Is the economy finally rebounding, or are businesses starting to realize that at some point, they need to invest in their own people?

I’m not sure.

But, either way, I have been getting more requests for speech coaching lately.

What are the main elements that I share with these professionals?

Here are my top 5 presentation skills pointers to always keep in mind:

•A PowerPoint deck isn’t a presentation.

•There is a difference between a written and oral presentation.

•Don’t drown the audience with material.

•Make the information relevant – your audience members should walk away with clarity and enthusiasm.

•A great message delivered poorly falls flat.

Of course, there are many more elements that I focus on when coaching someone in presentation skills. But, these are five pointers to keep in mind.

I welcome your comments, as always.

Ho, ho, ho!

It’s time to celebrate the holidays – any holiday you choose!

Many companies, despite the economy, are still having holiday parties.

And, this always seems to be a time where people give themselves permission to look and act stupid.

Let me give you some guidelines to avoid making career-limiting moves.

Keep in mind when it is a business party, that business is the primary consideration. These people are your employees, colleagues, supervisors, clients – they have long memories!

For example, one woman I know didn’t get a promotion two years after a holiday event. Her manner of dress was deemed inappropriate (OK, she looked like a hooker!) – and people doubted her judgment.

All the hard work she produced didn’t matter – poor judgment in dress at one party was enough to squash her promotion hopes!

I have numerous examples of what alcohol does to judgment. Whether it is saying stupid things, kissing and groping under the mistletoe, or dancing the latest bump and grind moves – alcohol is no excuse.

Then, there are the people who forget it is a party. They actually want to talk business! Get a life – parties are a time to mix and mingle, don’t be a bore.

Common courtesies count at holiday events, too. For example, remember to RSVP – and, if you are bringing a guest, let people know.

Arrive on time, don’t overstay your welcome, and send a thank-you note to the host or hosts.

After years of attending these events, I can assure you that you can make a good impression, and have fun while you are also being festive.

You never want to wake up the next day with regrets!

Happy holidays!

A Time magazine reporter recently asked whether Facebook replaces face time or enhances it.

My vote is the latter.

Social networking sites like Facebook, MySpace, Naymz.com, LinkedIn and even the hot microblogging site Twitter all should supplement your daily personal and work interactions, and NEVER serve as a substitute for face-to-face encounters.

Business is all about the connections you make – and these are much more effective when done in person vs. over a monitor or webcam.

Sure, it’s a lot easier to log onto your favorite site, type for a few minutes – maybe IM someone or use 140 characters to announce your new business deal -- than fight traffic, or take a train, plane, taxi or bus to meet someone.

And, yes, you may save time by e-mailing your colleague whose office is near the coffee pot, rather than getting up and walking there, but that isn't necessarily a benefit in the long run.

Think about it -- what is the true price you may pay for these easy, modern methods of communication?

A colleague's hurt feelings? A confused client or prospect? Nothing can ever replace the effectiveness of a face-to-face conversation.

I can't tell you how many clients have shared stories of e-mails gone bad -- that the interpreted "tone" of the message they received was NOT the intent of the sender.

But, before you drop your Internet access, or close your Twitter account, I’m not suggesting that you totally "unplug" and resolve to meet everyone in your business network once a week or even monthly.

I am simply reminding everyone of the importance and effectiveness of a phone call and in-person encounter.

So, the next time you consider posting a LinkedIn update, sit back, log off, and pick up the phone and resolve to actually call five of your level 1 connections. Or, schedule a visit the next time you’re in their area.

I guarantee you that the impact you make in reconnecting with these people in such a manner, will far exceed the actual cost of the call or gas in your car.

There's still a lot to be said about the power of a handshake, or friendly business chat over a cup of coffee.

Let’s say you are presenting a business plan to senior management.

You have confidently gone through the rationale for your recommendations, and made a strong case for the plan.

Then, in your closing remarks, you say, “I think this is a good plan. I think it will do a good job of building our business.”

Are you going to get the approval you seek? Will these senior people approve the needed spending?

Maybe. Maybe not.

When you put the word “think” in your closing remarks, you injected a note of doubt into your message. The impression is that you are hedging your bets, while asking them to unreservedly invest resources in your plan.

They could respond by saying: “Since you just think it is a good plan that will build business, we think we’ll hold off on our approval pending further analysis.”

This doesn’t mean you should have boldly guaranteed the plan would work. That would be going too far the other way, dangerously putting you out on a limb.

Just leave the word “think” out.

Instead, you can say, “We have carefully crafted this plan to address the new challenges our company faces. We recommend its implementation beginning next quarter.”

It may feel safer to say you only “think” something will work, but that one, five-letter word could rob your message of the persuasive power it needs.

Don’t let your choice of language steal your power.

Everyone seems to have examples of microphone mishaps from speeches they have attended.

Some even become company urban legends: “Were you there when Steve finished his speech, and then went to the bathroom without taking off his mike… talk about a career stopper!”

Sometimes bad microphone examples can also have political consequences (like George W. Bush and Tony Blair’s casual -- yet still miked -- discussion about the war between Israel and Lebanon in 2006.

Here are my top 5 biggest microphone mistakes that I’ve personally witnessed over the last decade of leading presentation skills training workshops, and attending meetings and conferences globally.

Don’t let them happen to you!

1. Speaker going to the bathroom while still miked … yes, it happened -- talk about embarrassing!

2. Speaker crunching on ice while miked and listening to audience comments.

3. Speaker wearing a wireless microphone, who, instead of repeating audience member questions, leaned towards them and asked them to speak into the mike -- while still connected to her blouse!

4. Speakers who didn’t do sound checks with their microphones before their speeches, and who then came across as too loud, too soft, or walked into areas with very loud feedback.

5. Physician speaker for a pharma company who, while still miked, said, “So how did I do … did I sell a lot of product for you?”

Feel free to share your best microphone mishaps -- I'll post the best.

I just came back from Ohio, where I delivered a training program called “Breathe Easy at
C-Level” – about presentations made to audiences comprised of senior management.

This program looks at the differences when you present to senior management vs. other types of audiences.

Any time you deliver a presentation, to any type of audience, there are two elements involved –the message and delivery.

When presenting material to management, speakers need to tailor these two areas specifically for their audience.

So, how do senior-level audiences differ from the rest?

Here are a few key pointers:

1) Typically, C-level audience members want a concise message. That doesn’t mean you don’t need to have the depth of information; you do – in case they ask specific questions. However, overall, they need to look at outcomes. So, think in terms of the “what,” “so what” and “now what.” Keep the “what” short, and focus on the “so what” and “now what.”

2) Generally, management-level audiences like to have the key point up front. They don’t want to wade through material to get to it.

3) C-level audience members like to see confidence when a speaker presents. Don’t be afraid to stand your ground. After all, you’re there for a reason.

4) Present with passion. Enthusiasm is contagious. Even CEOs, COOs, CTOs, and the like, need to feel your passion for the subject – in order for the message to hit home.

Remember, no matter who your audience member are – whether one person, or the entire board of directors -- effective presentations are all about informing, inspiring and persuading.

Years ago, I found myself listening to several scientists address a business group -- and something was wrong.

At first, I could not put my finger on it.

I could sense that they were not quite connecting with the audience -- despite having clear, relevant messages that were not overly technical.

Why was I sensing this disconnect?

Finally, I realized what it was.

They were not using personal pronouns, and much of what they were saying was in the passive voice.

If you are trained in science, you don’t say “our data”; you say “the data.”

You don’t say, “We need to invest more in this research.” You say, “There needs to be a greater investment in this research.”

When scientists are presenting to scientists, this is not a problem.

In fact, it would be problem if it was done any differently. More personalized, active voice language could jeopardize the speaker’s credibility.

With non-science audience members, however, it’s an entirely different situation.

Conversational, personalized language is the expected norm. The detached sound of scientific language creates a disconnected feeling.

Shortly after this episode, I coached a medical director at a pharmaceutical company to personalize his presentation to a large gathering of salespeople. He did a wonderful job of adjusting his language.

Just that one change boosted his speaking effectiveness to a new, higher level.

Several years ago, I was coaching a leader at a Fortune 100 company, who had both an MBA and a law degree.

There was no doubt he was talented, smart and dedicated to results.

The only problem was that he had no relationship with his team, and was limiting their, his own, and the company’s success.

I began to understand what the problems were, after doing a 360-degree interview process.

During our initial debriefing, I gave him the feedback that I had gathered -- and also two assignments.

Let me tell you what they were:

1) In the morning, when he arrived at work – before going into his office and shutting the door -- I told him that he needed to do a "walk around," saying, "Good morning” and touching base with the people in his department.

2) I said that he had to have lunch with individual members of his team, once or twice a week.

That’s it. But, you would have thought I was asking him to walk on hot coals!

After one month of doing this, he said to me, “You can’t believe the change in the department! I’m finding out what’s going on. People are happier, and more is being accomplished."

I wasn’t surprised, because part of helping employees with their attitude and their performance is to demonstrate an interest in them as human beings – not just as paid staffers.

What are the small things that you could be doing with your team?

Join me as I discuss accountability and the 5 keys to manage success (yours and others) in my ManageBetter webinar August 26

There is a problem that I often see in the workplace: Many people have a tendency to say “Yes” all the time, and they need to know when and how to say “No.”

It’s also the source of issues many times when there’s conflict.

These “yes” people have the supportive style of accommodating when faced with potential conflict.

They say, “Yes” when asked to do things instead of “No.”

The other person involved in doing the asking is usually dominant, likes to challenge, and is not afraid of conflict.

It’s much like the dynamic of a child and a parent in a grocery store -- the child can have a dominant style, and, with no hesitation, say, “I want this candy.” And the supportive parent gives in, and buys the candy. As they walk down the cereal aisle, it's “I want” and the child gets every sugary cereal he asks for. When they get in the car, the parent thinks the child will be satisfied and happy. But, what usually happens is that the child will then say, “I want to go the playground.” You can guess what happens next.

So, just as over time a parent who always accommodates loses a child’s respect and can’t control the boy or girl’s behavior – the same is true in the workplace.

Over time, if you keep accommodating and saying yes, the perceived value from others will be bad.

We have less respect for these “Yes” people. The dominant person’s perception is, "I want to be challenged. I don't want to deal with a doormat."

The parallel at work is that you have people who feel like they’re being taken advantage of, when it’s because they’re too accommodating, not saying “No,” and not being assertive – putting limitations on responses.

I like to compare it to when families go to someone else’s family home for a Thanksgiving celebration and see screaming and yelling – but, no one seems to be upset about this behavior. If you come from a family where this would never happen, however, it’s an uncomfortable feeling.

So many frustrations and conflicts in the workplace have their roots in a clash of behavioral styles. Yet, to be successful, we all have to work with a wide range of types of people. And, we know that for any type of organization to be successful, they need to have this wide range of types of people.

Our first step is gaining an understanding of our own preferred style of behavior – our strengths, how we are motivated, and how we adapt to stress.

Then, as we begin to recognize others’ style preferences, we can choose to modify or adapt behavior to be more effective for what the circumstance requires -- or to work more effectively with a specific individual.

Results include better relationships and more success in persuading and motivating others.

By flexing our style, a more rewarding workplace experience awaits!

Click here for more information on BRODY's "Understanding Behavioral Styles."

From the newly hired "wonder kid" to the well-established, seasoned veteran, corporate America is experiencing a larger diversity of generations in the workplace than at any other time in our history.

Training is an effective tool for all three generations present in today’s workforce. Baby Boomers desire self development and constant improvement. For the younger generations, including Gen X and Millennials, professional development helps them feel invested in their organization and provides a sense of security.

Workplace learning & performance programs – and executive coaching -- gives all three generations marketable skills, which these groups really value.

Millennials especially, as the most educated generation in American history, truly seem to appreciate every learning opportunity.

When it comes to managing this youngest group of workers, managers need to keep their points relevant and succinct.

And, if you have a tendency to read the newest and best-selling business book of the moment, and then espouse that philosophy/theme of learning – you’d better watch out.

Millennials are hard sells, and very skeptical about adopting the latest “cheese moving” theory of the day.

Millennials also hate so-called expert quotes as they don’t have “heroes.” Why? Because, in their lifetime, many of the exalted figures they’ve been taught to respect (in sports, business, politics, etc.) have ended up in jail or otherwise fallen from grace (think Enron, WorldCom, South Carolina Governor Mark Sanford, baseball and steroids).

If you’d like more information on how to better manage and communicate with each generation, register today for my 75-minute webinar, Wednesday, July 15, at 3:00 p.m. Eastern; 2:00 p.m. Central Time; 1:00 p.m. Mountain; Noon Pacific.

This webinar is hosted by Ragan Communications Inc.’s manageBetter.biz division. For more details on this session, and to register, click on the image under “Feature” on the right.