Innovative Presentation

I spend a lot of time in ‘presenting mode.’ I typically use Apple’s Keynote product.  There’s a lot of do’s and don’ts with slideshow presentations (powerpoint or keynote) that can make or break a presentation.

  • 5 words or less per slide
  • pictures trump words
  • videos trump pictures
  • don’t put on a slide what you’re going to say (you don’t need the competition)
  • many more …

But, today I stumbled upon a truly innovative way to present your message.  The topic was slightly interesting to me, but I stayed glued to it to the end … B/C of how it’s presented.  I wonder if there will be a cost-effective, efficient way for the layman (me) to tap into it?

Here’s the group behind the animation: http://comment.rsablogs.org.uk/videos/

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Idaho Healthcare Association

I thoroughly enjoyed the Idaho Healthcare Association convention in Boise during in  July.

I was invited to speak on how to create your own unique culture within your facility or company.

Thank you to Robert & Jill for the invite and warm welcome.  I was totally impressed with the organization and our colleagues in Idaho … making a difference!

My presentation consisted of a few case studies on the topic.  We discussed what we learned from each and ended with a how-to-map for repeating the steps at your company/facility.

The phrase, “I’m passionate,” is certainly over-used.  Nevertheless, I’m passionate about this topic.  It goes far beyond theory or academics for me.  I’ve seen amazing results from getting serious about owning the culture for myself and for others.  I shared cases at USA Olympic Hockey (The Miracle), The Ensign Group’s (my company) ‘anti-corporate’ office, my most recent facility, and we ran out of time to share the Johnson & Johnson case.  All these cases teach us …

  • The How-To: Pain, Engage, Define, Commit, Flywheel.
  • The culture starts and stops with ‘the’ leader.
  • Cultural transformation requires hard work and pain.  There are no shortcuts.
  • Team chemistry is better than a group of individual all-stars.
  • You have to draw lines in the sand and commit to not cross (or let anyone else cross) that line.
  • Cultural transformation is too-often treated (by the leaders and the employees) like a new program.  Programs fade in 2 to 3 months.  For the transformation to ‘take root’ it must be treated more like a conversion to a new religion.  The most outstanding organizations are those who have a fanatical commitment to their stated culture.
Download presentation PDF here