“Experience is a master teacher, even when it’s not our own.” ― Gina Greenlee
Joyce, a manager at a fast-growing IT firm, had been tasked with finding the perfect motivational speaker for her company’s training seminar. She needed someone truly capable of nurturing her high-performing employees’ growth. As she surfed the web, she saw many slick websites but wondered how she could truly evaluate the quality of their work.
Selecting the right keynote speaker can mean the difference between a successful corporate conference and a colossal waste of time and money. If, like Joyce, you’re wondering how to book the right motivational speaker, you’re not alone.
Locating and booking a speaker can be overwhelming. Many speakers claim to provide keynote speeches that inspire and teach, but if you are committed to excellence, you’ll need to choose carefully. The best speakers instill not only enthusiasm, but also guidance and practical advice.
First you must determine your goal for the event. Do you wish to increase productivity among your employees or to nurture leadership in your management team, for example? Whatever your goal, you must find a keynote speaker who can deliver on it.
Want to know how to screen and book the right motivational speaker for you? Looking at these five points will help ensure you select a speaker who is the best fit for your company and your event’s objectives.
- Experience and credentials of the speaker.
Although a less-experienced speaker may be more economical for your event budget, a speaker with top-notch credentials will be a better long-term investment. Which companies have hired this speaker in the past? Look for experience presenting to companies that are similar to yours in focus, philosophy, and culture. Read the testimonials on your candidates’ websites, and contact references. Look at whether the speaker has published relevant articles and books that demonstrate expertise on the issues you wish to address.
- Customization for the corporate training.
To reach your conference participants, the keynote speaker must truly know your company and its people, environment, and culture. Look for someone who understands your event’s objectives and will spend significant time preparing for it by gathering information, communicating with event coordinators, and interviewing key participants. A great professional keynote speaker will be flexible, adapting the presentation to your company’s culture, your employees’ needs, and the style and tone of your event. That means when you talk with the speaker by phone or email, he should be asking you some pointed questions about your company and what you’re looking for. Choose a speaker who demonstrates that level of thoughtfulness, not someone who’s just trying to make a quick sale.
- Presentation format of the seminar.
Booking the right motivational speaker means hiring someone who offers a variety of formats, from structured self-inquiry to small-group activities to facilitated audience discussions. Great speakers understand that well-chosen team-building activities can have a powerful effect on morale. Judicious use of multimedia serves as another beneficial element in a great keynote address. Strong speakers can balance video and slideshow presentations with speaking and interaction with the audience.
- Speaking style of the motivational speaker.
When researching your candidates, watch a speaker’s videos of them in action. You know your company and employees, and you know what kind of speaking style will be accessible to them and their working environment. Most professional keynote speakers have videos on their websites. Watch them, and try to imagine them speaking at your event. Do they use motivational stories to create a dynamic talk, or do they dryly state their points? A speaker who races through content without pausing to gauge audience reaction can be just as ineffective as one who is plodding or hesitant. It’s important to have a speaking style that challenges and engages audiences.
- Immediate, measurable results for the participants.
Conferences and seminars are designed to leave employees inspired and motivated. Your employees should be able to implement what they have learned immediately because the speaker has shown them exactly how to do that. Book a motivational speaker who will provide participants with skills that they can take straight back to their desks, so they can begin transforming your company into a more productive and profitable enterprise. In your candidates’ videos, observe whether they effectively impart new skills and tactics to their audience—and in your conversation, ask for examples!
Booking the right professional keynote speaker will make all the difference in your event, and in your company. Use these five points to choose wisely, and you’ll find a speaker who genuinely cares about driving results and has the skills to do it.
Looking to book a speaker for your next event? Hire Joel Garfinkle because he is a motivational speaker who possesses these five qualities in abundance.
“Tell me and I forget, teach me and I may remember, involve me and I learn.”
– Benjamin Franklin
Patrice knew she needed to get serious about succession planning. As the Chief Human Resources Officer at a multi-billion dollar company, she had hundreds of aspiring leaders not prepared for the next level.
As part of this plan, she wanted to hire a corporate trainer to help the aspiring leaders by giving them the tools they needed for the next level. She knew her employees deserved a top-tier speaker, and she wanted someone who would provide the follow-up needed to ensure their success.
Hiring a top-notch speaker with the right expertise can change the game by shifting workplace culture. A skilled trainer can help employees break free of any undesirable patterns and fully leverage their company’s collective talent, guiding them to become great leaders.
Since she wanted to get a great return for her investment, Patrice carefully outlined a strategy for planning the training. If you’re looking for a corporate training for your company, here’s the 3-step process that the trainer should follow.
- Corporate training – pre-event briefing
What happens before the actual training or event is as important as the event itself. Prior to the corporate training, a good speaker will interview company leaders and key decision-makers as well as seminar participants to understand company dynamics and employee pain points.
The speaker might also inquire about past team-building or leadership skill-sharing initiatives, asking you to share what worked and what didn’t. By doing so, the speaker gains a deep understanding of the company culture and the people who will be attending the presentation.
The speaker can then give your company a corporate training that will address specific concerns instead of providing a superficial cookie-cutter solution that may sound grand but leaves no impact.
- Corporate training – during the event.
Effective speakers know how to train on leadership by incorporating genuine employee stories that emerged from pre-event discussions to make their arguments compelling. By sharing anecdotes, interacting with the audience, and asking questions, a good speaker ensures that participants are hanging on every word and leave fired up to work together as a team.
But is that enough? Not if you ask an exceptional trainer. To really get the speech to “stick,” the best corporate trainers also offer the company’s employees tools to help them unravel the pain points troubling them. Along with motivation, they deliver a plan of action that directly impacts the bottom line.
- Corporate training – post-event process.
So, the event was a raving success, the employees are fired up, they’re got the tools to get started—that’s the recipe for team-building success, right? Well, almost. The final ingredient to ensure that it all comes together is following up. Holding employees (and yourself) accountable is critical. Encourage employees to take on new creative projects and publicly reward those who take extra initiative. Roll up your sleeves and get involved; it says a lot about the way you lead. Email participants for feedback on the event or organize a post-event anonymous survey.
You can also invite the speaker to come back for a shorter follow-up event to reinforce the results you want. This can be done with a webinar. Finally, a great speaker might help you lay out a game plan for how to keep your team motivated and elevate their performance to higher levels.
Patrice found a speaker who understood the importance of coaching and mentoring employees as well as delivering a stellar motivational speech. The employees were ecstatic afterward, filled with the excitement of having new strategies for success and knowing their company took their growth seriously.
All corporate leadership trainings are not created equally. There’s a lot of work that goes into a uniquely designed customized seminar that fits the needs of your organization. Look for a speaker with a commitment to thorough pre-event preparation and post-event follow-up. The top candidates will not only answer your questions thoroughly, but will ask you insightful questions that show they’re working to understand exactly what you need a speaker to do. That’s the difference between a feel-good seminar and a company training that takes corporate success to a whole new level.
If you’re looking for real results, hire a corporate trainer who is a leading expert in the above 3-step process today!
“The speed of the boss is the speed of the team.”
Tom had been working as a manager for almost a year. He was good at evaluating people’s performance, pointing out areas for improvement, and saying “thank you” often. To him, those were the things that a good boss did.
However, when Tom sat down with his mentor to talk about his progress, his mentor told him that those things are just the tip of the iceberg. “One of the hallmark qualities of a great boss is that he’s always striving to improve,” said his mentor. “Here are 5 tips on how to become a better boss. You’ll be the kind of boss who inspires tremendous loyalty, innovation, and respect from his people.”
- Inspires a Shared Vision
Hone your understanding of your organization’s vision. Talking in-depth about vision with company leaders will give you a better grasp of it. Even if you’re not a high-level leader, understanding how your department fits into the big picture will help you and your people excel. Then instill the vision in your people. At the beginning of a meeting, talk about how the project you’re presenting furthers the organization’s vision and mission. People will have a stronger grasp of their importance, and in turn, greater motivation, when they share the vision and goals.
- Be a Great PR Agent
To be a better boss, show how much you care about your people’s success. Sing your people’s praises in front of colleagues and superiors. This shows you’re committed to their advancement. Let them hear you giving praise, but don’t hold back if they’re out of earshot, either. If you speak highly of them in a private meeting with your own boss, mention it to them later. Your loyalty to them will increase their loyalty to you.
- Have Difficult Conversations
Embrace difficult conversations, seeing them as an opportunity for growth. A great boss is a pro at conflict resolution, and puts his mediation skills to the test if coworkers have a problem to resolve. When he’s talking to people about improving their performance, he keeps a positive focus. His coaching skills guide them toward a better understanding of how they can strengthen their work.Next time you see a difficult conversation on the horizon, ask yourself how you can make it a positive experience. Seize upon the opportunities for growth, and reflect on how you can act as a supportive coach rather than just calling out mistakes. If you want to learn more, read Practical Tactics for Crucial Communication.
- Help People Envision Their Future
Help your employees craft their career plans, envisioning the future of their dreams. An outstanding boss asks plenty of questions that help people figure out where they want to go in their careers. She shows she’s invested in her employee’s happiness. Her people look at her as a wise mentor rather than someone who’s there to criticize them.
- Focus on Work/Life Balance
Don’t assume that people will come to you to talk about problems with work/life balance. They may feel ashamed that they’re feeling burned out and stressed, or worried about your response. Check in with employees about their work/life balance regularly. If they’re having an issue, brainstorm solutions with them, being as accommodating as you can reasonably be.
Tom agreed to work on growing in these ways over the next several months. As time went on, people stopped seeing him as just a supervisor and started seeing him as a valued mentor and coach. Their trust and loyalty skyrocketed, and they felt encouraged to think creatively and take risks. Knowing they had a great boss behind them, they felt there was nothing they couldn’t accomplish together. With these tips on how to become a better boss, you’ll get there soon too, even if you’re not well on your way already!
Whether you’re an experienced boss or an aspiring one, reach out to Joel for Leadership Coaching Program.
“Corporate culture matters. How management chooses to treat its people impacts everything—for better or for worse.”
Client Julie says: I’ve just accepted a job as manager of my department. I want to successfully navigate this new leadership role. What mistakes should I make sure to avoid?
Coach Joel answers: Becoming a manager probably marks a dramatic shift from your previous role. It may feel overwhelming. You’re being asked to apply a new skill set, and everyone is gaging your ability to handle the role. But avoid these 6 classic mistakes, and you’ll be on your way to becoming a great boss.
- Ignoring the Big Picture
New managers might be tempted to dive into the daily grind before fully educating themselves on organizational vision, mission, and strategy. To guide and inspire their team, however, they need a strong grasp of these concepts. Thus, they should meet with leaders of the organization early on to get briefed on strategy and understand their perspective on these issues. Creating an action plan is important when starting a new role.
- Presuming They Know Their Employees
You might have worked alongside your direct reports for years, but you don’t know them as their manager. Taking time for one-on-ones with each of them is vital to understanding their work performance goals, concerns, and job roles. Communicating that you want their ideas about how your department can improve will also convey that you value them.
- Micromanaging Employees
Because your success depends on theirs, you might be tempted to micromanage the nitty gritty details of your direct reports’ days. Here’s an important tip for every new manager: Relinquish total control. Trying to maintain that level of control signifies mistrust, which is especially harmful to a new manager who might be supervising former coworkers. (They’d be sure to see you as too big for your britches!) After you delegate tasks, let employees handle them.
- Assuming Executive Presence Develops Naturally
Executive presence doesn’t just develop on its own—at least, not for most people. New managers should consciously work to cultivate charisma (because yes, that’s something you can develop). They should also practice regulating their emotions, keeping a couple of stress-reducing exercises in their pocket for critical moments. New managers must show they’re calm and in control in order for others to trust and take them seriously.
- Choosing a Leadership Style That Doesn’t Feel Right
You might gravitate toward a leadership style that your previous boss used. However, if it’s not the best fit for your personality, it will probably feel awkward or ineffective. Read up on leadership styles—such as visionary, democratic, and affiliative leadership—to determine which style or combination is right for you. Then, find a mentor who models that style.
- Brushing Off Awkward Feelings
If you sense any tension from direct reports who used to be your coworkers, don’t ignore it. That will only cause it to fester. Bring it up during your one-on-one meetings, talking about how you can reduce the awkwardness together. Even if you don’t sense hostility or hurt feelings, acknowledging the shift fosters openness that will help you navigate any awkwardness that arises.
- Ignoring the Big Picture
If you’re a new manager, you’re sure to make mistakes. After all, you are a rookie, and everyone starts somewhere. For all new managers, tips and advice from a trusted mentor are priceless. Have regular one-on-ones with your mentor to talk through the inevitable questions and hurdles that arise.
Help the newly promoted succeed with an Executive Coaching Program by Joel Garfinkle.
Achieving the highest possible return on human capital must be every manager’s goal.
Sebastian asks: As a new manager, I see that building relationships with my employees is way different than with coworkers. I don’t want to be that stereotypical boss who stays behind a desk except to give criticism. Can you help me figure out how to navigate these new waters?
Joel answers: Sebastian, you’re absolutely right in putting a lot of thought into this issue. Gallop found that one in two American workers has left a job to escape from a boss. Plus, 20% of workers would be happier if their boss left their organization.
Relationships between employees and managers are not only shaped by personalities—they’re also shaped by societal forces you have less control over. The constant demand for talent can shift the power dynamic between employees and bosses, notes Elizabeth Aylott in Employee Relations. Today’s employees expect a lot from a boss, because they know they’re not easy to replace. Here’s how to give them what they’re looking for.
- Be Trustworthy
Trust is important to the employee/manager relationship. Make a habit of following through with all promises on time. When you’ve finished something you told an employee you would do, say so. If you said you would read her proposal, call her into your office and provide effective feedback so she knows you’re supportive of her efforts. Repeatedly being “too busy” to respond to your employees conveys that you don’t make them a priority. Following up with people about the things you’ve pledged to do shows you respect them, fostering good feelings toward you.
- Work Alongside Them
Spend some time working hand-in-hand with employees, so you can really get to know each other’s working styles. You’ll see firsthand how they work best, so you can serve as a better coach. Their respect for you will grow when they see you’re willing to help out with the tasks that many managers may feel they’re above. Plus, you’ll gain a more in-depth view of each team member’s role when you actually see what they do on a daily basis.Use inclusive language, like “Look what we’ve accomplished together” or “What do you think we can achieve today?” This will emphasize that you’re a team.
- Help People to Grow
Show each member of your team that you care about helping them achieve deeper fulfillment from their work. Make time on a quarterly basis to check in about their career satisfaction and any changes they envision in their trajectory. If they’ve decided to make a change, this will help you figure out together how it can mesh with the organization’s needs. These talks will help establish a strong relationship based on mutual consideration. In fact, Gallup reports that employees are almost three times more engaged when managers regularly meet with them one-on-one, either face-to-face or on the phone.As people push their boundaries, offer genuine gratitude for their contributions and efforts.
- Uphold Boundaries
Recognize that the power you hold in your relationships with employees can make it hard for them to say “no” to social invitations. Hanging out with particular employees outside of work can breed resentment in others and signal favoritism. Thus, it’s best to keep employee and manager relationships professional. It’s okay to go to an occasional event at someone’s home, like a holiday party, but socializing with particular people too often can compromise your working relationship. The same goes for social networking—not everyone wants to use Facebook to keep up with professional contacts, so “friending” your employees may not be a welcome move.
- Watch Emerging Trends
Keeping your pulse on emerging and future trends will help you meet employees’ shifting expectations. The younger generations expect a lot of coaching, training, and feedback, for example. Read the latest surveys and reports on what employees want, so you know how to boost their performance and loyalty.
Strong employer and manager relationships require continual effort to grow. Remember that as a manager, you’re not just responsible for getting tasks completed—you need to foster relationships that keep your team strong. When you build these relationships, employees will feel comfortable coming to you with both problems and ideas, improving workplace culture and boosting your team’s capacities.