If there is a group of people in the universe who believe in low cost value it is the small business owner (SBO). It’s no secret large institutions spend millions in time and money trying to offer necessary services to SBOs at low costs hoping that attracting more SBOs will reap financial gain. SBOs will, in an effort to keep costs down, make “free” work for as long as possible.

Many even forgo branding their own companies through email by maintaining their free email services despite pressure from coaches, mentors, and blog posts suggesting its past time to upgrade to a domain-based email setup. I have heard numerous “reasons” like:

• “I have had my email account with {named company} for years”.
• “Everyone knows my email account; it’s too much effort to change”.
• “I have a domain-based email account, I just don’t use it”.
• “I don’t have time to focus on that stuff, I am working my business.”
• “Business is built on relationship; no one cares about my email address.”

There are several important reasons a SBO should consider a change to domain based email and all are important to business reasons:

Domain-based email builds credibility

Two businesses equal in every way except by their email addresses, jack@bigdaddystrucking.com is perceived as more credible than bigdaddystrucking@xmail.com, especially in the absence of a relationship. Business people still collect massive numbers of business cards that they rely on if they need a future service.

Domain-based email introduces the business

Our interaction with the most successful businesses have taught us to look after the “@” symbol to find the name of the company. We often look here before we register the individual’s name. If your company’s name is listed as xmail then a perception is created about the business. When companies follow proper business protocol we things occur even before you meet the prospect (1) you have sent a positive message about your brand, and (2) you have given them a name – we know Jack works at Big Daddy’s Trucking.

Domain-based email protects the business

When SBOs hire employees and provide them with a company based email account, which is owned and controlled by the company, greater control of business information and continuity is maintained. Consider this true story: A SBO and two business partners open a restaurant. Each person is using their comfortable, well engrained personal email accounts to facilitate business. One is responsible for booking events (wedding parties, company parties, happy hour specials, etc.). One day this person suddenly leaves the business and will not return your calls. Once or twice a week, a party would arrive on site for their event and the remaining managers and staff had no idea. Why? There was no access to the departed managers email account.

If a company provides an email account tied to its registered domain, all of the employees email is yours. You can change the password and lock them out when they quit or released. These controls are lost if you maintain your “free” email option.

Domain-based email accounts are easy to remember

It’s easier for people who now know Jack, to remember jack@bigdaddystrucking.com than it is to remember Big Daddy’s email extension is one of many email providers that I have to look up or save. It must be the desire of every business owner to make doing business easy for prospects and clients.

The final bullet in the list of reasons businesses maintain the status quo, that business is conducted on relationship is quite true. But first impressions are lasting impressions and a company’s name appears in many places and prospects may “see” you before you see them. Your company name may appear on lists of references provided by other companies, on vendor lists, on business cards, in directories, mass email distributions, just to name a few. While your service and price may be the best, you may not be the first business contacted by individuals seeking the product or service you offer.

Trust, branding, management control, and easy-to-remember are important business values. Low cost value takes on new meaning when we critically consider the indirect contributions of a domain-based email account. At the end of the day, free may be costing more than you know.

Dr. Renae Sanders is the Managing Director at KRS Consulting, LLC, a business services and consulting firm specializing in business development and training. Believing people are the link between strategy and success, Dr. Sanders works with organizations, leaders, and managers to strengthen internal practices and business relationships. Email info@krsconsult.com to book an engagement or meeting with Dr. Sanders.

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Generation-Y, Millenials, The Trophy Generation, whatever you choose to call them, according to the U.S. Bureau of Labor Statistics 36% of the workforce will be made up of these young professionals by 2014. By 2020, half of the workforce will be Millenials. To achieve long-term success, business leaders will have to keep Gen-Y happy and productive.

Here’s your 3-point plan to Gen-Y success:

Invest in development:

Gone are the days where money is the only motivator for young professionals. For most Millenials professional development is the most important benefit they’re looking for when choosing an employer. Millenials need to understand timelines for advancement and be kept in the loop about growth opportunities. A structured mentoring leadership development program for recent graduates is a great way to cultivate young talent for future leadership responsibilities.

Encourage teamwork:

For a generation raised in team sports and group projects, promoting team cohesiveness can increase productivity and loyalty. Millenials often feel a stronger connection to the people at a company than the actual company. Building strong relationships with colleagues will lead to a stronger connection with the organization as a whole.

Give responsibility:

A generation of risk-takers and thrill-seekers with immense confidence in their abilities, Millenials crave responsibility in the workplace. Giving responsibility doesn’t necessarily mean altering job descriptions. Ensuring young professionals know how their role contributes to the overall success of the organization is vital to Millenials.

Implementing these strategies will require time and effort on the part of today’s leadership, but with a large number of Baby Boomer’s nearing retirement the leaders of today cannot afford to neglect the movers and shakers in business of tomorrow. Using strategic approach to effectively leverage the talents of these fresh-faced thinkers will ensure a promising future for organizations.

Tevin Smith is a guest writer for KRS Consulting. Tevin has a passion for small business and seeks to illuminate issues that promote productivity, growth, and sustainability of business. Contact Tevin Smith by email at tevin@krsconsult.com.  

For many small businesses becoming a certified vendor at the local, state, or federal government level is an important step toward diversifying the client base and income stream. Certification is recommended for all eligible businesses, but pursuit of any government contract should be a strategic move for businesses. As you prepare, the following will help you avoid wasting your time and resources:

Establish Clear Sales Goals

Businesses should have clear goals for the types of business they are pursuing and which certifications are needed to achieve stated goals. Only pursue certifications that are most recognized by the organizations or entities with which you wish to do business.

There are several certifying agencies at each level of government, but businesses must also investigate which entities accept certifications by other agencies. For example, you may need only a state or regional certification to enter the supplier diversity program at large corporations. Knowing your target audience helps to narrow your scope and focus your marketing efforts on specific businesses or entities.

Learn the Lingo

Pursuing opportunities with government agencies also comes with a vernacular that is necessary to master to be successful in this space. A term like “lowest responsible bid” is quite telling and suggests business owners should be (1) operating at its most efficient level and (2) understand that egregious markup of services are less likely than in the past. Lowest, responsible bids means the granting entity already has an informed idea of the costs for the project, so unless your bid has a valid, and compelling reason to be higher than your competitors, the bid that meets the needs of the project with the lowest price will win the bid, provided all other requirements are present.

Demonstrate Performance

Competition for the largest contracts is stiff. Many agencies are loath to displace a known entity with an unknown player based on what is written in the bids or certification applications. New players must bring their “A” game. To win big in government contracting, a solid track record of performance, stability, and sustainability in related business activity along with great timing is paramount.  Tell your story, better yet, get others to tell your story to key players for you.

Establish a Solid Marketing Strategy

Government agencies are a market segment just like any other segment. As such, a marketing strategy specific to this target group is a necessity.  Simply having space in a vendor’s database will yield minimal results unless an aggressive marketing strategy is employed. Keep in mind, the sales cycle for each level of government and agency are different, but few are instantaneous. Landing a multi-million dollar contract can take years.

While many bid opportunities are issued at the state and local levels, the level of competition for these contracts is also high. Decision makers who have built relationships with existing contractors are more like to stick with a known entity over a new comer.

Remain Abreast of Trends

The time spent between pursuing and waiting for your big break is also the time where additional training and preparation should be obtained for leaders and key employees. For instance, LEED certification and training is a growing requirement among companies seeking large contracts with government and large corporations. Understanding your role in the social and environmental space is of growing importance and increasingly large general contractors, government agencies, and large corporations want to ensure small businesses will add value and strengthen their efforts in the sustainability areas.

The bottom-line is there are numerous, good reasons to pursue certifications. However, developing a solid strategy for how you will leverage them for your business is a critical step in the process. There are many companies that offer services to assist businesses with obtaining certifications, just be certain find a partner you can trust, that is knowledgeable and offers real value to you and business.

Dr. Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational development, growth, and relationships. Believing people are the link between strategy and success, Dr. Sanders works with organizations, leaders, and managers to strengthen internal practices and relationships. Email info@krsconsult.com to book an engagement or meeting with Dr. Sanders.

The election has come and gone.  And thankfully so, on one hand, the airwaves are now free of the barrage of the negative political ads that bombarded the airwaves, especially, in the swing states where the ads had become a minute by minute occurrence. On the other hand, for some reality that their candidate had not won would come another day. The tragedy is that we do not have rules or regulations around political advertising when we are asked to make informed decisions about whom we should vote; but that is a separate article.

Today, let’s focus on the proverbial Purple Elephant in our country. The silent, yet ever-present and dangerous animal, that under writes our beliefs, attitudes, and actions.  Yes, its race. And it continues to fester below the surface of our great country. This is bigger than an apology. It’s bigger than reparations. It’s about our collective courage to face, own, and acknowledge that race is as much a part of our current cultural landscape as the air we breathe.

Emotional intelligence experts tell us that we must first be aware of our own emotions and what they are if we are to self-regulate our attitudes and thereby our actions.   Very simply, this means its o.k. to feel what you feel, but it’s unacceptable to act any way you want to act in response to those feelings; especially, if they are negative emotions.  Of course, this holds true for any negative response to emotions; but today – we talk race. Secondly, our emotional intelligence quotient (EQ) is higher if we then have an understanding of how emotion may affect those with whom we interact and how to leverage our awareness of emotions in our dealings – personally, professionally, or politically.

A rising tide floats all boats. Well, all decently constructed ones.  But you get the point. Therefore, the notion that the strength of America’s growing minority population will somehow erode the wealth and stature of America’s wealthiest is less than rational. Believing that in a global environment self-imposed segregation is beneficial and will help our kids cope with the rapid changes occurring in our country or their ability to compete is a response to beliefs of loss. Providing a superior education to the economically advantaged and then blame the poor for not doing more to take care of themselves is less than rational as well. The answers to curing the ills of our society lie in our collective engagement toward solving problems, self-awareness, emotional and social intelligence.

This election, and the last, exposed to many what they have feared with the growing demographic changes – that the democratic process would change the course of history. Surely, the British felt the same way, which is why the American Revolution occurred. In order for us to become a more perfect union, we must change as our country changes and we must respect what we have always seen in the defining moments in our history, “the minority will be heard, but the majority shall rule”.   This festering of unchallenged ideology has the potential to harm communities and create underperforming businesses, as morale, trust, teamwork, and knowledge sharing are compromised.

Author David Walsh wrote in his book, “Conversations with God”, that at our actions and decisions are based on the two primal emotions, love and fear. If we drilled down to the source of our behaviors, we are either acting out of love or on fear. War, segregation, political spin, bullying, analysis paralysis, and the inability to reconcile our sorted history are all based on fear.

It’s appropriate to quote, now, the lyrics from one of Dianna Ross’ megahits, “what the world needs now, is love, sweet love. It’s the only thing that there’s just too little of…”

Dr. Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational development and relationships. Believing people are the link between strategy and success, Dr. Sanders works with organizations, leaders, and managers to strengthen internal practices and relationships. Email info@krsconsult.com to book an engagement or meeting with Dr. Sanders.

According to the National Statistics Council the average American employee spends about 37% of their time in meetings discussing various business issues. With so much time invested in these meetings it’s vital for business leaders to plan and execute effective meetings. Efficient meetings save time by allowing participants to get back to their work quicker, they also save money by enabling employees to reach new alternatives and solutions faster.

There are three important elements of planning successful meetings business leaders must consider:

1. Is a meeting necessary?
2. What type of meeting is necessary?
3. When is the best time for a meeting?

Is a meeting necessary? We have all been in meetings simultaneously contemplating what we will have for lunch or if we have remembered to unplug the iron. Calling unnecessary meetings is a quick way to decrease employee morale and lose the trust of those you count on to deliver results.

Researching and analyzing should be done prior to a meeting. Once these activities are completed, it may then be necessary to discuss the findings in a meeting. This way valuable time is not wasted on tasks that are better completed individually. Meetings should be reserved for sharing information or advice, clarifying an issue, sharing concerns, or when your group feels a meeting is necessary. Keeping these best practice guidelines in mind will lead to more productive meetings and increased morale among employees.

The most common reasons to meet is to solve problems, make decisions, or to report information. Problem-solving meetings enable participants to identify particular situations that need improvement or development. Since the purpose of these meetings is to come up with new ideas they are usually discussion-oriented. In decision-making meetings participants are asked to reach a final decision from previously developed alternatives. These meetings require coordination and planning to keep people focused, and to ensure that a full range of opinions have been contemplated. The purpose of information-reporting meetings is to update people on the status quo or alert them to anticipated or planned events. These meetings are often a forum for making announcements, giving feedback, and providing progress reports.

Arguably one of the most important factors of planning and executing a successful meeting is timing. The right timing will create an atmosphere conducive to achieving the end goal of the meeting. The three optimum times for meetings are: one hour after you start work, immediately following lunch, and just before the end of the day. Early mornings tend to be the best time for decision-making or problem-solving meetings, most people are fresh in the morning and often more productive. When meetings are held in the early afternoon following lunch, participants mornings are free to prepare and they aren’t constantly peeking at their watches wondering when lunch is. Another good time for a meeting is at the end of the day. Tired employees are usually more relaxed, if there’s a somewhat contentious issue that needs to be discussed a time when employees are most relaxed will be best.

With over 11 million meetings held each day in the United States alone, leaders who plan efficient meetings save time, reduce cost, increase productivity, and morale among employees. With such far reaching positive implications, it is time business leaders put more planning and effort into effective meetings.

Tevin Smith is a guest writer for KRS Consulting. Tevin has a passion for small business and seeks to illuminate issues that promote productivity, growth, and sustainability of business. Contact Tevin Smith by email at tevin@krsconsult.com.  

Research has highlighted numerous reasons small businesses fail. Organizations like SCORE and CreditDonkey.com purport ten primary reasons for failure. They are:

1. Lack of experience
2. Insufficient cash
3. Poor Location
4. Poor inventory control
5. Over-investment in fixed assets
6. Poor credit
7. Personal use of business funds
8. Unexpected growth
9. Competition

10.Low sales

Often lists like those above fail to demonstrate what activities lead to these types of lists. When such research is conducted the activities are bundled into categories. This article focuses on the journey for the career corporate turned Entrepreneur.

Corporate culture

The lingering economic downtown of 2008 sent massive numbers of former corporate types to start up new businesses. These new entrepreneurs were responding to the need to make ends meet or pursue latent dreams prioritized by unexpected layoffs. Far from the characterization of much politicized 47% (victimized, lazy, and mindless), these individuals pursued the American dream.

Corporate employees have the skill to deal with issues facing big companies and they have the big corporate funding to support those efforts along with the corporate resources to needed to execute. One of the first lessons of the new entrepreneur is “I’ve got to do it all”. From ordering paper clips, to writing plans, making sales, to shipping goods and marketing; the new entrepreneur is the nerve center of it all.

This awareness can be quite overwhelming, especially for those organizations lacking the financial resources to hire workers.  Kicking the habits of the corporate culture to the ever changing world of entrepreneurship is major feat. Most corporations, even the nimble ones are slow, compared to the speed with which an entrepreneur changes direction, business model, product or service offering, or competitive position in an effort to survive those first three years and break the $250,000 barrier.

The mind of an entrepreneur is opportunistic. It takes effort and emotional fortitude to move faster, work longer, and push the envelope of personal inertia and see each person as an connection to be cultivated.

Another challenge many former corporate-raised-entrepreneurs armed with great ideas, retirement funds, and passion face includes under estimating how challenging it is switching from a regular payment schedule to an irregular cycle of some money, lots of money, or no money. The psychological adjustment can be quite debilitating from some. However, the lionhearted this change represents an awareness that you are indeed in control of your future. For the faint of heart, the dread of another 15^th or 30^th passing with no “hit” is analogous to a junky ‘jonesing’ vacillating between horror, debilitating fear, and sleepless nights. The fear often leads to a low confidence and perspective that leads to a self-fulfilling prophesy.

A good business idea is often spawned by observations made while in a current business or industry. However, many business owners newly released from the norms of corporate culture miss having individuals who handle the administrative activities of the company. Gone are the days when the administrative assistant orders ink, paper, paper clips, shipping supplies based a simple comment. Those orders, invoices, surveys, posts are all handled by a much smaller staff or the owner.

At the end of the day, take heart in knowing all is not lost. The paradigm shift can be liberating and lead to a prosperous life. Of course, there are many elements that lead to a success business, all which are more likely to occur with a positive perspective and internal systems that make managing your business activities turnkey rather than dependent on human hands.

Dr.Renae Sanders is the Managing Director at KRS Consulting, LLC, a management consulting firm specializing in organizational development and relationships. Believing people are the link between strategy and success, Dr. Sanders works with organizations, leaders, and managers to strengthen internal practices and relationships. Email info@krsconsult.com to book an engagement or meeting with Dr. Sanders.

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James hides in his house filling out job applications online, too ashamed to make the effort to get out and go to lunch with friends for fear that they will ask about his job prospects. Unemployed for the first time in over 20 years, James struggles to maintain optimism about his job opportunities. James is not alone. According to the Employment Situation Summary published by the Department of Labor, 13.1 million people were unemployed in December 2011.

Vanessa owns a small consulting firm. But, she has not generated any income in over a year. Too embarrassed to let her friends and colleagues know, she runs around town pretending to be on her way to an appointment with a revenue-generating client. She talks a big game and pretends that her consulting practice is still making money.

Taylor sits at the desk of the only employment he could find after being laid off from his six-figure job. Everyday he is browbeaten by his manager, treated like he is dumb, unskilled, and uneducated. He goes to work everyday, full of optimism, intent on making a positive contribution. By day’s end, he is exhausted by being mistreated and belittled. Taylor suffers quietly. He is too ashamed to tell anyone what he is experiencing.

All of these professionals share a common thread – – shame. Millions of Americans are suffering silently. This is the unfortunate consequence of the current recession. The amount of pain and suffering begs the question – - is there a better way to navigate desperate times?

In a recession, the decline in sales revenues and profits, threatens the sustainability of large corporations. In response, corporate leaders exercise cost cutting measures such as lay-offs, hiring freezes, and curtailing expenditures for new products and services.

Even if Sarah, James, Vanessa, and Taylor are the most skilled, accomplished, and resourceful professionals; they may still find themselves living with the consequences of the current economic crisis happening across the United States. There is no need to suffer in shame. This is not a personal crisis.

The United States of America is in a state of flux. During the past 24 months, we have experienced a slowdown in industrial production, a decline in real income, and a slump in consumer spending. So, why are so many Americans taking on the shame of struggling to take care of their families?

The answer lies in the experience of shame. Rightfully so, many of us should have managed our finances more responsibly. However, the recession was also brought on by many conditions outside of our control.

The sense of humiliation and distress causes many of us to suffer in isolation. When Sarah actually opens up and tells her friends and family what she is experiencing, she will find that there are several other families receiving help from the federal government.

James is basically keeping himself from finding employment because the people in his social and professional circles are unaware of his plight. When James finally confesses his lack of success in landing a job, his friends and colleagues will be able to engage and refer him potential employers.

Vanessa’s self-imposed isolation has kept her unaware of funding opportunities available to struggling small businesses. The hesitation to seek counsel, prevents Vanessa from exploring employment opportunities. If she were to make others aware of her available capacity, they could refer business or jobs to her.

When Taylor begins to share his story of degradation at the hands of his manager, he will finally be able to get some guidance on how to address his situation. Perhaps Taylor has friends that are in the same situation. Together, they can create a community of support and leadership to transcend their current working conditions. Whether the solution is a new job or a new attitude, Taylor will have the support to persevere.

The take-away is the same – - suffering in isolation, humiliated, and owning the recession as a personal burden is unproductive. Breaking the silence is the first step toward breaking the pattern of self-flagellation. If you see yourself in the stories above, take the first step and tell your story. You are not alone. There are resources and people willing and able to help you get back into the game. Begin to build your community of support and be empowered!

Dr. Wesley Carter authors a weekly business column in The Charlotte Post newspaper. Carter holds a Doctor of Management (DM) degree from the University of Phoenix with an emphasis in Organizational Leadership, an MBA from the Babcock Graduate School of Management at Wake Forest University, and a B.A in Management from the University of North Carolina at Charlotte. This information may not be copied or shared without permission from Dr. Wesley Carter. If you have a question, email wacarter153@gmail.com or call (704) 992-1211.

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Bossy co-workers provide an over abundance of unsolicited advice and direction. According to them, and only to them, they know best. The stress in the workplace created by bossy employees manifests itself in decreased productivity and team cohesiveness.

Organizations lose productivity due to disruptions created by bossy employees. More often than not, bossy co-workers impose rigid codes of conduct on others and excuse themselves. Masquerading as experts, bossy co-workers impose their will on others and create a tense work environment. If the bossy co-worker outranks co-workers, it can be particularly bothersome. Abusing their power, bossy co-workers micro-manage lower ranking employees. Resistant to respecting organizational boundaries, bossy co-worker do not respect the rights of others.

Bossiness can result from insecurity, inflexibility, or over confidence. If a co-worker is insecure because of deficient or outdated skills, bossiness serves as a deflection strategy to divert attention away from their inadequacy. Unbeknownst to them, bossy co-workers are quite transparent. Still, they continue to hide behind a displaced sense of purpose, dispensing advice like cough drops. Conversely, if bossiness is a bi-product of over confidence, it can manifest itself as arrogance. In this case, co-workers should hold their ground and avoid interacting with the bossy co-worker. The lack of relationships may be enough to motivate a bossy employee to stop those behaviors that alienate others. If all else fails, a private conversation with the leadership may alert them of the productivity impact of a bossy employee.

Inflexibility is a clear indication of a bossy co-worker’s insecurity. While it is totally appropriate to adhere to company policies and procedures, few employees enjoy working under the watchful eye of a bossy interloper. Bossy co-workers would do well to focus on their own performance.

Bossy adults were likely bossy children. Left unaddressed, little tyrants have become big tyrants. There are several strategies for dealing with bossy co-workers:

Do not over-share. A bossy co-worker only needs a tiny morsel of information to start commanding and directing. Clearly, but tactfully, establish your boundaries. Simply state, “I’ve got it under control.”

Some bossy co-workers precede their intrusions with a rhetorical comment, such as, “If it were me.” Listen respectfully, evaluate whether you can use any of the guidance constructively, and proceed appropriately. No need to feel obligated to follow their instructions to the letter. When you have heard enough, politely excuse yourself.

It is doubtful that you will be able to get a bossy co-worker to change. However, you should establish boundaries to minimize the interruptions. Politely say, “No, thank you.” Those three words clearly articulate your decision without a lengthy dialogue. Teach your bossy co-worker that their advice is unnecessary and unwelcome.

Remember, you are at your place of employment and therefore, should always conduct yourself professionally. Work diligently to minimize the time-drain spent interacting with your bossy co-worker. Focus on doing your job very well and leave the bossy co-worker to their antics.

Dr. Wesley Carter authors a weekly business column in The Charlotte Post newspaper. Carter holds a Doctor of Management (DM) degree from the University of Phoenix with an emphasis in Organizational Leadership, an MBA from the Babcock Graduate School of Management at Wake Forest University, and a B.A in Management from the University of North Carolina at Charlotte. This information may not be copied or shared without permission from Dr. Wesley Carter. If you have a question, email wacarter153@gmail.com or call (704) 992-1211.

Presentations should be developed based on the specific audience for the information. In business, presentations are typically geared toward selling an idea, product, service, or concept. Therefore, it is critical that the presenter is very knowledgeable about the respective topic.

The oral portion of a presentation is different than the actual physical document used to convey an idea. Both, the oral and physical presentation must tell a story. And both must contain an introduction, middle, and conclusion. However, the oral presentation actually sells the idea, product, service, or concept. Hence, the importance of making a presentation that is memorable, persuasive, and succinct.

Before making a presentation, gain as much knowledge about your audience as possible. Will your audience consist of experts or will your presentation be their first introduction to the topic? If your audience consists of experts on the topic, your oral presentation can be presented at a high level with details included the Appendix, should you need to explain a concept in more detail. However, if your audience is not very knowledgeable of your topic, your presentation should be designed to teach and sell.

Know your topic! Nothing is more ineffective than listening to a presentation made by an individual with little or no knowledge of the topic being presented. Reading to the audience is a presentation no-no. Skilled presenters practice their presentations, and some even choreograph their gestures for emphasis, until they are smooth and natural. The tempo of the presentation should be conversational. Beware of rushing through the presentation.

At the beginning, the presenter should introduce themselves and the topic. Experienced presentations speak clearly, making frequent eye contact with the audience. Attire should be neat and professional to minimize distractions.

Generally, presenters should plan to spend about one minute per presentation slide. Upon the conclusion of the presentation, the key points should be reiterated. The presenter should invite questions. It is wise to repeat the question before responding because the audience may have difficulty hearing the individual posing the question.

The physical presentation typically consists of slides produced on a computer. There are several presentation tools available. It does not matter which tool presenters use as long as it produces professional presentations that can be accessed easily using the hardware that will be available at the presentation site. Design themes and templates should chosen to align with the presentation topic.

The slide layout is absolutely critical. Slides should be consistent and easy to follow. Dark words on a light background are easier to read from different vantage points in the audience. Punctuation, fancy fonts, and words spelled using all capital letters, tend to detract from the presentation. Presentation experts recommend that each slide consist of no more than five bullets, no more than two different fonts, and less than 35 words. However, this is a guide rather than a rule.

Slide transitions and animation should be kept to a minimum. Presentations that include numerous slide transitions and lots of animation are clear indicators that the presenter is a novice. When an audience is presented with heavy animation, it can be a like a dog chasing a squirrel, the audience becomes preoccupied anticipating the next transition. The topic of the presentation gets lost in the animation theatrics.

Just like the oral presentation, slides should be organized with an introduction, middle, and conclusion. Spell-check is a presenter’s friend. Typos can destroy the effectiveness of any presentation. Slides should include page numbers.

Finally, skilled presenters generally arrange for a trusted individual to review the slides before actually making the presentation. Another set of eyes will often uncover errors or inconsistencies missed by the creator of the presentation. A carefully prepared presentation is a valuable sales tool.

WESLEY CARTER DM, authors an advice column that leverages leadership and management strategies to solve common business problems. Carter holds a Doctor of Management (DM) degree with an emphasis in Organizational Leadership, an MBA, and a B.A. in Management. Carter is a partner at KRS Consulting, LLC in Charlotte, NC. If you have a question, email wesley@krsconsult.com. All submissions become the property of Wesley Carter. Call (704) 992-1211 or email to book an engagement. This article originally appeared in “The Charlotte Post”.