global Career Development Facilitator through the National Career Development Association? Registration for winter CDF training course now open! 

TRAINING FORMAT:The CDF curriculum is now available in an eLearning format.  It combines 24 face-to-face contact hours; 56 hours thru distance delivery; and 40 hours of Independent Study.  With the exception of the face-2-face sessions, each student has control of the pace of the course.  Face-to-face sessions are scheduled for January 13 & 14th from 8:30 am - 5:30 pm at the Staybridge Suites in Andover, MA (a requirement of NCDA). The remainder of the course completed on-line and virtually for your convenience!!!

PURPOSE:   This training is intended for professionals and paraprofessionals who provide career-related services in a variety of settings such as higher education, K-12 schools, government agencies, business and industry, private practice, and community-based organizations.  This curriculum is especially valuable for those impacted by the U.S. Department of Education’s Carl D. Perkins Career and Technical Education Improvement Act of 2006 (Perkins IV).  It is designed to serve as a vehicle for professional enrichment and as a vehicle to achieve national certification as a Global Career Development Facilitator.  (See www.ncda.org for information on history and requirements.)

The GCDF credential was established to recognize the training and background of those working in career development fields, and to establish minimum competency areas.  A GCDF may serve as a career group facilitator, job search trainer, career resource center coordinator, career coach, career development case manager, intake interviewer, occupational and labor market information resource person, human resource career development coordinator, employment/placement specialist, or workforce development staff person.

COURSE COMPETENCIES:  The career development competencies addressed in the CDF curriculum offered through the NCDA are discussed below. Those professionals who are trained using the curriculum can expect to gain knowledge and skills associated with each of these competencies.

1. Helping Skills - must be proficient in the basic processes of career facilitation.
2. Labor Market Information (LMI) and Resources - must understand key labor market and occupational information and trends and be able to access and use current resources.
3. Assessment - must comprehend and be able to use both formal and informal career development assessment tools and resources appropriately, understanding how different approaches to assessment can impact different populations.
4. Working with Diverse Populations - must be able to recognize the special needs of various groups and adapt service menus to meet unique needs.
5. Ethical and Legal Issues - Follow the CDF code of ethics and know current legislative regulations.
6. Career Development Theories and Models - must be able to identify the leading theories of career development and understand how each can be used at different times to facilitate career development across a wide population group(s).
7. Employability Skills - must know and be able to use a variety of job search strategies and placement techniques, especially in working with diverse or specific groups of customers or clients.
8. Training Clients and Peers - must be able to identify training and development needs, and prepare and develop materials in support of training programs or for special presentations.
9. Program Management and Implementation - must understand a variety of different career development programs and be able to assist in the steps related to successful development, management, or administration.
10. Promotion and Public Relations - must know how to market and promote career development programs with staff, supervisors, and the local community (public) served.
11. Technology and Career Development - must be able to identify, comprehend, and use computer applications that support and enhance career development processes.
12. Consultation/Supervision - must be able to identify when the limits of personal expertise are reached and be able to accept suggestions for performance improvement from consultants or supervisors

OUTCOME:  Certificate of completion; CEUs 

COST: $915 per person, which includes all instruction, course materials, training DVD, access to on-line blackboard, snack, and refreshments during the face-to-face sessions on January 13 & 14(lunch and lodging on own). A discount rate may be negotiated for large groups. Please contact instructor directly to discuss.

ABOUT THE INSTRUCTOR:  Heather has an EdD from Central Michigan University with a focus in Career Development, and holds the following certifications: Certified Professional Resume Writer (CPRW); Certified Global Career Development Facilitator (GCDF); Career Development Facilitator Instructor Certification; Certified Job & Career Development Coach (JCDC); and Certified Myers-Briggs and Strong Assessments Administrator. Heather has been a private career coach since 2002 and has been employed in higher education in the field of career development and advising since 2000. She has also researched, written, and presented extensively on various career development topics, such as generational differences in the workplace, student development in college, and career development of new graduates.

TO REGISTER/FOR MORE INFORMATION: contact Heather Maietta via email at heather@careerinprogress.com  or call 617-925-5289.

 

 

 

Is Facebook Your Friend?

There is no doubt about it; social media is a part of our lives. It helps us connect and communicate. We use it to keep in touch with friends and family; to share information; to network; to job search; to learn. Recently, I have found it helpful in reconnecting with some of my long lost high school friends - being that our class reunion is fast approaching, using social media to communicate has been a way to catch up with people I've neither seen nor talk to in 20 years.

In working with college students, I frequently lecture on the benefits of social media as a powerful networking and job search tool. The students and I spend countless hours discussing how to they can use social media to present themselves professionally, and how important this presence is to potential employers.

At what point; however, does the use of social media begin to harm us? A recent article published by CareerBuilder.com talks about the misuse of one form of social media: Facebook. The article highlights specific examples of employees who misused Facebook - crossing the line professionally - costing them their jobs. When discussing this article with my students, the major response I received was that their Facebook pages were private and it wasn't the business of their employers (potential or current) to be paying attention to what they were "doing" outside of work. To them, in fact, it was an invasion of their privacy.

We then had to have the conversation about information on the Internet being public - if the information is out there, it is no longer private. We also talked about how important image is to business, and how they represent their employers during and after work hours. This came as quite a shock to most of them, who genuinely thought their information was private, and what they do outside of work has little to no impact to their employers. Scary.

The recent CareerBuilder article, and the conversation with my students made me realize that what is sometimes seemingly obvious, is - in fact - not. The proper use of social media and the risks involved with using is, even in our era of advanced technology, a conversation that needs to be frequently had.

 

Transitions: Heading Back to the Workforce

It is not uncommon for professional women to give up employment for a period of time to raise children. Most recently, a number of stay-at-home moms are re-entering the workforce as a result of the current economic downturn. Termed "economommies," these women find themselves partially supporting to their families as earnings from only one parent has become increasingly inadequate.

 

Re-entering the workforce, whether by choice or as a result of family need, can be terrifying. What has happened in my industry since I left? Do I still have what it takes to be successful? How will I explain my professional absence? How will I juggle home and work responsibilities? These are all very real, valid questions that can race through the mind. Typically, anxiety lies in the job seeker having a crisis of confidence. Before you begin your transition back into the workforce, ask yourself “Where does my uncertainty lie?”

 

Crisis of confidence comes in many forms. Some of the most frequent are technology shortcomings; knowledge of industry trends; unpolished qualifications; scheduling conflicts; employment gaps; and attitude.  Let’s address each of these separately.

 

Problem: Technology shortcomings… Solution: Re-educate yourself. Once you are aware of your obvious gaps, figure out how you'll fill them. Massachusetts has a strong workforce development program, providing skills-based training for those who qualify. Other resources include programs at community colleges and free or inexpensive courses offered at local libraries or through community education programs.

 

Problem: Knowledge of industry trends… Solution: Put your research cap on. If searching for employment in your previous industry is your goal, now is the time to brush up on the trends, leading employers, and key players in the field. Some helpful ways to achieve this are as follows: 1) Join the professional organization associated with your industry. Professional organizations allow you to take advantage of training opportunities, network with others in your field, and gain access to job boards. 2) Become a member of a women's group. Boston Women’s Network is just one example of many groups offering support for stay-at-home moms re-entering the workforce. Finding and joining a women’s group can be as simple as doing an interest search on meetup.com. 3) Do some research on your companies of interest. This will help you to talk the talk knowledgeably, and learn more about a potential future employer.

Problem: Qualifications…Solution: Translate. You haven’t had the opportunity to build your resume because you’ve been out of work for several years, and you’re worried because employers want qualified individuals.  The key here is to translate your stay-at-home qualifications into language employers will understand. Here are some examples: Did you manage a household budget? This translates to fiscal responsibility, financial planning and reconciliation. Did you raise your children? Interpersonal skills, multi-tasking, problem solving, decision-making, and supervision are just a few of the transferable skills you've perfected being a mom.  Did you coach your child’s team or volunteer? Think about the scheduling, organizing, transportation, event planning, and fundraising. These skills convert to leadership in the workplace.

 

Problem: Scheduling conflicts…Solution: Flex. Many moms returning to the workforce will be required to juggle multiple responsibilities. Some are not ready to abandon the various roles they play in their lives: mom, wife, friend, volunteer. Fortunately, many non-traditional careers provide flexible work schedules - an alternative to the traditional 9-5. Some of the companies most sympathetic to stay-at-home moms re-entering the workforce can be found on the 100 Best Companies for Working Moms. These companies offer many perks, including job sharing, flex schedules, and on-site daycare.

 

Problem: Employment gaps…Solution: Turn time out into time well spent. Being out of the workforce for a period of time will require you to be ready to articulate what you've been doing and why it's relevant to what you want to do next. Verbalizing your transferrable skills in a way that shows you are ready, willing, and qualified to handle anything that comes your way will reassure employers. Figure out how to showcase your skills and successes through meaningful and relatable anecdotes. For instance, if you've coordinated a community event, explain that enormous undertaking and your role in managing it. Great experience doesn’t have to come from the office.

 

Problem: Attitude…Solution: Attitude. An enthusiastic, can-do attitude is the most important thing you can bring to an employer, and the most important thing you can give to yourself. Keeping a positive attitude will give you the energy needed to make this important transition. Employers will recognize your eager, infectious vibe as something their company cannot operate without.

 

And finally, for support and advice, seek the assistance of a qualified career coach. Working with a coach can help clarify your professional goals, and offer you the best possible assistance in your transition back into the workforce.

Landing a Federal Job

Within the next four years, one-third of all federal employees (nearly 1.9 million) will be eligible to retire. There are also new federal jobs being created as a result of the American Recovery and Reinvestment Act. Translation: tremendous opportunity for all job seekers and career changers.

 

The key to navigating the federal employment process is three-fold. First, become aware of the opportunities and benefits available. Second, familiarize yourself with the application and hiring process. Third, begin building relationships with federal agencies, just as you would build ongoing relationships with other potential employers. Here are a few tips: 

 

Prepare: The application process is lengthy. After all, this is the government we are talking about! Increase your chances by allowing plenty of time to thoroughly complete the application process.

 

Choose Wisely: As with any position, you will be more successful in the search process if you apply for jobs that are a good match for your skills and talents. It is a good idea to do a little research before applying. Here are a couple links of value: www.makingthedifference.org/federaljobs/usajobsresume.shtml

www.makingthedifference.org/federaljobs/ksa.shtml

 

Practice Patience: It can take weeks to months before you will hear back about an application. Every federal job requires a background check before the agency can make a job offer. If the position is related to national security, applicants will be instructed to complete the security clearance process once they receive an offer. Be patient.

 

Follow-up: Contact a representative to learn the status of your application or to find out more about a job about a month after the closing date or, if the closing date is extended, about a month after you turn in your application.

 

To find job openings, visit the federal government job web site—www.usajobs.gov.

Outrageous Interview Responses

Recently, CareerBuilder.com posted an article entitled 43 Weird Things Said In A Job Interview. This hilariously sad, but true depiction of what hiring manager’s face when interviewing and screening candidates makes me understand why finding good talent is such a challenge.

This article came to me the same day I received the National Association of Colleges and Employers (NACE) Summer 2009 Salary Survey, which reported that employers expected to hire 22 percent fewer new grads this year than last year (Job Outlook 2009 Spring Update) and just 19.7 percent of the Class of 2009 reported having a job in hand by the time of graduation (2009 Student Survey).  

And I couldn't help wondering if there was some connection between the two articles.

Do colleges and universities have an obligation to school undergraduates in the professional skills associated with the job search and employment demands after graduation? In a recent study conducted by Bitz (2009) it was reported that 68% of students felt transitional course should be an undergraduate requirement because such courses help build a foundation for future learning experiences. Yet, a 2007 NACE survey reported the number of credit-bearing career development courses offered at the undergraduate level was a mere 32.6%. Sounds like the jury is still out.

Perhaps participation in such courses may combat some of this under preparedness by offering proactive solutions to some of the transitional issues college students face upon graduation.

Career development courses are an example of curriculum interventions, focusing on consideration of goals, values, skills, and abilities. These courses can provide transferrable skills assistance, such as decision-making, interview preparation, effective communication, critical thinking, problem-solving, job search strategies, resume and cover letter development, and networking skills.

Based on the CareerBuilder.com article, it sounds to me that a little interview preparation is in order.

Career Development Facilitator Course

Interested in getting credentialed as a Global Career Development Facilitator through NCDA? Summer training course now open!

 

PURPOSE:   This training is intended for professionals and paraprofessionals who provide career-related services in a variety of settings such as higher education, K-12 schools, government agencies, business and industry, private practice, and community-based organizations.  This curriculum is especially valuable for those impacted by the U.S. Department of Education’s Carl D. Perkins Career and Technical Education Improvement Act of 2006 (Perkins IV).  It is designed to serve as a vehicle for professional enrichment and as a vehicle to achieve national certification as a Global Career Development Facilitator.  (See www.ncda.org for information on history and requirements.)

 

The GCDF credential was established to recognize the training and background of those working in career development fields, and to establish minimum competency areas.  A GCDF may serve as a career group facilitator, job search trainer, career resource center coordinator, career coach, career development case manager, intake interviewer, occupational and labor market information resource person, human resource career development coordinator, employment/placement specialist, or workforce development staff person.

 

COURSE COMPETENCIES:  The career development competencies addressed in the CDF curriculum offered through the NCDA are discussed below. Those professionals who are trained using the curriculum can expect to gain knowledge and skills associated with each of these competencies.

1. Helping Skills - must be proficient in the basic processes of career facilitation.
2. Labor Market Information (LMI) and Resources - must understand key labor market and occupational information and trends and be able to access and use current resources.
3. Assessment - must comprehend and be able to use both formal and informal career development assessment tools and resources appropriately, understanding how different approaches to assessment can impact different populations.
4. Working with Diverse Populations - must be able to recognize the special needs of various groups and adapt service menus to meet unique needs.
5. Ethical and Legal Issues - Follow the CDF code of ethics and know current legislative regulations.
6. Career Development Theories and Models - must be able to identify the leading theories of career development and understand how each can be used at different times to facilitate career development across a wide population group(s).
7. Employability Skills - must know and be able to use a variety of job search strategies and placement techniques, especially in working with diverse or specific groups of customers or clients.
8. Training Clients and Peers - must be able to identify training and development needs, and prepare and develop materials in support of training programs or for special presentations.
9. Program Management and Implementation - must understand a variety of different career development programs and be able to assist in the steps related to successful development, management, or administration.
10. Promotion and Public Relations - must know how to market and promote career development programs with staff, supervisors, and the local community (public) served.
11. Technology and Career Development - must be able to identify, comprehend, and use computer applications that support and enhance career development processes.
12. Consultation/Supervision - must be able to identify when the limits of personal expertise are reached and be able to accept suggestions for performance improvement from consultants or supervisors

TRAINING FORMAT: The CDF curriculum is now available in an eLearning format.  It combines 24 face to face contact hours with 56 hours thru distance delivery and 40 hours of Independent Study.  The course may be completed by November 20, 2009 or before.  Each student has control of the pace of the course.  

Face-to-face sessions are scheduled for August 6 & 7, 2009 from 9:00am-4:00 pm at the Staybridge Suites Conference Center in Andover, MA (directly off Route I-93). The remainder of the course completed virtually for your convenience!!! 

OUTCOME:  Certificate of completion; CEUs

 

COST:   $1,015 (Includes face-to-face instruction, meals, course textbook and DVD)

 

TO REGISTER/FOR MORE INFORMATION: contact Heather Maietta via email at  heather@careerinprogress.com  

 

Welcome to the wonderful world of Career Development!

 

 

 

Are Job Boards Dying?

In a previous post, I spoke of the importance of building your brand. Building your personal brand is extremely important when networking because you want to make yourself easily recognizable to those you are trying to attract. This is particularly important when conducting a job search. Through technology, it is easier than ever to build your personal brand and network yourself into a position without ever having to begrudgingly search and apply for positions through Job Boards – which, according to a recent Jobvite survey, are on their way out of the job search scene. 

 

Increased Use of Social Networking Sites

Because approximately 80% of people now get a job through networking, it makes sense that companies are increasingly turning to various forms of social media to advertise for, and recruit, new talent. Of the 440 companies who responded to the2009 Jobvite survey

    - 76% plan to invest more in employee referrals (68% in 2008)

    - 72% plan to invest more in recruiting through social networks

    - 75%+ plan to invest less in more costly sources (job boards, third-party recruitment and campus

            recruitment)

    - 80% currently use or are planning to use social networking to find and attract candidates

                - 95% will use LinkedIn (80% in 2008)

                - 59% will use Facebook (36% in 2008)

                - 42% will use Twitter

 

What Does This Mean For Job Seekers?

The survey results above are just one example of many that suggest Job Boards are becoming a thing of the past. Note to all the Job Seekers of the world – Get off the Job Boards!!! Spend your time and effort on more productive search techniques, such as creating and fully updating your LinkedIn profile – thereby connecting directly to the people who have the power to hire you!  

Of course, this is where your personal branding will come into play. Using your social networking sites(s) as a tool in the job search requires that you be sure to polish and protect your most valuable asset – you! Here are a couple of tips:

 

Polish your brand: Rule #1 in creating a social networking page is to make sure your profile is clean and professional. Remove all questionable contacts and photo’s, and keep it specific to your job search goals. Complete your profile 100% of the way by filling in all categories, and requesting recommendations from reputable references. If companies are researching your social networking site, showcasing your best assets on your profile is a must. Update your status frequently, so others know what you are currently working on – it serves as a conversation piece when connecting with new people. Once your account is complete, promote your URL’s wherever possible, like on your resume and as part of your email signature. The more exposure, the better.

 

Advertise your brand: Like I said above, if you aren’t visible, you don’t exist.  Make sure people know you are actively using your social networking sits(s) for the job search, and drive traffic there! This is a great way for people to learn about you, and what you are interested in doing. If you are searching for a job, let everyone know you are looking, and refer them to your account for a more detailed picture of what you can do, and what your previous accomplishments are. Believe me, people will look.

 

There are many pieces to the puzzle: Job searching via social networking is a excellent tool for the job search; however, it cannot be the only tool you use. You MUST also build a strong network elsewhere. As convenient as social networking is, it cannot replace face-to-face contact. Remember the 60-30-10 rule when conducting any job search – 60% of your time needs to be in-person. Regardless of how effective social networking sites are, they will never replace the value of face-to-face contact.

 

 

 

The 60-30-10 Rule

Jobseekers and career changers take note - - allocating your time via the 60-30-10 rule maximizes your search efforts; therefore, this tried and true method is worth revisiting. Whether you spend ten hours a week or 40 hours a week on your search efforts, how you allocate your time matters. According to the 60-30-10 rule, your time should be spent as follows:

 

-          60% engaged in face-to-face activities related to your search. This could include informational interviewing, internships, group contact, volunteer experience, professional organization activities, etc.

-          30% through electronic communications, such as networking on LinkedIn and Facebook; making phone calls; internet job searching; email; job boards; listserves, etc.

-          10% writing and revising your professional documents (i.e. resume, cover letter, thank you letters, portfolio, etc.

 

Face-To-Face Contact (60%) - This category is typically the most challenging for many people; however, face-to-face contact indubitably yields the highest time-worth ratio. Think back to all of the accomplishments you have had in your career to date. I would bet that in one way or another, all of these triumphs have had some direct relation to meeting and forming relationships with people in-person. Face-to-face contact allows you to represent yourself in the best possible light, as well as gather the most accurate information. After all, most people are better represented in-person than on paper. When you meet people, and form rapport, they will be more apt to remember you - and help you.

 

Electronic Communication (30%) - Electronic communication is used everywhere, especially in the job search. In this day and age, we could spend 100% of our time conducting a search through various forms of electronic communication. Unfortunately, the results won’t be as productive. Of course, some form of electronic communication is necessary -- applying on-line, initial connections via email, scheduling appointments, searching for networking opportunities – but these activities should be kept to a minimum. When engaging in any type of electronic communication, first ask yourself if you can get the task done another way. Instead of scheduling an appointment via email, can you call to schedule? Can you submit your application materials in person instead of applying through the Internet? You never know who will answer the phone or on the receiving end of your personally delivered documents. It just might be the guy who has the power to hire you!

 

Professional Documents (10%) – Preparing and revising your professional documents should take NO MORE than 10% of your search time.  Of course, this is where job seekers derail. Most spend hours upon hours pining over their resume and cover letter, creating a perfect document -- which is great -- other than the fact that now there isn’t time left for the rest of the job search. Furthermore, when they receive little to no response from their perfectly created documents, motivation and self-esteem hit rock bottom. If a resume and cover letter is necessary for the job search, it should be used only as a last resort, or given when requested by your contact.

 

Although it may not seem so at times, face-to-face contact still is the most effective way to accomplish most things in life, job search included. The more you increase your in-person contact, the more comfortable you will feel, and the better the results.

The Yearly Career Physical

Every year we perform the necessary maintenance to our lives: routine visit to the doctor’s office, annual (dreaded) dentist appointment, oil changes, flu shot, and so forth. Unfortunately for nearly all of us, we neglect to care for one very important component of our lives: our careers.  Now is the perfect time to add a career physical to your yearly maintenance list.

 

Career assistance is a service that, like paying taxes, applies to everyone. Regardless of how good one’s career is going there is always a sense that it could be better. A yearly career physical is exactly what it sounds like: spending a couple of hours with a career coach each year re-evaluating your career. Why not? After all, isn’t your career worth being “checked?”

 

A satisfying career contributes instrumentally to good health and well-being; however, many find that conflict between their work and their lives leads to strain on the job and in the home, often causing serious health problems. High work/life conflict is associated with stress, depression, burnout, reduced job satisfaction and organizational commitment. Performing a yearly career physical can be just what you need to reduce or alleviate this unnecessary life stressor.

 

What should one expect during a routine career physical? It depends on the individual, of course. The visit would encompass a wide variety of services, dictated by the client’s needs, services typically changing from year to year. Although the sky is the limit, some of the topics that could be discussed are as follows:

 

Review your work with professional organizations and make sure that you are connected to the most sophisticated and current source of information about trends in your industry, including compensation and training. Are you taking advantage of the resources available to you?

 

Change in your work arrangements (i.e. work from home, reduced hours, childcare changes) gather the information and have a conversation with your career coach that will help you make a persuasive and appropriate case with your employer.

 

Identify and discuss your most important skills - are you utilizing your talents fully in your current position? If not, what are some of the ways you can maximize on your talents for increased job satisfaction?

 

Training opportunities – are there skills or competencies you lack that are holding you back from achieving your goal(s) at work? Are there areas of weakness that can be improved on that can get you noticed? Have you been overlooked for a promotion, and don’t understand why? You and your career coach can identify and work through some of these challenges together.

 

Career Direction – are you really where you want to be in your career? Is your work mentally challenging enough for you? Are you taking the necessary steps to achieve your desired career goals? Have you reached the ceiling in your current position, and are unsure what your next step is?

 

Regardless of your degree of success or satisfaction in your current position, performing a yearly career physical can help to revitalize your goals and ambitions, and keep you on a healthy career path. You owe it to yourself to periodically evaluate where you are professionally, and whether there is need for improvement. Meeting with a career coach once a year can be just what the doctor ordered.

 

Need further motivation? Book your yearly career physical in conjunction with your birthday. Think of it as a present to yourself – taking healthy strides to improve the year to come by evaluating your professional goals and objectives.

The Art of Public Speaking

For most of us just hearing the words “Public Speaking” sends us into panic mode. The chance of dying of stage fright is slim, I know. But the feeling that we are going to die is very real. For many people, public speaking is an unavoidable job requirement. I do not believe anyone is a natural born presenter. Even the best speakers were once terrified novices, feeling the same symptoms of anxiety as the rest of us.

My career requires me to do a lot of public speaking, and I’ve had to adjust. Experience and training has allowed me to gather time-tested tips on ways to manage my fear of public speaking. I believe what separates great speakers from mediocre ones is preparation and practice. Whether it is a speech, a presentation, a staff meeting, or a lecture, being mindful of the following concepts will allow you to not only survive the speech, but thrive as a confident speaker.

Know Your Audience-Your speech or presentation must speak directly to the crowd you are addressing. After all, they have given you their time-you owe it to them to use it well. Do research on your audience beforehand. What are their problems, issues or concerns? What do they want to know? Contact the event planner, visit the organizations website, or, if possible, call one or two individuals familiar with the group you will be addressing. Doing your homework allows you to prepare an audience focused speech or presentation.

The Message-A good speech or presentation has a clear message-one big idea. Once you have established what this message will be, build your speech or presentation around this big idea. Strengthen your idea by introducing two or three supporting points. Use relevant stories to drive home your message. A powerful speech is one where the audience can walk away with a clear picture of your main point. If they walk away confused, you’ve just delivered an ineffective presentation. Delivering a speech that does not have a clear, defined, supported idea is a waste of not only your time, but also your audiences. 

Spice it Up-Come up with presentation materials that capture your audience’s attention. Startling facts, stories, visuals, and humor make a presentation memorable. Audiences are easily bored, so you need to give them something entertaining. If you must use Power Point, display pictures, comics, and interesting facts supporting your presentation theme. Most people cannot read and listen at the same time; therefore, displaying wordy slides will force them to read the Power Point instead of listening to you. And remember-all supporting materials must be relevant to your big idea!

Prepare- Once you’ve researched your audience and gathered your materials, it is time to prepare. Your presentation outline should include your big idea, two or three main points, and stories surrounding your big idea. You should also anticipate questions and answers from the audience ahead of time so you are prepared to field any situation. Presenting materials in an organized fashion will not only ensure you cover key points, it will also guarantee not to confuse your audience. This preparation will reduce your speaking anxiety, and assure you deliver a thought provoking presentation.

Be Yourself-I recently attended a presentation boot camp, facilitated by Suzanne Bates, top CEO consultant, award-winning television anchor, and author of Speak Like a CEO. The powerful message I took away from this boot camp was to be a truly great public speaker, you must speak using your own true authentic voice. This requires a degree of openness, a willingness to give a little of your personal self to your audience. When preparing and delivering your presentation, be authentic-the audience will recognize, and appreciate this openness.

Practice-The best way to reduce the fear of public speaking is practice. Even the most experienced speakers practice many times before taking the stage. Rehearse out loud; with all the equipment you plan on using. Record your speech and play it back. Time yourself. Practice in front of a mirror so you can evaluate your body language. Practice might not make your speech perfect, but it will certainly help. 

What you Say Isn’t Everything-Eye contact, smile, facial expressions, body gestures-these are all things to be mindful of when delivering a speech. Acting a story out through gestures will deliver a more interesting-and memorable story. Be mindful of your appearance as well. It takes just seconds for others to formulate an impression about you, so make it a favorable one.

Get Experience-Experience builds confidence. If your job requires you to speak in front of an audience, invest in yourself. The more you speak, the better you will become. Accept every speaking engagement offered to you. If the opportunities to practice aren’t prevalent, organizations like Toastmasters are a great way to gain experience. Toastmasters, a non-profit organization established to help people gain public speaking experience, currently have 152 locations in MA alone. For more information, visit www.toastmasters.org.

Unfortunately, we aren’t natural born speakers; however, this doesn’t mean we can’t be great. Take control of your abilities by following some of the tips above, and then get out there and speak! Investing in your speaking career will certainly be time well spent.