Can Mental Practice Enhance Your Leadership Effectiveness? 

By Cindy Stradling CSP, CPC

In the world of sports it is common to hear that a professional actually does mental practice in addition to actual practice to enhance their performance.  I was curious what some of the experts say about imagining yourself performing tasks like giving presentations or training, delivering a difficult message, conducting an interview or being interviewed or going on a sales call.  I know when I deliver both my sales and presentation skills programs I always recommend that people mentally rehearse their presentations.

According to Dr. Scott Williams, Department of Management, Raj Soin College of Business ,Wright State University, Dayton, Ohio leaders can most definitely improve their leadership effectiveness and master their managerial behaviours.

Research has shown that when someone does both mental and actual practice they achieve better results than by just actual practice alone.  This is not just in the world of sports.  I know personally I have used visualization for many years prior to any program or what I thought might be a difficult situation.  Often people who worry a lot about negative things happening to them don’t realize that they are actually contributing to the likelihood that what they don’t want to happen, will in fact happen.  That is what they mentally rehearsed. 

So how can you use this to enhance your leadership effectiveness?

By mentally rehearsing you experience more confidence as you will be more prepared.  We have all heard the saying “practice makes perfect,” actually that is not 100% true because if you are practicing incorrectly you will not achieve mastery in whatever you are trying to improve on .  With mental practice you are practicing perfectly and it can really increase your confidence even though it is imagined.  The assumption here is that you would already have a certain level of experience or skills for whatever it is you are working to improve upon. Mental practice is effective as a supplemental way to develop your skills and does not replace normal avenues for learning new skills.

Mental practice can also help reduce stress.  By taking the time to mentally rehearse you are giving yourself an edge that can support you to be at your very best.  Think about the areas where you can start to use this in your everyday activities:

• When giving difficult feedback
• When you have to give a very important presentation
• When you are working in areas that you are a little less confident
• Day to day visualize yourself handling everything that comes your way with ease and confidence
• To improve your ability to listen and communicate

The techniques we have been taught to mentally practice for sports can also be applied in business and all areas of your life.

What area are you going to mentally practice to enhance your leadership skills?

A few Tips to effectively create mental practice:

• Find a place where you will be uninterrupted
• Close your eyes, take a couple deep breaths, relax and mentally go through the steps to perform perfectly what it is you want to practice
• Pay attention to as many details as possible
• Actually create the practice in your mind exactly how you want it to go, notice how you feel, what you see, hear or smell (include as many of your 5 senses as possible)
• See yourself successfully completed
• Do this several times (up to seven is said to be most effective)
• Open your eyes, smile and go about your day with new confidence

Motivation – An Inside Job!

The word motivation is derived from the word motive, which means the internal drives, desires, needs and wants of a person.  It is important to note is that it is “Internal” and is the process of an internal drive that causes people to take action toward their goals.  People have many different factors that can personally stimulate their behaviour.  In the workplace it can include such things as a desire for money, recognition, job satisfaction, success, teamwork, leadership and others.

The performance of employees is a product of both their abilities (e.g. skills & experience) and motivation.  An employee who is de-motivated by their circumstances is unlikely to perform well at work, whereas a motivated employee can often deliver far more than is expected from them!

I think one of the most important things a leader needs to understand is the ways in which they can arouse an employee’s interest in performance. By creating an incentive plan that fosters the desire to work and encourages employees to commit to achieving goals, will help leaders create teams that have the motivation to succeed.  Leadership is creating a powerful vision that others are motivated and empowered to work toward.  When the need to produce the vision is satisfied, employees are motivated to continue to reach other goals.

Anyone in a leadership role understands the need to lead by example, do what you want others to do. If you observe people’s behaviour you can often determine what motivates them.  There are both internal and external motivators.

So where does motivation come from?  It comes from different sources:

• The satisfaction of doing a good job or successfully completing a difficult task or project.
• When you love what you do every day, especially if what you do is in alignment with your values
• People can motivate you (actually inspire you too)
• Fear can motivate us (fear of reprimand) –this can be negative and motivating just the same (ie could take us away from danger)
• Beliefs you hold about live can be motivating (living in possibility)
• Seminars, trainers, books can be motivational
• Messages in cards, songs, poems and stories can all motivate

Messages in cards, songs, poems and stories can all motivate

Is money a motivator?

In his book “Drive” Daniel Pink notes that any discussion about motivation in the workplace is a fact of life.  People need to make a living.  Contracts, salary, benefits and a few perks are only baseline rewards.  If someone’s baseline reward is not adequate or equitable, the focus will be on the unfairness of the situation and the anxiety of the situation.  As a leader you can expect to get very little motivation.  The best use of money as a motivator is to pay people enough to take the issue of money off the table.

Maslow’s Hierarchy of Needs

A theory in psychology proposed by Abraham Maslow in his 1943 paper “A Theory of Human Motivation”.  Maslow subsequently extended the idea to include his observations of humans’ innate curiosity.  His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans.  Maslow used the terms Physiological, Safety, Belongingness and Love, Esteem, and Self-Actualization needs to describe the pattern that human motivations generally move through. 
Source: Wikipedia

Depending on where a person is in their life could change what motivates them.

We all have a deep source of motivation that is available anyplace, anytime all you need to do is look and connect with it

“People often say that motivation doesn’t last. Well, neither does bathing – that’s why we recommend it daily” ~ Zig Ziglar”

Procrastination ~ Good or Bad???

Definition: The act of replacing high-priority or important actions with tasks of lower priority, or doing something from which one brings enjoyment, and thus putting off important tasks to a later time. – Wikipedia

If you are someone who procrastinates, you will be pleased to know there are two types of procrastinators, active and passive.

Active procrastinators purposely delay tasks because they are more focused and productive when they work under pressure.  They know how to use their energy, and the adrenaline rush to fuel them to meet their deadlines, just in time.

Passive procrastinators are often paralyzed by indecision, worry and can often interfere with your relationships.  Passive procrastinators live with anxiety, guilt and stress over the frequent missed opportunities and deadlines.

We often paint procrastinators with the same brush and consider it a negative trait.  The most important point here is to identify the type of procrastinator you are and then decide if there is value in you changing.  There may not be and you can continue the way you are.

We are all leaders in our own lives and whether you hold a leadership position or not it is important to fully understand yourself.  It is worth the time to explore the impact that procrastination has on your life and the lives of your team.  By making a list of the Costs and the Benefits of procrastination can provide you with the information to make the decision if it is worth taking the necessary steps to change.  Effective leaders “walk their talk” and need to understand the example they are setting for their team.

A few examples of these benefits include:

• Avoidance of possible failure ( or success)
• People stop expecting you to do things – reduced anxiety
• Sometimes problems simply solve themselves
• You get to only do the tasks you enjoy

If you decide that you want to change, our Alliance partner Mark Ellwood has created an accountability website that can support you.  It is a website where you can post the activities you want to achieve and through the website you can connect with an accountability buddy.  Visit the website:  http://www.buddyhive.com/

Mark has the following tips to help you overcome procrastination (there are more on his website):

Unpleasant tasks

Situation: Tasks that are rarely turn out to be as bad as you think.

Tip: Do tasks first. Early in the day is usually the best time to schedule them.   reward yourself once they are completed

Complex Projects

Situation: Something looms ahead of you: starting a small business, getting a job, preparing the annual budget. The job is too big or will take too long to do now, so you put it off.

Tip: Larger jobs are easier to manage if broken into smaller tasks. Start with even the smallest task.

Fear of failure (lack of self confidence)

Situation: Sometimes people want to avoid the consequences of failure, so they delay. (People also suffer from fear of success!)

Tip: Have a clear mental picture of the completed task and how you and others will feel at that time.  Focusing on the end result, not just the process.

Perfectionism

Situation: Projects delayed due to people wanting everything to be perfect.

Tip: Clearly defined deadlines with accountability to others will support you.

Tip: Recognize that sometimes 80% for you may well be 100% for someone else. Know when less detail is required and only provide what is needed

A New Year – New Goals or New Excuses?

It is time to take stock on how you performed in the past 12 months.  How did you do?

Often people set goals every January with the very best intentions of achieving them. We have all learned over the years the importance of writing our goals down, having clear outcomes and setting milestones to help us step by step to success.

 So what happens?  Often a strong start then nothing!

Having written goals is only part of the equation.  One of the most important elements of setting powerful goals is to tie them to your values and get connected to why you want to achieve the goal in the first place.  By taking the time to ask yourself questions like: “Why is this important?” “What difference with this make?” will give you the fuel you need when the going gets tough.

And the going will get tough at times, especially if it is something that takes you out of your comfort zone.

SMART goals have been taught to leaders, managers and employees for many years and while they are somewhat effective, there are other components that go a long way to help keep you on track.  Listed below are a few questions to help to ensure success.

Ask yourself:

Do the results I will achieve once I achieve my goal energize me?

How passionate am I to achieve my goal?

How personally committed to my results?

Is my intention clear?

Will I be in integrity with my commitments? (say what I will do and do what I say)

What structure have I put in place to support me? (a way to measure milestones)

What is the opportunity for growth?  What difference will that make in my life?

Do I have an unstoppable attitude?  How do I know?

How do I intend to track my program?

Have I created a step by step action plan?

Who can support me in achieving my goal?

What are any possible obstacles?  What can I put in place to be sure they don’t stop me?

At the end of the day there is only two things you can have – Reasons or Results.  You can have the results you set out to achieve or the reasons why you didn’t achieve them.  It is really about self leadership.

You choose.

Often the smallest steps forward can make a huge difference.  If you think about a horse race, the winner wins by a nose, or in the Olympics it can be a few seconds that makes all the difference.

What little step can you talk today to move you closer to your goal?

In December 2013, what do you want to look back on?  A year of results or reasons?  I suspect you want results!!!

Athena Alliance Members –
A Closer Look at Scott Kress

Since I started the Athena Alliance blog talk radio show I have had the opportunity to share with our listeners the expertise of our diverse group of trainers, facilitators, coaches and consultants.  Each member has a profile featured on our website and for upcoming blogs I will share with our readers a more personal look at some of our partners and in no particular order.

Scott Kress

When I first sat down to determine the types of training that I would need to offer though my alliance, I knew immediately that team building was something I absolutely must have.  I started asking around to the other trainers and coaches I knew if they could recommend anyone.  Within one week I had four people recommend Scott Kress.  I immediately called Scott to set up a time to meet.  He was clearly passionate about what he did.  Before meeting Scott I really didn’t fully understand the depth that a properly designed team building program could produce.  Scott and his team deliver showcases several times a year so people can actually experience their programs.  I found out the date of the next showcase and registered.

The morning went fast and I was amazed at how effectively he facilitated all the activities to real life experiences.  I brought Scott into the alliance the following week.  A few months after I brought Scott and his team on board, I got a call from a client who was having challenges with his inside and outside sales teams.  During the assessment I discovered that the inside sales people thought the outside sales people didn’t really work (mostly smoozed and played golf) and the outside sales people thought the inside people were slow and incompetent.  The manager shared that these attitudes were having a negative impact on customer service and sales in general.  He asked for my recommendation, and I recommended an high ropes course with Scott’s team.  I made the introduction and Scott delivered an exceptional program.  I got a call from my client and he said that Scott and his team moved his team forward at least six to eight months in only two says.  He said he could have looked for days on the internet and not found a better connection.

Scott has been with me since the beginning and now also teaches Leadership, and Organizational Change for the Rotman School of Management, Odette School of Business and the Edinburgh Business School.

As if he wasn’t busy enough, Scott was the 51^st  Canadian to summit Mount Everest  and the 18^th Canadian to climb the 7 summits (the highest mountain on each of the 7 continents).  He brings his climbing experience to all that he teaches.  Scott is no ordinary facilitator!!!!

To review Scott’s Profile click here: www.athenatrainingandconsulting.com/alliance-partners/scott-kress

For the month of September I thought I would make it “Ten Tips Month.”   I will share with our readers ten tips to enhance team building ideas, customer service skills, leadership development and sales coaching skills.  Some of these tips may be new ideas to you and others may be reminders of the importance of the things you are already doing.  As I say in my workshops “We all know things, what is most important is what we do with what we know.”

Leadership Development

There many books, articles and programs on being an effective leader.  I think that this is an area where most of us have growth opportunities.  We are all leaders in our own lives and the following tips on effective leadership can apply in both personal and business situations.

1)      Be the Change  – it is very important to walk your talk and model the attitudes and behaviors you want to inspire and have demonstrated in others.  Be true to your vision/mission.

2)      Listen more – the greatest gift you can give to anyone is the gift of listening.  Giving someone the experience of being heard is a very powerful way to build rapport and respect.

3)      Clear Communication– the ability to clearly communicate your message is paramount to being a successful leader.  One needs to ensure their message is understood.  I often think about the number of mistakes that could be prevented if all of us were more careful with our communication and taking responsibility that the listener has understood us.

4)      Can-Do Attitude – having a positive attitude is much more than thinking positive thoughts.  (although that is extremely important) It also important to consistently communicate what you want versus what you don’t want.  Often people focus on what is missing or what they can’t do.  Focusing more on what you can do is very important and can yield surprising results.

5)      Know yourself – we all have our areas of strengths and areas for improvement.  Take the time to understand yourself and learn the most effective ways of doing things and look at effective ways to manage those areas that you are less proficient in.

6)      Inspire others – we all have leaders that inspire us.  Ask yourself.  “What is it about that person that touches me?”  Then look at ways to develop those attributes in yourself so you can also inspire others.  Most people are inspired by leaders that are authentic.

7)      Open to new ideas – sometimes we can get stuck in a rut in our thinking or our actions.  Often we can stretch ourselves more when we are open to new ideas that may take us out of our comfort zones.

8)      Give regular feedback – letting people know how they are doing is very critical to encouraging employees to continue more with what is working and change what is not.  I frequently hear that the supervisor/manager doesn’t provide any feedback to an employee.  This can be one of the causes of an employee becoming disengaged.

9)      Have  fun – personally I think work should be fun.  As a leader if employees see you smiling, laughing and enjoying your job it can send a strong message that although everyone works hard, it is OK to have fun at work.

10)   Celebrate – publically celebrate and acknowledge the day to day victories of your employees.  I was recently in the lobby of a large organization waiting for an appointment and noticed a large TV screen on the wall.  A video was playing and it was acknowledging employees various contributions during the last month.  Big happy smiling faces on the screen communicated to me that this company looked like an engaging place to work.

By Cindy Stradling CSP, CPC

WOW!!!  What an Alliance!

When I first started the Athena Alliance seven years ago I had no idea what great relationships and wonderful people I would have the privilege of working with.  I often hear from my partners what wonderful customers we have.  I couldn’t agree with them more.  We have been able to support small , mid-size and large organizations with a plethora of various training programs, coaching agreements and Human Resources consulting support.

I can remember the first time I met one of my long standing customers.  She was new in her position and had a mandate to create a learning culture for this mid-size construction company.  Her energy and passion for creating a powerful college was infectious.  Every alliance partner has consistently commented on how fantastic it is to work with her and their employees.  She loved the alliance concept right from the beginning and could see how aligning with me could save her a lot of time and also have trust that the trainers and coaches I introduced her to would be able to deliver the customized solutions she required.

To date she has contracted our alliance partners to provide training in the following areas:

• Leadership (many areas)
• Listening skills
• Power hours
• Empowerment programs for the Admin team
• Priority/time management
• Business writing
• Disc
• Presentation Skills
• Mentoring program
• Outlook

Every year we sit together and discuss what they have accomplished in the past year and what they want to focus on in the coming year.  I then get to work with my partners to make sure she has the partnerships she needs to make it happen.   She is such a delight to work with and we are all grateful for the opportunity to provide the ongoing support for this organization. 

Just one more reason I love what  I do!!!

By
Cindy Stradling CSP, CPC

True Colors – GOLD

Assessments : So Many Choices
by Cindy Stradling

There are hundreds of assessment tools in the market today and depending on the results you are looking for there is one that can provide participants and managers with a better understanding of each other’s person communication style, strengths, areas for growth and preferences.  One of my favourites is still True Colors when you are looking for an easy to administer and fun way to learn about yourself and others on your team.  For the month of May I have decided to provide details about each of the four colors Blue, Orange, Gold and Green.  As you read through the details each color, identify what is most like you and least like you.  Have fun!

Communication with a GOLD

Setting the tone

Clear expectations, short & long-term goals, specific action plans

Hierarchical structure, clear roles

Feedback Techniques

Specific measures of performance, achievements

Clear, specific feedback re accomplishments, contributions

Regular, consistent “pats on back”

Praise for

Accomplishments

Thoroughness, responsibility

Contributions  to growth of organization

Rewards

Tangible

Traditions, rituals, ceremonies

Values

Orderliness, organization, structure

Stability, traditions, loyalty, commitment

Reliability, dependability, diligence

Accountability, efficiency

Accuracy, perfection

Dignity, culture, heritage, tradition

Fairness, honest, integrity

Doing things for others

Home, family

Assets, wealth, security

Preferred Environments

Structure, efficiency

Clearly defined personal space

Sufficient storage, well-organized

Permanence, stability

Clocks, notice boards, schedules

Rewards for accomplishments

Recognition for work ethic

Message, communication systems

Team Building

Co-operative team player – completer, great planner and time manager

Establish orderly environment

Be on time

Give frequent, specific feedback

Offer examples and facts

Provide sufficient resources

Avoid infringing on home life

Provide leadership, clear direction

Gradually introduce changes

Learning Styles

Prefers structure, rules, routine

Quiet, orderly, uninterrupted environment

Traditional directed instruction

Worksheets, textbooks, charts

Likes to share in responsibility

Step-by-step: needs the basics first

Wants to “do it right”

Prefers regular, ongoing feedback

Evaluation via tests, quizzes

Recognition for being on task

Content, not theory, is key

Characteristics

Generous, parental, responsible

Realistic, pragmatic, practical, decisive

Predictable, steadfast, concerned

Reserved, usually calm, patient

Trustworthy, punctual

Playful, organized, always prepared

Maintain “status quo”, dependable

Practice the “work ethic”

Conscientious, accurate, thorough, neat

Procedural, orderly

Skills

Time management

Following procedures and rules

Project implementation, follow-through

Supervising, coordinating

Guarding, caretaking, securing

Handling detail, doing routine work

Accounting, collecting data

Dispatching

Interests

Providing service

Results-oriented

Practical application

Groups, association, institutions, teams

Collecting, organizing data and things

Cultural events, traditional celebrations

Leadership Style

Expects punctuality, order

Expects staff to stick to job descriptions

Fosters loyalty, tradition

Seldom questions traditional standards

Rules-oriented

Minimal conflict

Threatened by change

Rewards and Motivators

Rewards based on loyalty and hard work

Security (job, family), time for home, family

Structure, rules, routine

Clearly defined expectations, step-by-step

Traditional directed instruction

Shared responsibility, serving others

Being prepared, doing it right

Recognition for being on task

Content, not theory is key

Stressors

Non-conformity, disobedience

Unpredictability, ambiguity, chaos

Incomplete tasks, ignored deadlines

Insufficient time to complete tasks

People who don’t follow through

Lack of closure, structure, direction

Irresponsibility of others, disloyalty

Haphazard attitudes, surprises

Acceptance of poorly performed tasks

Too many questions, insufficient info

Disorganization, waste, inefficiency

“Out of Esteem” Behaviours

(or what others might see when you’re having a bad day)

Complaining, self-pity

“Victim” attitude

Anxiety, worry, depression

Fatigue

Psychosomatic problems

Malicious judgments about self, others

Herd mentalityà blindly following leader

Authoritarianism, phobic relations

Refusing to co-operate, withdrawal

At Work

Accurate, thorough, neat

Procedural, orderly

Pragmatic, service-provider

Results oriented, responsible

Establish and organize institutions

Want rewards based on loyalty and hard work

Careers – Professional

Accountant, auditor, banker

School counselor, teacher

Librarian, archivist, curator

Doctor, dentist, nurse, chiropractor

Therapist (occupational, physio)

Administrator, manager

Lawyer, judge

Computer programmer

Careers – Vocational

Clerk (stats, payroll, claims)

Receptionist, secretary, reservations

Data entry, telephone operator

Police, court reporter

Bank teller, cashier, bookkeeper

Agent, broker (real estate, insurance)

Dental hygienist, radiology technician

Recreational therapist

Air traffic controller

True Colors – Orange

Assessments:  So Many Choices
by Cindy Stradling

There are hundreds of assessment tools in the market today and depending on the results you are looking for there is one that can provide participants and managers with a better understanding of each other’s person communication style, strengths, areas for growth and preferences.  One of my favourites is still True Colors when you are looking for an easy to administer and fun way to learn about yourself and others on your team.  For the month of May I have decided to provide details about each of the four colors Blue, Orange, Gold and Green.  As you read through the details each color, identify what is most like you and least like you.  Have fun!

Communication with a ORANGE

Setting the tone

Short-term, outcome-based goals

High, challenging expectations

Feedback Techniques

Focus on performance vs product

Clear outcome measures

Praise for

Impact of performance on org.

Cleverness, skill, versatility

Quickness, spontaneity, timeliness

Rewards

Tangible

Competitive challenges

Freedom to take action

Values

Action, expediency

Freedom for self-expression

Play, excitement, variety

Physical movement

Cleverness, skillfulness

Agility, precision

Spontaneity, immediate rewards

Performance, results

Quick completion of tasks

Preferred Environments

Unstructured, modularized, open

Colourful, innovative, changing

High energy, lots of movement

Lots of equipment, hands-on

Displays of awards, trophies

Freedom to take action

Room to negotiate

Team Building

Positive energizing – understand their gifts, strengths and needs

Define “what” needs to be done

Reminders re long-term tasks

Provide brief, specific answers

Allow for creativity and action

Provide challenge

Allow leadership, taking charge

Solicit input before decisions

Focus on bottom-line

Avoid too much analysis or detail

Learning Styles

Hands-on games and activities

Fun, excitement, competition

Finds structure and routine difficult

Prefers variety in instruction

Immediate, real world application

Enjoys simulations, entertainment

Learns by doing, field trips

Content is key

Characteristics

Determined, driven, decisive, efficient

Takes the initiative, direct, straight-forward

Independent, self-confident, positive

Realistic, practical, expeditious

Competitive, great endurance

Spontaneous, fun-loving, charming, witty

Non-judgmental, open, enthusiastic

Risk-taker, courageous

Capable in a crisis, resilient, flexible

Skilful, particularly with hands

Negotiator, entrepreneurial

Skills

Managing multiple projects at once

Producing, manufacturing, constructing

Operating tools, repairing

Instinctive finding opportunities

Selling, persuading, negotiating

Public speaking

Competing, manipulating

Responding to emergencies

Interests

Trouble-shooting, problem-solving

Active sports, adventures

Competition

Simulations

High performance

Challenge

FUN!

Leadership Style

Will delegate and follow-up

Expects quick action and flexibility

Works in the present

Performance-oriented

Welcomes change

Quickly institutes change

Expects people to make work fun

Rewards and Motivators

Visible results

Opportunity for creativity

Freedom to take action, being in charge

Challenges, variety, risks

Hands-on games and activities

Fun, excitement, competition

Immediate real world application

Content (not theory or process) is key

Stressors

Personal restrictions, lack of freedom

Unnecessary routine, rigid time lines

Rigidity, authority, close supervision

Slow decisions, criticism

Waiting, inactivity, slow pace

Repetition, rehearsal, redundancy

Lack of resources, insufficient $

Activities that lack challenge, NO FUN

Inflexibility, lack of options

Theoretical, philosophical discussions

“Out of Esteem” Behaviours

(or what others might see when you’re having a bad day)

Rudeness, defiance

Intentionally breaking the rules

Running away, dropping out

Use of stimulants

Lying, cheating

Physical aggressiveness

At Work

Flexible

Energetic

Enthusiastic

Esteemed by recognition

Appreciated for creativity

Validated by visible results

Key characteristic is skillfulness

Careers – Professional

Advertising, marketing

Public relations, public speaking

Mediator, labour relations

Teaching – dance, PE, trades

Athlete, coach, sports nutritionist

Painter, sculptor, musician, actor

Illustrator, video producer

Careers – Vocational

Mechanic, carpenter, electrician

Broadcast technician, disk jockey

Fashion illustrator, cosmetologist

Interior designer, jewelry maker

Truck driver, sales representative

Paramedic, police, firefighter

Bartender, waitperson

Child-care worker

Humour, Attention and Engagement

Humour gets attention and is engaging.  Engagement is a key to learning, advertising, leadership, and team work. If you are not integrating humour into some core business functions in appropriate ways you are loosing time and money.

Humour important to Learning

Students at the (not a particularly funny field of study) strongly agreed that humor usage was engaging and motivating (88%), increased material retention (60%), did not decrease attendance (93%) and enhanced the overall learning experience (78%).

Humour gets Attention

The BBC says that a regular Web user has the attention span of a goldfish. According to Stephen Jones, editor of Growth Strategies, humor can increase attention by 700%. Getting attention is key to selling, motivating and persuading. Half of the world’s most impactful ads are humorous; whereas just 1 percent of the least impactful ads are humorous. Other studies prove that 94% of advertising practitioners see humor as an effective way to gain attention. Both the viral video and experiential marketing trends and campaigns also make use of humour.

Humour and Working

Why do 98% percent of CEO’s prefer job candidates with a sense of humour? Because 84% think that those with a sense of humour do better work. And more than three-quarters of workers believe that companies that promote fun at work are more effective than companies that do not. Are you a leader who promotes fun at work?

Snoozing

Seventy one percent of business people admit to having fallen asleep during a business presentation. It may just have been a big lunch that put them to sleep or it may have been the content or delivery. Change the content, delivery or deliverer. Or find ways to wake them up. Fortune 500 companies in the lowest quartile in profitability had 50% fewer engaged employees compared to those in the top quartile.

Most Laughter Improvised

Eighty to ninety percent of laughter does not follow anything related to a joke, story telling or anything intended to be funny. Most everyday laughter is an unexpected improvised process. The trick to this is having enough presence and confidence. The good news is that you don’t need to tell jokes.

Humour in Emails

Our advice is to keep humour out of emails unless you have a positive relationship with your intended recipient. Fifty six percent of humour fails in emails because humour is dependent on body language, tone of speech and appropriate pausing. These critical factors are absent in emails.

Make Humor Relevant

Make the humour relevant to the message and the audience. Studies have shown that the less the intended humour relates to the message, the more likely people will remember that ‘funny ad’ or ‘funny trainer’ but not remember the content. You might be getting attention at the cost of your message.

Sarcasm

Sarcasm can be humorous but there is often some form of negativity behind sarcasm, bitterness or past grievance. Sarcasm can be a symptom of a dysfunctional team or relationship and the best way to get at this issue is to engage actively in conflict. Ask yourself, is my humour inclusive? Does it bring people together or does it create divisions?

Creating Engagement

Laughter is 30 times more frequent in social than solitary situations. Strive then to capitalize on opportunities to use humour strategically in training, communications, meetings, and in marketing. On a personal, tactical level, remember that the truth is usually funnier than fiction so start by taking yourself and your life less seriously. Then, apply that same lesson to finding ways to bring out the natural humour and laughter of the people in your team, audience or market.

Truth Funnier than Fiction

I was asked to deliver a workshop on the topic of humour for a telecommunications company. I asked them why they wanted a workshop on humour and they replied: “You’ll know when you get here.”