Skip to content

UXL Blog

“Creating Successful Leaders”

Category Archives: Communication

August 19, 2015 The Elevator Pitch is Out!

For years, we’ve been taught to hone our elevator pitches—those thirty-second sound bites about ourselves that are theoretically meant to engage a complete stranger. The problem? The typical elevator pitch usually comes across as canned and overly-salesy. The eyes glaze over, the listener makes any excuse they can to get away. You might manage to shove a business card into your listener’s hand before they dash away…

It’s not surprising that this kind of approach doesn’t work. But, what does?

According to international sales speaker Kim Duke, you should ditch the traditional elevator pitch in favor of storytelling. Tell a little something about yourself in story form. Make it interesting and unique.

What should your story involve? According to Kim Duke:

  • PEOPLE. You’re not talking about gadgets and services – you’re talking about people. It is conversational, interesting to listen to.
  • CURIOSITY. You lead with something that captures their attention – something that they are struggling with.
  • DON’T SOUND CANNED. There’s a difference between being passionate or being an actress. If you’re too dramatic, or too flat – people TUNE YOU OUT both ways! Practice your introduction but don’t sound like a robot.
  • GET TO THE POINT. What is your claim to fame? This is where you can include a little Zip (e.g. My clients on average increase their sales by 50% or more.)
  • CALL TO ACTION. People should feel inspired to want more, learn more, go to your website, ask for your card…make them think!

And don’t forget to LISTEN to what others have to say. A good listening ear can go a long way.

Remember to always be your authentic self when telling your story. Don’t stretch the truth or just “tell ’em what they want to hear.” Lay out your story and practice it in the mirror or with a friend. That way, you’ll feel more natural when the time comes to actually talk to a potential client. Above all, be yourself!

Tags: , , , , , ,

August 12, 2015 Having Clarity

In my mind, having clarity comes in two parts. You have to give clarity and ask for clarity. If you are in charge of a project or leading a team, don’t assume that everyone already knows your expectations. Make those expectations clear and leave room for others to ask questions. Put yourself in others’ shoes and anticipate questions that might come your way.

On the flip side, if you’re on the receiving end of a project or initiative, don’t be afraid to ask clarifying questions. It is much better to make sure your idea of the project’s end state aligns with the actual anticipated end state then to muddle your way through it and hope you’re doing what’s expected of you. One good way to make sure you completely understand your assignment is to repeat back what you think you heard. Something like: “Okay, Bill. It sounds like you’re saying we need to come up with a better social media marketing strategy for product X, and we have two weeks to get you a proposal. Is that correct?”

Having Clarity is one of the chapters in my book, The Ten Minute Leadership Challenge, and I go into much more detail in those pages about how to give and ask for clarity.

I’ve also made a short video about Having Clarity based off the principles outlined in my book. Enjoy!

Tags: , , , , ,

July 29, 2015 Creating an Inclusive Workplace with Insights® Discovery

Last week, I addressed diversity and how it goes beyond physical characteristics and also involves diversity of thought, behavior, and perspective. This week, I’d like to discuss how your diverse workplace can be an inclusive one. First, let’s define what an inclusive workplace looks like.

People in an inclusive workplace…

…feel a sense of belonging, are treated fairly, and have equal opportunities

…feel like they can be themselves and allow others to be themselves

…are fully engaged and part of a team

…remain authentic

The result of inclusivity? Innovation, creative ideas, and fresh ways of looking at things. These are all things any organization wants, but how to achieve them? How can people with widely differing outlooks on life work together harmoniously and accomplish great things?

According to the principles I’ve learned from Insights® Discovery (a tool for understanding and developing unique personalities), inclusion really starts from the top. Company leadership needs to be fully invested in the idea of inclusivity before the rest of the team can truly adopt it. The organization should consider these questions:

  • Does the leadership recognize the diversity of its team?
  • Do they know how to adapt and connect with all the people on their team?
  • Do they know what motivates certain people on their team? Do they know what derails them?
  • Are there open lines of communication in the office?
  • Are questions and concerns addressed or ignored?
  • Does the leadership make an effort to hear from everyone at the table?

Company leadership can facilitate an open, inclusive environment, but it takes the rest of the organization to keep it up on a day-to-day basis. That takes awareness and reflection. We should be asking ourselves questions from time to time like: “How does the work environment feel?” “How comfortable is it for me? For my co-workers?” “Does the minority have a voice in the office?” “Are we encouraged to raise questions or concerns?”

It takes time to build an inclusive environment, but the results are worth it. Each person has the ability to add unique value to the organization, so it’s important to create an environment where that value can come through.

If you’d like to delve into workplace inclusivity in more depth, I encourage you to contact me so we can discuss your organization’s needs. Thanks for reading!

Tags: , , , , , ,