Persuasive Speaking
A persuasive speech is a form of motivational speaking. You are asking your audience to make a change in their beliefs, attitudes, or behaviors. If your audience already agrees with your argument, then your talk will not be persuasive, unless you seek to motivate them to act upon a belief or attitude.
Attitude vs. Belief
An attitude is a state of mind, a predisposition to response. Most of our attitudes or values are learned from our environment, family, religion, education, socioeconomics and culture.
A belief is confidence in the truth of something, your attitude or values are built on beliefs or everything that you believe is true.
Persuasive Strategies
Three basic strategies used in persuasion are appeal to reason, appeal to audience emotion, and appeal to audience needs. Speakers should remember their ethical responsibilities and not use dishonest or misleading persuasive appeals.
Friday, April 27, 2007
Thursday, April 26, 2007
What IS communication? What are communication’s various components?
Communication:
"Any act by which one person gives to or receives from another person information about that person's needs, desires, perceptions, knowledge, or affective states. Communication may be intentional or unintentional, may involve conventional or unconventional signals, may take linguistic or nonlinguistic forms, and may occur through spoken or other modes."
(National Joint Committee for the Communicative Needs of Persons with Severe Disabilities, 1992, p. 2)
Components of Communication:
"Any act by which one person gives to or receives from another person information about that person's needs, desires, perceptions, knowledge, or affective states. Communication may be intentional or unintentional, may involve conventional or unconventional signals, may take linguistic or nonlinguistic forms, and may occur through spoken or other modes."
(National Joint Committee for the Communicative Needs of Persons with Severe Disabilities, 1992, p. 2)
Components of Communication:
- the communicator
- the objective
- the audience
- the message
- the channel
- the treatment
Total Group Consensus
Well... I have to say that no one wanted a less desirable job, no matter what it paid. Seems that my friends and I agreed that we would rather have our dream job for less money! Although, in California, you almost need just the opposite just to pay our 'paradise' expense!
The styles in our little group varied, we have long and thoughtful thinkers who need to ask lots of questions. Then we also have the quick to respond folks, who are considered the true risk takers. We also had a long discussion about where the dream job was! That was tough; however, we all agreed that where we are today, San Diego is about the best for us!
No one persuaded us to change our opinion - we all agreed. Although we also agreed that our dream job in Paris would be the best of all worlds! lol!
The styles in our little group varied, we have long and thoughtful thinkers who need to ask lots of questions. Then we also have the quick to respond folks, who are considered the true risk takers. We also had a long discussion about where the dream job was! That was tough; however, we all agreed that where we are today, San Diego is about the best for us!
No one persuaded us to change our opinion - we all agreed. Although we also agreed that our dream job in Paris would be the best of all worlds! lol!
Comm - Chapter 17
Informative Speaking
The purpose of informative speaking is to provide interesting, useful and/or unique information. The point is to provide a speech that is appealing to your audience.
Major types of speeches:
Gather information on your topic, the more you know, the more that you will be viewed as an expert on the subject. Also, know your audience, gearing your topic to your audience is key. If you are speaking on the topic of Koalas you would have a much different speech to Zoological Society members than that of a Kindergarten class.
Organize your information
I like to create an bullet point outline for my speeches. I will also list the who, what, why, how and when in the body and include a conclusion or summary at the end. I then proceed to explaining each bullet points concisely - I will expand upon these in my speech.
I think Visual Aids are mandatory!
I also think that you should have fun with visual aids, again, depending on the audience. When I make a presentation to the Senior Team of the company, I am a bit more serious that if the audience is the general employee population.
One other tip I have learned over the years - give your speech to someone that does not understand the topic for proofing. I can not and will not proof my own work - I will always 'read into' my own material and think that it is fine!
The purpose of informative speaking is to provide interesting, useful and/or unique information. The point is to provide a speech that is appealing to your audience.
Major types of speeches:
- Objects: People, places, animals or products
- Processes: "how to" perform a process
- Events: Things that are happening did happen or will happen
- Concepts: Beliefs, Ideas or Theories
Gather information on your topic, the more you know, the more that you will be viewed as an expert on the subject. Also, know your audience, gearing your topic to your audience is key. If you are speaking on the topic of Koalas you would have a much different speech to Zoological Society members than that of a Kindergarten class.Organize your information
I like to create an bullet point outline for my speeches. I will also list the who, what, why, how and when in the body and include a conclusion or summary at the end. I then proceed to explaining each bullet points concisely - I will expand upon these in my speech.
I think Visual Aids are mandatory!
I also think that you should have fun with visual aids, again, depending on the audience. When I make a presentation to the Senior Team of the company, I am a bit more serious that if the audience is the general employee population.
One other tip I have learned over the years - give your speech to someone that does not understand the topic for proofing. I can not and will not proof my own work - I will always 'read into' my own material and think that it is fine!
Wednesday, April 25, 2007
Group Interactions
Group experience so far --- has it been easy? Challenging? Enjoyable? Meaningful?
I would have to say the group interaction has been challenging as we all have very busy and different lives to manage. However, the interaction we have had has been good. We all seem to be professional in manner and willing to do what it takes to present our information.
How would you assess the communication between your group members?
Communication has been a challenge. Coordinating times to meet and email responses have been slim.
How would assess the emotional intelligence of your colleagues? How does everyone process information? How do they handle differences of opinion? Are you able to easily reach consensus, or does every question turn into a lengthy discussion?
This I could not comment on as we have only interacted over the phone once as a group.
Talk about your group's dynamics, the different personality and communication styles, and why you think it's working - or not. If you're experiencing challenges, make some specific recommendations for improving the collaborative process.
Communication could be a little better, responses to emails and team members being a bit more engaged. I work with teams every day in my job and, I have to say, this is the reason I ditched UOP for NU...
I would have to say the group interaction has been challenging as we all have very busy and different lives to manage. However, the interaction we have had has been good. We all seem to be professional in manner and willing to do what it takes to present our information.
How would you assess the communication between your group members?
Communication has been a challenge. Coordinating times to meet and email responses have been slim.
How would assess the emotional intelligence of your colleagues? How does everyone process information? How do they handle differences of opinion? Are you able to easily reach consensus, or does every question turn into a lengthy discussion?
This I could not comment on as we have only interacted over the phone once as a group.
Talk about your group's dynamics, the different personality and communication styles, and why you think it's working - or not. If you're experiencing challenges, make some specific recommendations for improving the collaborative process.
Communication could be a little better, responses to emails and team members being a bit more engaged. I work with teams every day in my job and, I have to say, this is the reason I ditched UOP for NU...
Tuesday, April 24, 2007
Comm - Chapter 12
Managing Conflict
There are various ways to deal with conflict:
Avoidance: postponing, hiding your feelings, change the subject, leave the room or quit the project. Avoidance may be appropriate when the matter is small, there is a need to take time to calm down, and time is needed to gather information. Avoidance may not be appropriate when the issue is large, a quick decision is necessary, issue has a major impact, postponing may make matters worse.
Accommodation: To satisfy a need for a particular individual or group, emphasizing common parts but de-emphasize the differences. This is helpful for the group to review the common purpose but again, it is not appropriate when an issue needs to be dressed immediately.
Compromise: To be flexible with a part of your request. Compromise is mutual for everyone as everyone receives something and all give up something. This works when everyone can agree on give and take and an immediate resolution is needed. Compromise doesn't work when initial demands are too great or there is no commitment to honor the compromise.
Collaboration: Or, consensus, this happens with not all parties can agree but are willing to agree completely. This is best used when individuals respect and trust, share views, members want the best solution, individuals are willing to change their mind when more information in produced. This is not a solution when there is little time or no trust, respect or communication.
Groupthink
The practice of approaching problems or issues as matters that are best dealt with by consensus of a group rather than by individuals acting independently; conformity.
The lack of individual creativity, or of a sense of personal responsibility, that is sometimes characteristic of group intereaction.
There are various ways to deal with conflict:
Avoidance: postponing, hiding your feelings, change the subject, leave the room or quit the project. Avoidance may be appropriate when the matter is small, there is a need to take time to calm down, and time is needed to gather information. Avoidance may not be appropriate when the issue is large, a quick decision is necessary, issue has a major impact, postponing may make matters worse.
Accommodation: To satisfy a need for a particular individual or group, emphasizing common parts but de-emphasize the differences. This is helpful for the group to review the common purpose but again, it is not appropriate when an issue needs to be dressed immediately.
Compromise: To be flexible with a part of your request. Compromise is mutual for everyone as everyone receives something and all give up something. This works when everyone can agree on give and take and an immediate resolution is needed. Compromise doesn't work when initial demands are too great or there is no commitment to honor the compromise.
Collaboration: Or, consensus, this happens with not all parties can agree but are willing to agree completely. This is best used when individuals respect and trust, share views, members want the best solution, individuals are willing to change their mind when more information in produced. This is not a solution when there is little time or no trust, respect or communication.
Groupthink
The practice of approaching problems or issues as matters that are best dealt with by consensus of a group rather than by individuals acting independently; conformity.
The lack of individual creativity, or of a sense of personal responsibility, that is sometimes characteristic of group intereaction.
Monday, April 23, 2007
Comm - Chapter 11
Ah, the team/group
Now you're right up my alley! As a Project Manager, this is where I work and it is my comfort zone. Managing teams can be very challenging, even small teams! Not only are different personalities represented on a team but there are different levels of skill and engagement.
Being an affective leader on a team takes skill, finesse and understanding where each and every team member is on a level of engagement. Some of your team members may be 'enthusiastic learners,' willing to take it on and learn, these folks you need to help and direct. Then there are the 'disillusioned learners,' those who have the knowledge but feel a bit overwhelmed. They need less direction but more support and acknowledgement. Then you may have the 'capable but cautious performer, who is an expert but is a bit wary of overstepping or even of their own expertise, these folks need support and some coaching along the way. Then there are the self-reliant achievers, the ones that volunteer for every project and are very self-directed that only need your support and need to feel valued. Recognizing these stages will help in a team or group situation.
I found, as a rule, I like to keep the teams focused, engaged and on track by providing structure. For the non- or low-structure folks, this may be intimidating, so introducing this technique needs to be done in a way that is not intruding. I have done this by providing the structure myself and merely interviewing the team members and keeping track using project management tools.
Another important task is to keep everyone engaged. This can be very difficult on long-range projects of 1 year or more. Priorities change, natural attrition, environment (internal and external) changes and just the mere fact that it is a long project! To help engage folks, I will have periodic meetings, lunches and off-sites to keep the project top-of-mind as well as establishing relationships. I also implement periodic updates from and to all the team members, stakeholders and sponsors.
In the long-run, we have been very successful in managing and maintaining teams. I have also found that keeping myself engaged in organizations that specifically relate to my job, like pmp.org and business networking, keeps me fresh with ideas and innovation for my teams. This class is a great example of something that I felt necessary to take to understand communication in the work environment and the team.
Now you're right up my alley! As a Project Manager, this is where I work and it is my comfort zone. Managing teams can be very challenging, even small teams! Not only are different personalities represented on a team but there are different levels of skill and engagement.Being an affective leader on a team takes skill, finesse and understanding where each and every team member is on a level of engagement. Some of your team members may be 'enthusiastic learners,' willing to take it on and learn, these folks you need to help and direct. Then there are the 'disillusioned learners,' those who have the knowledge but feel a bit overwhelmed. They need less direction but more support and acknowledgement. Then you may have the 'capable but cautious performer, who is an expert but is a bit wary of overstepping or even of their own expertise, these folks need support and some coaching along the way. Then there are the self-reliant achievers, the ones that volunteer for every project and are very self-directed that only need your support and need to feel valued. Recognizing these stages will help in a team or group situation.
I found, as a rule, I like to keep the teams focused, engaged and on track by providing structure. For the non- or low-structure folks, this may be intimidating, so introducing this technique needs to be done in a way that is not intruding. I have done this by providing the structure myself and merely interviewing the team members and keeping track using project management tools.
Another important task is to keep everyone engaged. This can be very difficult on long-range projects of 1 year or more. Priorities change, natural attrition, environment (internal and external) changes and just the mere fact that it is a long project! To help engage folks, I will have periodic meetings, lunches and off-sites to keep the project top-of-mind as well as establishing relationships. I also implement periodic updates from and to all the team members, stakeholders and sponsors.
In the long-run, we have been very successful in managing and maintaining teams. I have also found that keeping myself engaged in organizations that specifically relate to my job, like pmp.org and business networking, keeps me fresh with ideas and innovation for my teams. This class is a great example of something that I felt necessary to take to understand communication in the work environment and the team.
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