Archive for the ‘Leadership Development Solutions’ Category

PRESS RELEASE – Anne Warfield Receives Best in Class Speaker at PCMA

Wednesday, May 28th, 2014


Congratulations Anne! Your content and presentation of the session, “Strategic Negotiations: Bring Your Ethics, Integrity and High Character to the Bargaining Table” at the 2014 PCMA Convening Leaders in Boston was very well received and received great feedback – earning you the title of Best in Class!

We would like to extend to you the opportunity to participate in PCMA’s Best in Class program! Your acceptance places you in this elite group of speakers for a 22-month period, expiring on December 31, 2015.

What is the Best in Class program?

Each year upon the conclusion of PCMA’s primary meetings and after extensive review of the session and speaker evaluation results, PCMA Headquarters provide its Chapters a list of only the best speakers for consideration to present at Chapter events. PCMA has 17 Chapters in North America, including one in Mexico and two in Canada.

— The Professional Convention Management Association (PCMA)

Learn more about Anne and her Speaking Topic’s

How to make a tough decision more easily

Wednesday, July 31st, 2013

As a leader you are constantly being asked to make tough decisions. The following are typical themes I hear when leaders are having to make a tough decision- “I am not sure how Mary will feel about it,” “Tom might take it the wrong way,” “Jim’s a great guy but I am not sure he can lead this group.”

As you notice, they all follow the emotional side of a decision and the impact the decision will have on the person or team. So how do you separate the two so you don’t make a decision based on just emotion?

1. Assume the opposite point of view on the emotional element. So “If Mary was fine with this what would I do and why?” “If Tom were to embrace this what decision would I make and why?”

This will tell you what your logical decision would be IF you didn’t have the emotional element in it.

2. Then look at the logic you would use to support that decision WITHOUT the emotional element in it.

That is now the reasoning you use to explain your decision.

So let’s say I have to hand a project off and I want to give it to Jane but I think Mary will feel that it should have gone to her. I also know that Mary has been struggling with some other things and I know she will feel she is not pulling her weight on the team. I know both mary and Jane could do the project. Now the emotional element starts to have too big of a weight and may cause me to make a poor decision or poorly talk about what decision I made and why. Mary has become the center, not the project.

If I pull Mary out of the equation by saying “If Mary were fine with this, what would I do and why” and my answer is “I would give the project to Jane because it ties more long term in to what her team is working on and she has the resources ready.”

That now becomes my decision and my reasoning I share with both Mary and Jane. It has no emotional element but does follow a strategic strategy going forward.

Team’s Productivity – Stopping Negative Talk In Your Team

Thursday, July 18th, 2013

Presentation SkillsI have watched one negative person bring a team’s productivity down 90%! I know that sounds dramatic but this person’s negativity actually dropped sales in one division from $100 million down to $10 million within 2 years!!

Think of negative talk as a virus that can kill all productivity. Here are some things as a leader you can do to stop negative talk:

1. Ask the negative person ONLY questions that can be answered positively. I find most negative people actually want two things- one is to connect with others. In their mind the negative talk is just conversation and they don’t even see it as negative. As you ask them questions that can only be answered positively, they begin to build new brain pathways to “conversation”.

2. Call them out on the negative chatter so they need to be accountable. For example saying, “If you want to be seen as proactive, how does saying_______ align with that?” Begin to educate them on how they are coming off. Notice I started with a positive assumption which was that they want to be seen as proactive.

3. Play the Devil’s Advocate. When they bring up a negative point, ask them to turn it around and see it from another perspective.

4. Give them responsibility that allows them to be visible to others in a POSITIVE way. The second thing most negative chatter people are craving is POWER. They want to be viewed as knowing things and seen as informative. They feel that sharing the negative view gives them power. You just need to feed that need for power in a positive way and show them how to get it without being negative.

The worst thing you can do with negative chatter is to allow it to continue. This reinforces to your team that negative chatter is acceptable and even rewarded. Make sure you stop it today!

Join us for our September session on Managing Your Message to see exactly how to say things right the first time even in high pressure situations.

Share how you have effectively stopped negative chatter in your department or a situation you would like to know how to turn around.

Impression Management Professionals – 952-921-9421 – Minneapolis, MN


Strategic Presentation Skills – Being Sent Back For More Information

Friday, July 12th, 2013

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Today’s Topic – Are you being sent back to gather more information before you get a yes?

Strategic Presentation Skills Tips by Anne Warfield, – based in Minneapolis, MN

Strategic Leadership Tips with Anne Warfield

Friday, June 28th, 2013

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Today’s Topic – Are your Emails being opened and read?

Strategic Leadership Skills Tips by Anne Warfield, – based in Minneapolis, MN