Tuesday, June 14, 2011

Inventory Management – Operations Manager’s Job


A large portion of the operations manager’s job consists of inventory management. Inventory is the goods the organization keeps on hand for use in the production process. Most organization have three types of inventory: finished goods prior to shipment, work in process and raw materials.
Finished goods inventory  includes items that have passed through the entire production process but have not been yield   sold. This is highly visible inventory. The new cars parked in the storage lot of an automobile factory are finished goods inventory as are  the Motors, Contactors, Cables, Yarn spindles with full yarn etc. Finished goods inventory is expensive because the organization has invested labour and others costs to make the finished product.
Work in process inventory includes the materials moving through the stages of the production process that are not completed products. Work in process inventory in an automobile plant includes engines, wheel and tire assemblies and dashboards waiting to be installed. In a fast food restaurant the French fries in the fryer and hamburgers on the grill are work in process inventory.
Raw materials inventory includes the basic inputs to the organization’s production process. This inventory is cheapest  because the organization has not yet invested labour in it. Steel, wire, glass, and paint are raw materials inventory for an auto plant. Meat patties, buns, and raw potatoes are the raw materials inventory in a fast food restaurant.
Inventory management is important to organizations, because inventory sitting idly on the shop floor or in the warehouse costs money. Many years ago, a firm’s wealth was measured by its inventory. Today,  inventory is recognized as an unproductive asset in cost conscious firms. Money not tied up in inventory can be used in other productive ventures. Keeping inventory low is especially important for high tech firms, because  so many of their products lose value quickly, as they are replaced by more innovative and lower cost models. For example, the value of a completed personal computer falls rapidly even if shelf space for PCs were free, a company would lose money on its PC inventory.
Managers at retail giants such as Wal-Mart, Toys ‘R’ Us, The Home Depot, and Best Buy understand that efficient inventory management  is essential to their ability to keep prices low and attract more customers. State of the art, integrated e-business systems, allow tight inventory control an enable the retailers to eliminate  excess inventory. Their suppliers have refined their delivery systems  so that the stores receive only the products needed to meet customer purchases.
Many companies recognize the critical  role of inventory management in organizational success. The example   of rocks and water describes the current thinking about the importance of inventory. Water is the inventory in the organization. The higher the water, the less managers have to worry about the rocks, which represent problems. In operations management, these problems apply to scheduling, facilities layout, product or service design, and quality. When the water level goes down, managers, see the rocks and must deal with  them. When inventories are reduced the problems of a poorly designed and managed operations process also are revealed. The problem then must be solved. When inventory can be kept at an absolute minimum operations management is considered excellent.
Over the past few years, the scenario has become even more complex. The opening up of global borders and the easing of trade barriers has encouraged retailers to source from competitive markets. While this is advantageous to the retailer, inability to control the costs involved in transportation warehousing and the shipping of material to the end consumer will affect the profitability of the business.
It can be seen  the rise of a large number of operational and quality management and control initiatives like JIT (Just in Time), TQM (Total quality Management), ZI(Zero inventory), ECR (Efficient Consumer  Response) and VMI  (Vendor managed  Inventory). All these have now seen integrated within the domain of the Supply chain management process.
The above is talking of controlling inventory under normal circumstances. But the Supply Chain Manager has to consider other things as well in procurement. Seasonal, Imported, Long lead time for manufacturing, Bulk supply on contract and discount basis, Limited sources and transit time.
Seasonal is to bargain best prices which will offset higher inventory. Limited sources specify accuracy required. Bulk supply also has limited sources but there is a contract between the buyer and seller. The discounts in the long term benefits the buyer on price and also ensure quality from supplier.

Ferocious Fire – Tame the Fury


Fire and safety concerns are trivial in nature and even then most companies lose their business over this particular reason…especially where the companies are involved with global clients and exports.
Be it placing of fire extinguishers or their timely replacement, conducting mock drills, exit signs or any such empirical matter considerable concerns are not shown by the companies.
Aren’t we unnecessarily pushing human resources and other resources towards an uncalled for accident…
Tell me the truth or may be ask yourself- How many of you conduct a regular mock drill in your companies? How many employees are trained to use the extinguishers? Are you sure just a handful of people can take care of the fire(God Forbid) if that happens in a large facility. Some of you can very well pass the buck by saying that it is the administration department’s job and not HRs, but I’m afraid, my dear friends it is not the case. Each one of us is responsible for safety from fire.
What all things are important and need to be considered in terms of Fire Safety? May be this can work as your checklist:
# Fire hazards: Reporting of such things as overloaded electrical sockets and improperly contained flammable materials must be maintained as the responsibility of every employee.  Further, adherence to following safety procedures within the workplace is essential to preventing fires. It is imperative that if you see any possible fire hazard you immediately notify a manager. A huge proportion of fires are started by faulty electrical equipments. Storage cupboards full of paperwork or piles of empty cardboard boxes stacked against an outside wall are classic examples of potential hazards, providing plenty of fuel if a fire does start.
# Fire Safety and education: Actions in the event of a fire, while a fire is certainly a terrifying thing and not something to be taken lightly, it is also something that can be controlled and extinguished. Firstly, it is important that you do not attempt to handle the situation alone. Educating employees is very empirical for the prevention of fire, there are specialized training programs offered by many institutions and free lancers also, we need to get our staff trained about the know how of fire safety, prevention and to do list. Hand outs can also be given so that people can study them as and when they get the time, also educating them about cleanliness, hazardous material, fire causing material is also very important.
# Fire alarms: There are various types of alarms available in the market these days, we just need to ensure which suits the best for the facility and can be heard by all the employees when required. There are certain levels of sound an alarm should create, so do check before you install it in your premises.
# Means of escape – exit points; Clear signs of exit points should always be there in the premises, which can be readable and can be seen in the dark as well. Stairways, corridors and any such escape routes should be kept clear of all obstructions. Nothing should impede the evacuation route so that in the last minute there is no clearing required for these areas. Another important aspect is being human even in the times of difficulties, shoving and pushing people while escaping is actually being selfish and can invite another mishap like a stampede. So don’t forget the humanistic approach.
# Fire extinguisher training: Pulling the pin will allow you to squeeze the handle in order to discharge the extinguisher. Intending at the base of the fire helps as it souses easily; aiming at the middle will do no good.  The agent will pass through the flames, then Squeeze the handle which will release the pressurized extinguishing agent keep sweeping from side to side and cover the entire area that is on fire.  Continue until the fire is extinguished. Keep an eye on the area for re-lighting.
# Types of fire extinguishers:
@ CO2 type extinguishers contains carbon di oxide and can work on flammable liquids and solids, gases and electric wires
@ ABC type with nitrogen gas, which can take care of fire due to rubber products, paper, flammable gases, liquids and solids and electric related fire.
@ DCP Extinguisher contains sodium bi carbonate as the extinguisher media used for flammable liquids, gases, solids and fire from metal related.
@ Special DCP – which has synthetic foam to take care of fire rising from flammable liquids and solids.
# Mock drills: Conducting mock drills is again an important part of fire safety and education. Mock drills actually help in understanding the events that can occur at the time of fire and also prepare the employees to what to expect at the time of a fire and how to find an escape route and gather at a pre decided point.
# Sprinklers, Heat and smoke detectors: Smoke detectors are more efficient at detecting fire, precaution needs to be taken in installing them at the correct place and heat detectors can also be placed where chances of increased heat is high such as boilers and server rooms for example. Sprinklers help in dousing the fire and works when a predetermined temperature has been reached.
Just do not let the ferocious fire take unnecessarily advantage of ignorance… Just handle it with care and let it not destroy us.

Recognition- A must have tool


“Flowers blossom in grand style even when there is no one to admire their beauty. Let’s continue our good work honestly even if nobody recognizes us”
Such words are fantasy now, as the reality is far from this, as more and more companies are keen on having best of the best recognition strategies, it has become quite evident in recent times that such quotes are given no value, let the flower blossom in grand style but our employees’ motivation and morale is so shallow that it needs constant reinforcement.
No, the idea is not to dissuade you all from recognizing the efforts of employees or demeaning the value of recognition but inviting a healthy debate as to why so much importance is being given to recognizing the efforts when you have a good compensation package, healthy work environment and other such things to support the employees. Isn’t it like offering a bribe in exchange for good work?or getting the work done by fulfilling the conditions in a trade.
In fact, there are some managers who erroneously consider that veiling things under the counter is an apposite way to deal with intricate issues. Such Managers are of the view that the employees who remain in their jobs are blessed to be employed, so if they are given additional responsibilities, they must simply accept them or risk being terminated from the so called blessed jobs and yes, you all must have noticed that this may technically be true; but it is also an insensitive way of treating employees.
There are many studies and research which are evident to show how recognition has become an important tool for the morale of the employees. A similar recent study conducted by the Gallup organization found that employee recognition was one of the 12 key dimensions of great a workplace.
Fortune magazine recently featured the “100 Best Companies to work for in America,” based on the information collected by Hewitt Associates.   According to Hewitt Associates, “the 100 Best are all leaders in their own right when it comes to employee recognition.”
People want to be recognized for their hard work and efforts.  By recognizing peoples’ efforts, ardor and hard work, companies are creating an impervious strength and synergy that inexorably impels the success of any company.
Dr. David G. Javitch states that there are six steps that a company can take to motivate its employees. They are:
# staying gracious
# providing clear leadership
# remaining empathic
# showing responsibility
# communicating openly
# recognizing actions
It seems that a great deal of motivation for workers revolves around maintaining effective communication between the boss and the employee. A person needs to feel like the company listens to their concerns and cares. We still give a lot of importance to recognition and clearly ignore the other significant motivational tools.
By creating an environment where all recognition is not unvarying – and executives commend a job well done ‘on the spot’, the key here is timing. When there is a raison d’être for praising someone don’t put it off for any reason! Celerity equals effectiveness. Praise people when the achievement is fresh on everyone’s mind. Leadership can pervade pride in their organizations and make people feel good about the work they do.
Applauding is another form of effective recognition, be in meetings, conferences of the night of Star of the Month..the reward in hand may not be of as much value as the applaud in front of the peers and subordinates not to forget the gracious seniors.
Getting noticed, recognized and appreciated is the key, this is how our minds are conditioned, and even at home we gift a bicycle if our child gets 90% marks….. give a saree on diwali to the house maid and she will be more loyal to you….budgets are of no importance here, a simple thank you, a pat on the back or just a gesture such as Adi Godrej having lunch in the office canteen with the employees…..and the best thing is it costs nothing. It’s free but still it brings many benefits. ;)

Use Of Official Meetings


Meetings are essential for any organisation or Government. It facilitates good inter-personal communication and solution to a problem through consensus. Of course the meeting has to chaired by a senior person who can ensure discipline throughout the proceedings. There should be an agenda and a list of all persons who are supposed to participate in the meeting- capable of evolving a solution if the meeting is called for a common problem in the organisation. Before anything else I would like to clarify the types of meetings called for.
A meeting is called for:
–passing on information regarding policy changes or strategic changes or any other important information to key persons in the organisation who are responsible to implement the changes. Normally such a meeting is convened by the top management and mostly departmental heads are called for such meetings.
–Review meetings. This is done by the departmental head based on the frequency decided to assess the progress of work done in the department. At the top level, MD or VP usually conducts this once in 3 months with their immediate assistants. Once in 6 months, the MD reviews with all concerned regarding the progress they are making.
–Brain storming session: This may involve all concerned at any position with a view to garner substantial savings or improve productivity. I am going to deliberate on this as a separate article.
–Customer meeting: This involves mostly marketing executives to get business or selling products on a large scale. Sometimes this also includes a PR manager.
–Meeting with potential employee or what is called an interview. This is for the purpose of selection and recruitment.
–Statutory meetings: Required as per company’s act every 3 months to approve and owe responsibility by Board of Directors and the financial results are circulated to all bonafide shareholders. The meeting is convened by Company Secretary and a minimum number of directors must attend the meeting.
However the Annual General Meeting (AGM) has to be conducted within 3 months of a fiscal year inviting all shareholders in the city where the company has declared its registered office. The AGM also takes the approval of shareholders for approval of new products, taking loans from financial institutions, mortgaging of company properties (plant, machinery, offices) or appointment of new directors or top officials. In some cases extra ordinary general meeting (EGM) is called for to take the approval. There is no stipulated frequency for EGM.
–Government Meetings: These are conducted by both State and Centre. Very few of them result in Public benefit. Either they are called for show off or as an annual ritual. Some are confidential and the common public do not know the outcome or decision taken in the meetings.
Now I come to the negative side of the meetings particularly in medium and large companies conducted by the bosses of the functional area. Mostly these meetings are called for those senior persons who are heading a small department or heading a department who are side tracked by top management for their performance and is due for superannuation with a sadistic mind. They do not have adequate knowledge to be respected by their team members. They call for meetings abruptly without any agenda. The meeting in fact ends up as a mudslinging session. They waste the time of team members and the meeting ends up as counterproductive. The meeting is worse than a government meeting ritual where at least every member reads out his paper and some knowledge is imparted to others.
Policy changes, Strategy changes through passing on information and instructions and Review meetings are most productive particularly the latter. Review meetings are regularly conducted by Marketing, Supply chain Management and IT. Marketing conducts review meeting with its executives once a week to monitor the sales and determine the market trends. So corrective action can be taken faster and not lose the sales.
Supply chain management conducts the meeting with its executives at least once in 2 weeks to determine the status of supplies and finished goods reaching various destinations. All these and other meetings are purposeful when target dates are given by the head of the department or a person who is chairing the meeting to various executives to implement and achieve the targets. In the IT sector review of Projects is done by the Team Leader and he decides the frequency of the review. At present to save time all reviews are done through computers and rarely only if required physical meetings do take place.

Meetings must be useful and progressive and the result should be in the interest of the Organisation.

Power of Team Work


The power of two is always more than one, since our childhood we are taught the importance of team and united effort. Big organizations always lay heavy emphasis on team building and almost all the leaders share their success on the work front with their team mates. Such is the power of team wok that it can make a tough task easier. People often talk about the team and the usefulness of them but few know how to build a successful team. To be a part of team and to play your contribution successfully in a team effort it is a must to understand the objectives of the organization.
Success or failure of a team effort is equally shared by all the team members. One of the biggest characteristic features is that all members work for the same goal and each member knows his role in any given situation. When more number of people put their best to achieve something common it automatically becomes something substantial and meaningful. A good team always works in great synchronization and it is the team spirit that makes a particular task easy for any team. A team can achieve its goal only if each member of the team know their part and play their role with full sincerity. The purpose of team is to fully explore the available human resource to get the most of them and achieve bigger objectives that are not attainable by individuals on their own. Team effort increases efficiency, it saves time and resources as well.
It is a known fact that to achieve something big and significant we have to work in a group and it is always the team effort that gets success in achieving bigger goals and objectives for the organization. Executives try different methods from time to time to motivate the people and inspire them to give their best in a team effort. It is the responsibility of an executive to diagnose the team from time to time and introduce team improvement efforts for a better outcome. To get the most from your team it is very important to provide your team a clear goal. Teams that work in doubt always miss the goal whereas a team which is sure about its context and know the expectations always give their best.
The success of a team is largely decided by the vision of the leader. If the leader knows the expectations and motivates its team members in the right direction then no task is a tough task for the team. It is very important to clearly convey to the team the objective of the task; unless and until the team members are aware of their role and objectives they will not be able to give their best.  The team should know its role and importance in the accomplishment of an objective.
The success of any team task is largely decided by the commitment level of its members. Your team members should value the importance of a given task and should play their part with full sincerity without having any doubt of its purpose or success. A committed team can achieve impossible dreams but a team that lacks vision and commitment can lose even the most fruitful opportunity.
A team that has competent members can achieve the objectives easily in comparison to those who lack competency and show a laid back attitude in any given situation. It is the responsibility of the team members to come forward with their own vision and skills to solve any given problem and synchronize it with the vision of the team for faster and better results.
A team that is tightly bound and controlled will not be able to give its best, it is very important to practice control intelligently so that team members will know their role and responsibility in achieving any goal. A team that is controlled smartly will achieve its goal in a given timeframe without wasting their resources. It is the quality of control that decides the excellence in achievement. Team members should understand their responsibility and accountability. Self management is necessary for the success of team effort.
A team that fails to build effective communication with its members and authority will never be successful in its long term goals. It is very important to follow a healthy communication practice. For better optimization of information it is very important to communicate smartly with the concerned authority and the team members.
A team with creative and innovative vision can come up with a better solution and a good team leader always motivates its team members to come forward with an innovative and unique problem solving approach.
Teams should always support innovative and creative approach. New ideas and unique thinking motivate people to come out with a better solution and good leaders always support their team members for innovative thinking.

Thursday, June 9, 2011

THE CHARACTERISTICS * - OF A GOOD LEADER! -


  • Challenges me to do my best.




  • Sets a good example.




  • Explains the reasons for instructions & procedures.




  • Helps me polish my thoughts before I present them to others.





  • Is objective about things.




  • Lets me make my own decisions.







  • Cares about me & how I'm doing.




  • Does not seek the limelight.




  • Won't let me give up.




  • Gives personal guidance & direction, especially when I'm learning something new.





  • Is empathetic & understanding.





  • Is firm but fair.





  • Keeps a results orientation.




  • Makes me work out most of my own problems or tough situations, but supports me.




  • Lets me know where I stand.




  • Listens exceptionally well.




  • Doesn't put words in my mouth.






  • Is easy to talk with.




  • Keeps the promises s/he makes.






  • Keeps me focused on the goals ahead.






  • Works as hard or harder than anyone else.




  • Is humble.




  • Is proud of those managers s/he has developed.




  • Gives credit where credit is due.






  • Never says "I told you so."






  • Corrects my performance in private.






  • Never flaunts authority.







  • Is always straight-forward.







  • Gives at least a second chance.







  • Maintains an open door policy.







  • Uses language that is easy to understand.






  • Lets bygones be bygones.






  • Inspires loyalty.






  • Really wants to hear my ideas & acts on them.







  • Lets me set my own deadlines.







  • Celebrates successes.






  • Is open & honest.






  • Doesn't hide bad news.






  • Gives me enough time to prepare for discussion.







  • Is enthusiastic.







  • Follows through.







  • Is patient.






  • Wants me to "stretch" my skills.






  • Gives me his/her full attention during discussions, & won't be distracted.







  • Has a sense of humor.







  • Handles disagreements privately.







  • Reassures me.






  • Makes me feel confident.







  • Tells me the "whole story."






  • Says "we" instead of "I".






  • Makes hard work worth it.






  • Can communicate annoyance without running wild.






  • Is courageous.






  • Insists on training.






  • Is a stabilizing influence in a crisis.






  • Gets everyone involved.







  • Wants me to be successful.






  • Is optimistic.






  • Operates well under pressure, or in a rapidly changing  environment.






  • Has a reputation for competence with his/her own peers.







  • Has a good understanding of the job.






  • Is tough & tender.






  • Believes we can do it.






  • Sets attainable milestones.






  • Communicates philosophy & values.






  • Is perceptive; doesn't believe that everything needs to be spelled out.






  • Has a strong sense of urgency.







  • Preserves the individuality of his/her team members.







  • Thinks & operates at a level above that expected.






  • Wants to make the organization the best in the industry.







  • Is willing to act on intuition; believes feelings are facts.







  • Empowers us.






  • Is there when we need her/him.






  • Enjoys his/her job.






  • Likes to spend time with us.





  • - From "The One-Minute Manager" -
    - By Kenneth Blanchard -

    Monday, January 3, 2011

    How to Develop Communication Skills

    Human beings communicate through three ways

    Ø   Speaking  
    Ø   Listening.
    Ø   Writing,

    We shall deal with each one aspect of communication separately. Let’s start with speaking skills
       
    Successful communication is an exchange, two people sharing insights on the same topic. Their insights might be diametrically opposed, but each expresses an opinion and listens to the response.

    Many times the conversation instead of being a dialogue becomes a monologue. Only one person does all the talking and the other listens. This leads to breakdown in conversations. Good conversation like good tennis needs volleying from both sides.

    So remember when you converse allow the other person to air his / her opinion. Try to understand his view if possible even if it is totally against your opinion.

    Whether speaking to an audience of hundreds or of one, strengthen your speaking- and your image with a short silent pause.  We often clutter our speech with verbal crutches-“like”, “Uhh” “Err” “Well” . We lean on these crutches to fill the silence when thinking of the next idea or word. The silence is better.

    If you use these crutches break the habit by pausing. Make no sound. You will be surprised to see how quickly the next word pops up. And you will find the silence is hardly noticeable.

    Dealing with sensitive issues:-

    Candor and directness are admirable qualities but sometimes tact works more effectively.  If the issue is sensitive and can lead to confrontation tread a bit carefully. Use the following three diplomatic techniques especially if the issue is raised at your workplace:-

    1.            Lower your voice and control your tone-
    Its true hostility can be conveyed in a whisper but that’s less likely if you control/ soften your tone of voice.

    2.            Cushion the impact of criticism with expressions like “maybe” and “we might consider”- Such expressions can prompt an open response. For example-
    “Maybe we can approach it another way” sounds much better.

    3.            Use the passive voice to focus on the issue not the individual-

    Instead of :- You designed the concept to….
    Try: - The concept seems designed to…
    The words you choose and the way you deliver them can turn confrontation into resolution.

    How to complain in the right manner:-


    1.            Be straightforward- State the problem and not how much you are frustrated.

    2.            Offer a solution- Explain what you would like done to resolve the problem rather than leaving it up to the other person. For example “ If it would be easier to send a duplicate invoice since the original seems missing” Don’t say- “ “You have lost the original invoice. ….” Many people don’t understand when to stop complaining. Even if the other person is wrong offer a solution to get out of the . The offender will also be happy that you didn’t make a issue out of his mistake.

    3.            Stay Calm- Raising your voice and blood pressure won’t be of much help to you or have a positive effect on a lackadaisical performer. This is because when you finish getting mad and stomping around you will still have to deal with the person who would then be even less likely to help solve the problem.

    4.            Try a smile- Research suggests that people who walk around (or talk) with a smile have a much higher success rate at getting what they want.

     

    Small Talk:-

     

    You are in the elevator and the Managing Director enters. As the elevator ascends the silence builds. You search desperately for something to say. What do you say? You think what the MD will think if you say nothing.


    Casual meetings may not advance or derail your career, but they do add to the impression people form of you. In such situations sparkling conversation is not expected but small talk is.

    So what do you talk about-?

    1.      Don’t try to be brilliant- Most people don’t expect it in casual meetings.

    2.      Turn the spotlight on the other person- Ask about the other person’s family, vacation plans etc.” What do you think of the weather” is not exactly original but can work as an ice breaker.

    3.      Compliment carefully. Give sincere praise. False flattery can back fire.

    4.      Use friendly body language- Smile, make eye contact and don’t fold you arms. Many times the other person may be just as uncomfortable as you are. So any small talk will be welcome.

    How to make an effective oral presentation.

    While hard work and good ideas are essential to success, your ability to express those ideas and get others to join you is just as important. Much of this is on one or in small groups but periodically you will be involved in more formal and public speaking in front of larger numbers. If this thought makes you nervous you are not alone. Many speakers lack the skills and confidence to make effective presentations. The fear of public speaking is the second largest fear in the world.
    Tips to improve your presentation:-

    1)            Formulate a strategy for the specific audience:- Be clear about the purpose of your communication. Knowing the audience will be a critical determinant in what information is presented. Be concrete, specific, practical and relevant. Clarify your objectives-Is it to motivate?.. Inform?… persuade?…. Teach? Each calls for a different approach.

    2)            Write the presentation in rough, never read from a script. You should know most of what you want to say, if you don’t then you should not be giving the talk! Prepare cue cards which have key phrases and words, Don’t forget to number the cards in case you drop them.

    3)            Greet the audience and tell them who you are. Then follow this formula:-
    Ø  Tell the audience what you are going to tell them.
    Ø  Then tell them
    Ø  At the end tell them what you have told them.

    4)            Keep the time allowed.

    5)            Use your hands to emphasize points but don’t indulge in too much hand waving. Move around. But don’t block the projector.

    6)             Look at your audience and try to make eye contact with each person. Eye contact helps to move your presentation from “speech” to “conversation” involving everyone in the audience. Don’t lock your gaze with one person. That may be intimidating.

    7)            Avoid too much information on the slides. Just display the points then elaborate them.
    Some presenters fill slides with so much detail that the audience just reads the slides ignoring the presenters. By keeping the slides lean, you convey the essentials with greater emphasis and you force the audience to turn to you for detail. Use color on slides but avoid orange and yellow which do not show well when projected.

    8)            Speakers, who pound the podium, jingle change in their pockets or do other things focus attention on themselves rather than the subject.

    9)            Speak clearly. Don’t shout or whisper.

    10)        Room Lightning should be considered. Too much light near the screen will make it difficult to see the detail. On the other hand a completely darkened room can send the audience to sleep.

    11)         Use numbers to help the audience follow and grasp your information. For example: - I have two major objectives for today’s meeting.

    12)        Don’t worry if you are not grammatically sound. It is more important to remain cool and try to convey your ideas. Of course it is advisable to improve your language as it does have an impact on the audience. However your presentation will be better if you stop worrying about the audiences’ reaction to lack of grammatical correctness.


    13)         Stage Fright:- Following are some techniques to cope with this fright:-

    Ø   Your audience understands your nervousness; they will forgive any honest mistakes.
    Ø   Chat with members of the audience before the presentation. You will not find them that threatening.
    Ø   Practice deep breathing exercises before taking the podium.
    Ø   Rehearse your presentation a few times.

    14)        Use language that can move people. Churchill might never had made such a strong impact on the world had he written” Essentially my contribution includes sanguinary composition, diligence effort and commitment”. Fortunately he spoke in language that could move people “I have nothing to offer but blood, toil, sweat and tears”.

    15)        Get your audience involved. Ask them questions. Give various anecdotes to liven up your presentation.

    16)        The only way to be a good presenter is through practice. You can form small groups with friends to practice.