I wrote an article a few years back that still holds resonance to this day – entitled ‘Business Is Personal’. Given what I am witnessing in organisations to this day I thought I  would blog about it!

Business is about people, and people have feelings. Harness the power of human emotion, and you will see your business go from strength to strength. Eliminate pressure, cultivate excitement; listen to people, and as they are heard they will feel empowered and positive, and be able to access their true capabilities and strengths. People also have limits, and if they are constantly pushing their boundaries, they risk never experiencing success. Turn it around. Help them manage their time and input realistically, and you will not only have their very best performance, you will have their loyalty.

In our increasingly complex world, time is being compressed, and individuals and organisations are looking to manage their lives better to adapt to the needs of the ever-accelerating pace of life. People are learning that to do this means living life at the highest level of awareness and authenticity. As they grow in awareness, individuals will choose organisations which empower them and allow them to follow their purpose and reach their full potential, and organisations will increasingly value employees who live and work to their highest potential. But change and adaptation are not moving as fast as the pace of life. Lessons are learned and awareness increases – but sustainability is missing.

But what can business do to move things along? The short answer is: embrace emotion. What is the level of resonance in your organisation? Are people at all levels tuned to the same music? Or, are some hearing static? If you are not all listening to the same frequency AND tuned in properly, how can you all hear the music, let alone dance together? If you all tune in emotionally – as individuals and as a team – you will all hear the music. But it won‟t happen unless you stop the rat-race of to-do lists, overwhelm, busyness, lack of balance, and lack of fitness.

It takes a strong leader to set the precedent for stopping that level of “active inactivity”, and become the conductor of the orchestra that actually makes the music. Yet unless the people in the orchestra are playing in unison, the conductor is redundant. So switch on your radio – what do you hear? Are you facing the dilemma of trying to conduct an untuned orchestra that doesn‟t even know it‟s a team, let alone that you are there to lead them through the piece of music? If they‟re out of tune, and not playing together, you will have cacophony rather than harmony. What‟s it like conducting an orchestra when nobody gets to hear the music?

Embracing emotion for cultural change in your business, every organisation has the capability to operate at the highest level. Yet in two decades of working in the corporate world, I saw time and again that when it happens, few can sustain it. The reason? The organisation‟s culture would be geared to keeping the status quo in place. To create truly sustainable transformation in your organisation, the starting point is embracing the emotional side of the people within it. All human activity is hugely influenced by people‟s feelings. Feelings are powerful, and if you harness the power of positive feelings, you will see positive change.

I have identified five key cultural areas for transformation in any organisation, where a shift in focus or dynamic will give positive results – quickly.

1. Key Performance Indicator (KPI) Culture - If your business is focused on KPI fulfillment, you are most likely frustrated by the lack of performance company-wide. When people (at every level of management) are measured against KPIs, they feel pressured by the KPIs, and tend not to perform to them. When this happens, the symptom is addressed rather than the cause (the stick mentality, usually) – and nothing changes. We advocate changing your relationship to KPI fulfillment, and create a culture where KPIs are celebrated – that‟s right, celebrated! Instead of feeling pressured by the existence of KPIs, people will look forward to setting them. They‟ll be excited by them. The shift in dynamic will create a whole new buzz of energy, and fulfillment will automatically follow. KPI targets will be met as the norm – and impact hugely on productivity. What we also witness, if this approach is adopted from the top down, is a leadership framework based in „setting the example‟, which in time becomes the norm.

2. Workload Culture Day-to-day Business As Usual + Allocated Projects and Unplanned Disparate Activity = OVERWHELM - We call that “workload culture”, and it is the standard executive‟s life. Most organisations have plans, but do not work to plan. The time required for fulfillment is out of synch with the schedule of activities in the executive‟s day, week, month or quarter – but not addressed. He or she may operate in an almost continual state of overwhelm. As long as people go to work every day and do the same thing, they will get the same results, which will not satisfy either themselves or management. Until you stop the paradigm of overwhelm, the cycle will continue. The solution is simple: streamline. Plan so each task can be handled in the required period of time, and create schedules that allow for necessary unplanned interruptions. Then follow the plan, review at set stages, and experience achievement of goals on time.

3. Meeting Culture -  So many organisations tolerate ineffective meetings. Ineffective meetings waste time, drain energy, lead to complaints and lower morale. Effective meetings require: – effective chairing – clear boundaries on acceptable and unacceptable behaviour – accountability – and above all, follow-through. What would it be like if you went to a meeting and always had your needs met, and always had your issues addressed? Create a cultural dynamic in your organisation that only accepts effective meetings, and you will see the results you want.

4. Performance Culture - In his book Good To Great, Jim Collins says that a defining factor that separated the great companies from the good was not simply having the right people in the business. It was about having the right people in the right roles in the business and going in the right direction. Many companies measure their people from 0-6 (poor to excellent), using 360- appraisals. If you only want 5s and 6s on the business, why allow anybody to measure themselves at less? Change the measure to set a new paradigm which requires the highest standards of performance only.

5. Issues Culture - Effective implementation of issues management enterprise-wide is rarely adopted. What would it be like to have your finger on the pulse within your organisation real-time? A framework to manage issues within a preset timeframe, ie 24 hours, 7 days, 30 days, 60 days would give you enterprise-wide viewership of your issues, thereby enabling effective management of your company‟s programme of work.

If you transform your relationship to these five cultural elements, you will experience transformation within your business. Be a stronger leader who conducts the team to play a different tune – in time, in tune, with feeling. If you transform your relationship to these five cultural elements, you will experience transformation within your business. Be a stronger leader who conducts the team to play a different tune – in time, in tune, with feeling.

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com | www.freefallexperience.com  www.freefallselfimprovement.com

In my field of work as a leadership/executive coach I am amazed at those within the leadership realm who are confronted at some level with being the ‘rockstar’ and what comes with that territory.  You’d think given what it takes to be a ‘rockstar’ that it would be easy for a leader to own their gifts but I am here to tell you that there seems to be a ceiling people reach where they refrain from truly singing their own praises.

Got me to thinking that it was time I spoke into 12 key attributes of what it means to be a ‘rockstar’ leader in your own organization.

1)    Give yourself permission to acknowledge that you are the rockstar in your own organization, why because you have earnt it

2)    Clearly articulate to all who will listen what you are good at, and why, be intentional to clearly portrait your point of difference

3)    Repeatedly and proudly let people know what you are accomplishing and be proud of it

4)    Inspire people daily by the degree of action you take in the face of a workload that for most would send them into a tail spin

5)    As the rockstar, you do not do everything!  It takes something, does it not to pull off a rockstar performance each and every time and this can be diluted if metaphorically you are the one putting bums on seats and setting up the stage, as well as trying to be the Rockstar!  Rockstars, do not do this!  They just rock up on stage, pull off a rockstar performance and walk off stage – everything else is managed by their support team!  Make sure you are delegating what does not belong to you and that you have a strong support team around you – I confess I am still learning this one

6)    Do not allow the naysayers of this world to undermine who you are, they are out there!

7)    Deal with whatever is in the way of you profoundly speaking your magnificence in to the world.  We are not trained in our schooling system to big note ourselves – well here’s the deal, if rockstars don’t they will not survive the long haul!

8)    Rockstars make a difference for the masses.  Rockstars know what its taken to achieve what they have.  I am not talking about being egoic to the detriment of oneself but I am talking about fully claiming the space of being extraordinary

9)    You have earnt your stripes to be who you are and speak powerfully about what you have achieved.   A leader knows this.  A leader does not shy away from this responsibility

10) Every person you meet is your mini-manifestor.  Each day I communicate who I am in the world and what I am doing and believe you me my ego is in check.  That way when someone asks about what I am doing they relay the exact message I have relayed to them, that way the message gets out to more people and wahlah, a ground swell occurs and your name gets known in the marketplace

11) Hang out with other Rockstars!  The world needs more Rockstars, given what it takes to be one!  Who you associate with is a direct reflection on your self worth especially as a leader

12)   NEVER shy away from the responsibility of what it means to be a Rockstar.  You are visibly seem in the marketplace so how you show up is always judged, assessed and criticized, give no one the right to undermine your own trajectory – how do you do this you may ask? By living to a high degree of integrity with your own values and standards!

Lifes too short to sell out to past based beliefs about yourself, that includes you, yes you the leader of your own organization.  Do the personal development work on yourself if you feel resistance on any of the above points!  Otherwise you will not be a rockstar for long!

I look forward to hearing your music from the rafters!  The world needs more rockstars!  Find your voice and never allow those who dream small to undermine your bigger vision!

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com | www.freefallexperience.com www.freefallselfimprovement.com

In a given day I facilitate a lot of conversations where I reflect back to those that I am coaching how they occur through their communication. Those in a leadership capacity think that they are clean with their intent on what they are communicating but often times HOW they are communicating gets lost in transit.

What do I mean by this? A leader may state they feel their intention was to communicate x, but if the communication landed in a way where y and z were received then the leader needs to own that their communication intent was not congruent with the delivery. This at times can be difficult for those in a leadership capacity to comprehend for they are often in a position of control. For them to own that their communication was not delivered in the way in which it was intended would be, for them, to be at cause.

To train a leader to own how they communicate can, at times, be difficult for those in a position of control are not often used to being self reflective. This statement may surprise you. But check it out. To be ‘out of control’ is not something a leader is used to. They are usually the ones that have to have the answers all the time. Those who follow them look up to them for guidance/direction.

I am an advocate, having been a self confessed control freak in the past, to partner leaders in owning how they communicate, such that their intention is congruent with their delivery. For this to happen they need to embrace, being ‘out of control’, novel concept. By ‘out of control’ I do not mean losing the plot, I mean being more self reflective devoid of defensiveness. As a leader you have a responsibility to be clean with how you communicate such that your communication lands each and every time with those that look to you for guidance/direction.

I often experience leaders being defensive, stating that their intention was clean, but if this was the case their communication would have landed in the way in which it was intended. For them to own that they play a part in how it lands takes ownership of how they communicate in any given moment. Being defensive as a leader does not garner growth. Being willing and open to feedback and being self reflective with people’s opinions is as important in the trenches as it is at the leadership level.

So what do I suggest?

Ten Tips On How To Ensure Your Communication Intent Is Congruent With Your Communication Delivery:-

1. Always be the student

2. Be open to feedback, always, without being defensive of someone’s contribution

3. Do not be dismissive of another’s viewpoint, for this is where the gold lies

4. Focus more on what you do not know than what you do know and you will always be assured of expanding your consciousness daily

5. Allow yourself to be ‘out of control’, just because you are the leader does not mean you are not human. Experiencing insight beyond the constraints of the known realm is important as a leader

6. Interview your people and ask them whether your communication can improve. Now there’s a novel concept!

7. Be willing to own the part you play in communication effectiveness. Just because you are the leader does not exclude you from a powerful learning experience

8. Go looking for opportunities to improve the way in which you are perceived by your people – they will love you for it

9. Vulnerability as a leader should be embraced. Allow your people to contribute to you, for this to happen they need to feel that you are approachable and open to their contribution – and that their contribution is valued!

10. It is the height of arrogance to not be willing to learn. Check in on your own arrogance barometer if you are thinking you are above all of this

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com | www.freefallexperience.com  www.freefallselfimprovement.com

I have a vocation where I am privileged to work and partner amazingly talented, inspiring people and Mark Tipping is one of these people – he recently attended one of our Freefall 3 Day Experience Seminars with his wife from Australia – refer testimonial http://thetippingpoint.me/2012/04/03/chanting-naked-in-the-bush-err-maybe-not/

There are times in your life where you meet people that you know are unique, different, charismatic, have that unquantifiable x-factor. So to reunite with Mark and his wife after nearly 7 years was truly phenomenal. He has started up a company called ‘The Different Company ‘ – refer www.thedifferentco.com

The Different Company is a new style of management consultancy that does virtually everything differently. Their raison d’être is to grow and support their clients’ organisational capabilities whilst simultaneously and proactively participating in and supporting innovative initiatives that improve communities and society as a whole. The Different Company prides itself on a culture of giving not taking. Their professional success enables them to give back to their communities – both here and overseas.

Their VISION Is A World In Which Companies Are Measured By What They Give, Not What They Take

In addition to two weeks annual philanthropic leave, they reward delivery success with more philanthropic activities to support their client’s chosen philanthropic initiatives. Their focus is on developing sustainable communities to support the young, the vulnerable and the disadvantaged. The Different Company’s culture of giving assists their clients to fulfill their own corporate social responsibilities simply by engaging their services.

Their MISSION Is To Lead A Revolution In The Way Companies Do Business

From their proprietary suite of products and services, to their corporate hiring and employment practices, to their philanthropic raison d’être, The Different Company is, well, really, totally, different. They specialise in the provision of genuinely unique products and services. They assess and improve organisational capability and successfully deliver change in complex environments while developing their clients’ capability to maintain this momentum.

Their Services Include:-

 Project Sanity Checks Delivery Coaching  Strategic Marketing Consulting  Professional Services  Financial Services  Technical Services  Quality Assured Staff Augmentation

Their People

The Different Company attracts the best consultants because they treat them differently – they encourage them to take as much leave as they need to stay at their peak, and in addition, they each spend at least two weeks each year on philanthropic pursuits giving back to their communities. Not only does this make them more productive, but it shows that they respect and believe in them as very experienced, and highly professional, consultants.

Their people know what works best for them, their team, and their clients and they allow them to manage that. All they ask is that they ensure their workload is covered whilst on leave, they deliver successfully and they maintain excellent client satisfaction. It is this flexibility and reward structure that enables them to attract and retain the very best, most experienced and professional team in the industry.

Given my previous experience in studying with the Legacy Leadership Institute in Vancouver, Canada, and my passion around Conscious Organisations and legacy fulfillment, I wholeheartedly acknowledge and endorse what Mark is endeavoring to achieve. If any of this resonates for you please do contact Mark Tipping direct c/- www.thedifferentco.com and feel free to subscribe for FREE to his BLOG entitled http://thetippingpoint.me/ - you will not be disappointed!

As Apples ‘Think Different Campaign’ stated:

The People Who Are Crazy Enough To Think That They Can Change The World Are The Ones Who Do!

To a fellow pioneer, I salute you Mark!

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com | www.freefallexperience.com  www.freefallselfimprovement.com

I write a blog on a weekly basis both for my seminar /coach certification company – Freefall International Limited and for my leadership company – Sally Anderson International Limited, and this week I wrote about ‘Excitement’ in my seminar/coach certification blog, refer http://www.freefallselfimprovement.com/get-excited-there-is-alot-to-be-excited-about-always/ – I then thought what correlation does this topic have to leadership? I believe it is a leader’s responsibility to reach the level of Conscious Competency. What do I mean by this?

The best way to explain this is using the analogy of the 15 year old learning to drive the car. It’s all a bit clunky at the start, at this stage they are ‘unconsciously incompetent’. To get into your car now where you don’t even think about it, you are ‘consciously competent’. The journey from Unconscious Incompetency to Conscious Competency, as a leader takes something.

To explain further:

He who knows not, and knows not that he knows not, is a fool – shun him, (= Unconscious Incompetent)

He who knows not, and knows that he knows not is ignorant – teach him, (= Conscious Incompetent)

He who knows, and knows not that he knows, is asleep – wake him, (= Unconscious Competent)

But he who knows, and knows that he knows , is a wise man – follow him. (= Conscious Competent)

Explanation Of Each Level Of Conscious Evolution:

Level 1 - Unconscious Incompetence (You Don’t Know that You Don’t Know) At this level you are blissfully ignorant: You have a complete lack of knowledge and skills in the subject in question. On top of this, you are unaware of this lack of skill, and your confidence may therefore far exceed your abilities.

Level 2 – Conscious Incompetence (You Know that You Don’t Know) At this level you find that there are skills you need to learn, and you may be shocked to discover that there are others who are much more competent than you. As you realize that your ability is limited, your confidence drops. You go through an uncomfortable period as you learn these new skills when others are much more competent and successful than you are.

Level 3 – Conscious Competence (You Know that You Know) At this level you acquire the new skills and knowledge. You put your learning into practice and you gain confidence in carrying out the tasks or jobs involved. You are aware of your new skills and work on refining them.

Level 4 – Unconscious Competence (You Don’t Know that You Know – It Just Seems Easy!) At this level your new skills become habits, and you perform the task without conscious effort and with automatic ease. This is the peak of your confidence and ability. So as a leader to what degree have you surrendered to your own evolution?

There is a danger sometimes as a leader that we become arrogant with what we know. I personally learnt along time ago that I was not interested in what I know, for this is limited – I am only interested in what I do not know for this enables me to access the limitless realm. I teach leaders to access what I term their co-creative ability and by this I do not mean collaboration. There is a limitless realm we can tap into that is beyond our limited human mind.

To what degree are you conscious to your own limitations as a leader and view this as something that you wish to go to work on?

If you are interested in exploring evolving your current consciousness to the realm of Conscious Competency as a leader, I would love to talk with you!

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com | www.freefallexperience.com  www.freefallselfimprovement.com

Simon Sinek has a simple but powerful model for inspirational leadership all starting with a golden circle and the question “Why?”   His examples include Apple, Martin Luther King, and the Wright brothers …

In 2009, Simon Sinek released the book “Start With Why” — a synopsis of the theory he has begun using to teach others how to become effective leaders and inspire change.  He is quoted to say:

If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears.” (Simon Sinek) – check out his You Tube Video when time permits:-

http://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action.html?source=facebook#.T2K7nIgIKIZ.facebook

I took his formula and applied his theory to our organizations.  This is what I came up with:-

WHY – we do what we do?

The soul purpose of WHY we do what we do is to alleviate people from their pain, both personally & professionally – put simply we ‘STOP PEOPLE HURTING’

HOW – do we do this?

We live in an instant gratification society where most people are unaware of how disassociated they are from what is not working for them – dissatisfaction seems to be tolerated, the accepted norm – we re-associate people emotionally to connect with what’s not working so that (leads into what we do)

WHAT – we do

They can reclaim their power to live to their full potential. We provide coaching/seminar services which specialize in providing experiential, awareness based training education that enables an individual/organization to ‘sustain’ living an empowered life regardless of circumstance.

How we reassociate people is the question.  That is the magical formula, the x-factor, the seduction piece – we are not a widget organization.  I have also advocated that we cannot sell what we do, it’s about resonance.  But in the context of selling, we sell human awareness to people who are not aware wondering why they do not get it, for until they experience it, they do not know they want it or need it!  Package that one up and sell it!  Even after 10 years I am still refining our WHY!

What’s your WHY?  Apply Simon Sinek’s formula and see what you unearth for your own organization!

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com | www.freefallexperience.com  www.freefallselfimprovement.com

I was inspired by a You Tube clip of Will Smith, the actor and the snippets of wisdom he lives his life by.  I got to thinking the synergy of what he states in this video to my own journey and to that of every thought leader on the planet!

Take time out this week to watch this inspiring video!

Here is a synopsis of what he relays:-

1. You have to know who you are, why you are here and what you believe!
2. Transformation and the achievement of your dreams is simplistic, it is NOT complex
3. Talent comes naturally, but SKILL, to excel to ridiculous dimensions, takes a sickening work ethic
4. Don’t ever tell me something I cannot do, don’t let ANYONE tell you, you cannot do something!
5. If you are going to be here ‘make a difference’!
6. I want the world to be a better place because I am in it!
7. First step to the realization of your dream is that you must believe it.  Those who believe have a delusional quality.  As a leader you have to think differently to what has gone before
8. He who believes he can, can, and he who believes he can’t, can’t
9. Being realistic is the road to mediocrity
10. Thoughts are physical, a demented power exists in the universe – CHOOSE to make a difference and follow what is calling you to manifest
11. One needs to have an obsessive focus and be motivated by fear – you cannot be scared to die for the truth!
12. People want to tell you, you can’t do something because they can’t do it themselves, don’t you let them rob you of YOUR dreams
13. You want something, GO GET IT, PERIOD!

My question to you today, as a leader of your organisation, your cause, your family, your life, how many of these points do you relate to? For myself, ALL OF THEM!

Sally Anderson is a Leadership Coach| Leadership Advance Facilitator
Keynote Speaker | Author | Seminar Leader | Master Coach Trainer

www.sally-anderson.com | www.freefallexperience.com  www.freefallselfimprovement.com

Powerful leadership has a lot to do with what you value at your core!  No coincidence that I stumbled across this You Tube video when researching the linkage between leadership and values recently.  Suggest you take the time, grab yourself a cuppa coffee/tea, whatever takes your fancy and watch this old clip of Steve Jobs, Founder of Apple, talking about what Apple’s core value was behind the brand.

Check this out:  Steve Jobs from Apple on values and identifying your core when time permits.

The core value proposition behind the Apple brand was not building boxes to get the job done better.  It was this:  “People With Passion Can Change The World For The Better” – damn that’s good!  Who wouldn’t be aligned to a brand positioning statement like that?  What I find and have found intriguing about leadership, values, brand positioning, is that it is all interlinked.  The best brands in the world all have an element of ‘story telling and a humanitarian message’, ie Sony, Disney, Nike, Coke, Apple….

As a result of watching this video, I am personally interested in taking our own values process to another level with reference to our own brands.  I am excited to see what we unearth as a result of this process, especially as we embark on launching in the USA this year.  So my question to you as the leader of your own organization,  is threefold:

1. To what degree are you clear on the ‘Core Value’  which underpin’s your brand message?
2. If you do have clarity, is your company walking it?
3. If you do not have clarity, to what degree are you interested in unearthing what it could be?

I leave you in the inquiry!

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com ; www.freefallexperience.com ; www.freefallselfimprovement.com

I was inspired by Kevin Costner’s speech at Whitney Houston’s funeral last week – a great example of powerful storytelling and acknowledgment.  What struck me about the video http://www.youtube.com/watch?v=2wjh0N1EzPI&feature=youtu.be was the learning we can glean from a leadership perspective where ‘fame’ is concerned. Part of leadership is showing up, being seen, standing out, being heard, and what comes with that territory is a lot of judgement, assessment and criticism.  Whitney was a good example of someone who achieved the highest of heights within the music industry but unfortunately fame also was part of her demise.

Watching this video coincided with reading a book entitled ‘The Ten Defining Moments How Leaders Acquire & Handle Fame, Power & Glory, by Moses Kibe Kihiko where he talks about the stages of fame and the leadership journey.  He states:-

With any type of position of leadership comes power and authority, fame and notoriety. The loftiest leadership stage in the ten defining moments in leadership is Entitlement, when a leader has gained the public fame. The other stages stretching from when a leader is virtually unknown to when he or she is widely known are Emptiness, Experimental, Experiential, Endeavour, Engagement, Endorsement, Endearment, Endowment, Entrenchment, and the loftiest, Entitlement stage.

As I embark on launching both of my businesses in the United States I know that fame will come with the territory.  I have been preparing for this next level of trajectory for many years.  So my question to you is this:-

If we are to believe there are stages as we acquire and handle fame, where are you on the journey?

What are you doing to prepare yourself?  I liken readiness to a chess game, all the pieces need to be in place before one can go check mate! I don’t know about you but I am not a patient person.  So my key learning right now is learning the art of patience.  What is your key learning?

Sally Anderson is a Leadership Coach/Leadership Advance Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com ; www.freefallexperience.com ; www.freefallselfimprovement.com

As leaders, we have a responsibility to articulate our message.  So the more we can improve the way in which we deliver great presentations the more effective we will be as leaders.

When I find something of value I always like ‘paying it forward’.  I was sent this last week and being a professional keynote speaker absolutely loved the value of Nancy Duarte’s message.

When you have 20 minutes spare, grab yourself a cup of coffee, or whatever takes your fancy and check this out.  Nancy has spent years researching/studying great talks, specifically Martin Luther King’s, ‘I Have A Dream’, speech and Steve Job’s ‘Iphone Launch’ speech and found some fascinating findings.  A YouTube video not to be missed if you are interested in learning the secrets to delivering great presentations!

http://www.ted.com/talks/nancy_duarte_the_secret_structure_of_great_talks.html?utm_source=newsletter_weekly_2012-02-07&utm_campaign=newsletter_weekly&utm_medium=email

Sally Anderson is a Leadership Coach/Leadership Retreat Facilitator/Keynote Speaker/Author/Seminar Leader/Master Coach Trainer

www.sally-anderson.com ; www.freefallexperience.com ; www.freefallselfimprovement.com