Your firm exists to make a difference, but not just to you, not just to your employees, and not just to your shareholders. The biggest difference your firm exists to make is to the world it serves. In today’s post, Pete encourages you to think in this bigger, better, more powerful way.
For more about how we help leaders communicate their strategy, click here.
Your professional brand is often an elusive thing — it can be hard to put your finger on what qualities you bring to the equation when you succeed in meaningfully connecting with and helping others. In today’s post, Dean introduces a tool he calls the Hero Compass that can help you begin the process of identifying those Hero qualities in you.
For more information about how we build your professional presence and magnetism, contact us here.
Landing on the moon required two modes: auto-pilot, and manual. Believe it or not, your presence has these two modes as well. You’re most normal in auto-pilot mode, and when presenting pressure kicks in, it can be really hard to act like yourself. Dean looks at the Apollo 11 moon landing as a metaphor for how to be yourself under the pressure of presenting.
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When you think and talk about your target client in terms about demographics and hard facts, you can communicate useful information, but your heart isn’t necessarily engaged, and as a result your audience won’t be either. Pete proposes a simple way to bring more to the conversation when someone asks to learn more about who you work with.
For more about how we can help with your business development conversations, click here.
Working with a group of creative or technical professionals can be a challenge. Each person in the room has plenty to say and lots of great ideas, and needs to be heard. Trying to control them all can be an exercise in futility, and can in the process hurt morale or the culture of the group.
In this post, Pete shares his thoughts about how to lead group sessions in a way that moves forward and gets things done, without bruising egos or damaging relationships.
Click here for more on how we work with presentation teams.
Presenting is commonly one of the most uncomfortable venues for Project Managers and Superintendents. But you need them in interviews helping land projects and being the people your prospects want to work with. In this post, Dean outlines SagePresence’s method for setting up your Project Managers and Superintendents to succeed on the interview.
For more information on our interview support, click here.
At SagePresence, we talk about leaders as heroes who step up to help move groups of people forward, help teams achieve goals, and help clients get to better places. Sometimes leadership communication can trigger feelings of vulnerability that can seem to get in the way of your effectiveness. In this post, Dean shares his ideas about dealing with those emotions so that you can step up with courage.
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For the last 23 years, we’ve worked with project teams to help them get ready for the big presentation. And consistently, our client firms have let a thousand things get in the way of undistractedly focusing and committing to getting ready for the presentation.
In today’s post, Pete shares what we believe it takes for your team to truly prepare for the interview. So that when they walk into the room with your selection committee, they’re clear, they’re focused, and they’re ready to win.
For a deeper dive into shortlist interview support, click here.
The construction field is ripe for problems like suicide and addition: Workers in the field are typically stoic, often stuffing their feelings and choosing to opt out of communication opportunities. There are no easy resolutions to this problem, but at SagePresence, we’re confident that communication skill-building will at least improve this dire situation. In today’s post, Pete shares his thoughts about what you and your firm can do to reduce the risk your team is in.
If you’d like to talk about this, please contact us here.
We’ve all felt the sting of the leader who makes us feel bad about ourselves, crystalizing our feelings of shame and disappointment even though we know we worked hard. We’ve also experienced leaders who inspire us, build us, and create a working environment that makes us want to work harder and improve. In today’s post, Dean identifies how leaders can often accidentally shame their workers, and offers a means to inspire action without making anyone feel bad. Check it out, and for more information click here.