Does it really help you improve your conversation skills, overcome shyness and feel comfortable in your own skin? After all, when you buy a book or course, you usually read the table of contents to see if it’s something you’d like.
Chapters 1, 2 and 3 are what really set the Big Talk Course apart from other social skills courses.
These chapters are about developing the core of who you are to build confidence and overcome shyness.
When you feel like that, you’re more fearless and confident socially and that positively influences all your interactions. Plain and simple, this chapter shows how to know & accept yourself for who you really are. Reveals how to move past the acquaintance stage and become friends with people (as your TRUE SELF).
Goes into detail on how to deal with social anxiety and fear so you’ll stop standing there tongue-tied and nervous. The final section goes into advanced skills that really pull together all you’ve learned to this point.
As mentioned in Big Talk, according to social psychologist Frank Bernieri from Oregon State University, you have about 30 seconds to make a good first impression. How can you get in the zone in conversations and social settings like an athlete does in sports? This is an important section, especially when you’re just learning to improve your conversation skills.
Many studies suggest non-verbal communication is just as important, if not MORE important, than what you say for how people perceive you. 10 Awful Body Language Mistakes People Make in Conversations (& how to fix them) – This one speaks for itself. I said I wanted to give you an honest review, so here’s what I didn’t like so much about this course. Uebergang has done lots of research on psychological and scientific studies to put this course together and some of those advanced concepts come through in his writing. So while I found myself wishing he’d been a little more down to earth in some parts, the whole book isn’t like that. The information (and specific exercises) is still there that’s going to help you improve your self-esteem and conversation skills. Big Talk Workbook – the course includes a workbook that goes step-by-step through every exercise of every section. It covers all the ins and outs of better people skills AND how to develop your core so you’re comfortable in your own skin. So really ask yourself, how much is it worth to you to have social confidence for the rest of your life?
Other conversation products I’ve bought were not realistic in the way they portrayed conversations. Through my site, I strive to bring great tips and advice to my readers on improving their conversation skills and self-esteem. Listen, I could go on, but if you’ve followed my blog for a while or enjoyed my video series and trust my opinion…all I can say is the Big Talk Communication Course is a very good investment in your future social confidence. If you’re shy, overly quiet in certain situations or just feel you’re missing out on life since you’re not as outgoing as you’d like, this course WILL help you fix that. Short presentation reveals 3 simple cheats that make talking with large groups MUCH easier.
Improve interpersonal communications in the workplace to create better relationships and work environment.
To gain new skills in communication, consider joining Communication Skills Training Course offered by pdtraining in Canberra, Melbourne, Adelaide and many other cities in Australia.
Effective Interpersonal Communications starts with understanding yourself, your own tendencies, style and preferences and then taking the time to learn about the needs, preferences and communication styles of other people’s personality type. It is important to use this increased awareness of yourself, and an increased awareness of others, to adapt your default communication approach depending on the message, the situation and the personality type and needs of the person or people with whom you are communicating. More than just avoiding unconstructive communication, Effective Interpersonal Communication helps people to be more dynamic and effective communicators, with increased active listening skills. This process of improved adaptability amongst staff allows people working together to understand each other better and feel more connected and valued.
If you can observe a disconnect in your workplace communications – with misunderstandings, unintentional offence, or just low morale from people not feeling like they are understood, listened to or valued, then effective interpersonal communication training will have a great positive impact on your organisation. Pdtraining delivers 1000’s of professional development courses each year in Brisbane, Sydney, Parramatta, Melbourne, Adelaide, Canberra and Perth, so you can be assured your training will be delivered by a qualified and experienced trainer. The usual question is why should anyone be led by you, and there are a plethora of well used answers.
Delegates sent a short piece of pre-reading that will inform the first part of the workshop.
Delegates asked to complete a reflection on some workplace practice that may offer them a different conception of those who report into them and also colleagues with whom they have a broader interaction.
If you are going to become an effective communicator then it will mean you’ll have to change the way you behave. The tutor is one of the foremost authorities on leadership and management theory and it’s application to the workplace in the UK. London UK, 25 May 2016: New independent research from Towards Maturity, supported by Kallidus, reveals that the retail sector may be wedded to formal learning and has yet to explore the benefits of social and informal learning despite its growing commitment to investing in learning technologies and building its internal learning team.
What can today's learning leaders teach us about using evidence to support performance and capability? Mindset, behaviour, values and the ability to reflect, change and grow are all valuable characteristics - but are they being nurtured? Louise Pasterfield from Sponge UK explores Towards Maturity data to uncover practical ideas that could inspire change in your organisation.Induction matters.
People can feel the difference in you and they want to be a part of your life more and more.
SO vital if you’ve ever felt you don’t quite know yourself (or like yourself) all that much. It helps get your mindset right for having effortless conversations and also reveals how to be interesting. This is an exclusive step-by-step exercise developed by Joshua that’ll show you how to create fun and engaging stories from YOUR life.
This is the biggest hurdle for many people: feeling anxiety when wanting to talk to someone! For you, maybe it’s not a celebrity you feel jitters around, but your boss or someone else you feel is high status. How does a great and flowing chat sound where both people are having fun, enjoying it and contributing? It shows you exactly what to do to get a conversation to that natural stage of just both people enjoying it and being a part of it. These are the skills that’ll truly make you a master communicator and an all-around popular dude or dudette. If you say something silly or an interaction goes awkward (aka – silent!), here are 4 ways to get past that and get the chat positive and flowing again. To where you’re not worried what you’re doing – you’re just naturally talking to people as your true self. You’ll probably experience that phenomenon of being overwhelmed with new techniques and ways to act socially.

A professor of psychology and education at Washington University in Saint Louis (and a Jazz musician) formulated 10 key principles to get into conversational flow with people.
I found myself needing to read some paragraphs a second time to make sure I had understood.
That way, you’re never left wondering about your next action step to improve your conversation skills. Yes there are other conversation courses available, but you’d have to purchase several of them just to equal the amount of information and quality in Big Talk. Besides, many of his methods are based on scientific and psychological principles that have been proven to work.
I’m ONLY recommending this course because I’ve bought it and can personally vouch for its quality.
Keeping this site running takes money and effort, and this is a way to pay the bills so I can continue offering a quality service. Russian mind-trick used by 2008 Olympic athletes stops you worrying what people think of you.
Whether it be getting the most out of your staff  or whether it be creating and capitalising on new opportunities –  effective use of communication can help achieve your objectives. By asking why should anyone want to be led by you, this workshop encourages self inspection and gives participants an opportunity to take an honest look at their style of interaction and how they communicate  in the workplace.
There have been a great number of change management workshops, many of them are extremely effective, however if it is true that change is inevitable then it is clear that the way we develop the ability to manage change must also change.  This workshop takes a brief look at the traditional change management process before moving onto some less well known concepts.
However, they provide a great opportunity for constructive reflection.Everyone loves winning awards.
Kirsty GreanyWhile it's easy to slip on the rose-tinted glasses when looking at the challenges of business 20 years ago, it's fair to say that the landscape has significantly shifted in the last couple of decades.
So I’ll go through the table of contents of my copy so you’ll have a better idea if it’s what you’re looking for.
I’m glad I did; it’s easily the most effective AND comprehensive product out there on improving your conversation and people skills. But like me, Joshua has been through shyness and poor social skills, so he really connects on the skills you need to know. I decided to arrange an affiliate situation with Joshua because I believe in the Big Talk course and I know it works.
So if you think Big Talk is for you and you get it through me, I’m very grateful for your support. Emotionally Intelligent leaders are generally accepted as good communicators and as  having great success in organisations.
By taking an overview of Emotional Intelligence and combining it with some aspects of Transactional Analysis participants should gain an insight into not only how to communicate better but also an understanding of why some communication breaks down. Organisations are becoming more team-based, with flatter and less hierarchical structures that see five generations working together - often dotted across different locations, using technology to connect and work.
Organisations with effective induction are more likely to retain their new recruits for longer.
The process also enables learning professionals to reflect on five key issues that impact on designing and delivering a modernised learning strategy.
We hope that our contribution will help shape an environment where real-world research informs organisational improvement.
Although your ideas may be compelling, it's not easy to execute a plan without support, co-operation and collaboration from peers, stakeholders and business leaders. Entering awards can be a daunting and time-consuming process - an additional task on top of everyday work. They get new employees up to speed quicker and help them reach their performance goals earlier.In its 2014 report about on onboarding, Aberdeen Group found that 68% of companies had no formal process in place. However there is a growing acceptance that EI has a ‘dark side’ and during this interactive course participants will be given the tools they will need to recognise this negative EI in themselves and others .
It provides L&D teams with the perfect chance to step back and think about what has led to current organisational successes, before sharing those stories and successes.There is nothing more satisfying at work than thinking over your recent activities and realising that there is a lot to be proud of!
They not only need to meet fundamental business targets, but must be dynamic problem solvers who know how to roll with (constant) change.Leadership and management skills really matter - and this includes mindsets, behaviours, values and the ability to reflect, change and grow. We'll be digging into Towards Maturity's data to see what it tell us about changes in onboarding practice, as well as picking out some practical ideas that could inspire change in your own organisation. Top performing L&D teams are 3-5 times more likely to be delivering improved productivity and agility today and have much to teach us. I have had the pleasure of working with them and their customers for a number of years and have seen first hand their commitment to identifying and sharing great practices that really work.
Only 13% of retailers are investing in blended learning while the average across all sectors is double that figure (26%), with top learning companies nearly three times more likely to be using blends than retail companies (35%).
Seek, support and develop leaders right and you'll have more engaged, productive, and profitable businesses.
It provides contemporary measures that focus on performance improvement and great tactics that help L&D teams become more responsive to the changing needs of business.
This research highlights the fact that L&D teams must develop new mind-sets and skills, quickly.
This may be due to a lack of required skills and knowledge, as the research indicates over half lack the confidence in incorporating new media in learning design and only 4% believe their L&D teams have the skills for facilitating collaboration. Benchmarking can help you get started on your way to winning and help you clarify what's been successful - here are 6 perfectly valid reasons to use it.How benchmarking can helpWe are not promising that benchmarking will definitely lead to trophies in the cabinet.
So it's no wonder that companies spent nearly $31 billion on leadership programs last year. It leverages the data of its in-depth Benchmark Study, the largest learning technology benchmark in Europe.
What is more 71% do not believe that their own staff lack skills to manage their own learning. Secondly, the scale of the work ahead, as 95% of respondents want to improve induction with only 39% meeting that goal. Also, just 23% agree that their L&D teams have the skills to use technology for business advantage. These are tried and tested approaches that we've used in partnership with our clients to produce effective and award-winning learning interventions that deliver impactful change.1. With such a big gap between aspiration and performance, the induction challenge seems daunting but there is evidence that learning innovation is turning the tide. Here are six compelling reasons why benchmarking can help turn the possibility of being an award winner into a reality:1. The Towards Maturity benchmarking process gets organisations, and L&D in particular, thinking on the right track. These aren't the only source of future leaders, of course, as many other potentials are already in-house, out there to be recruited or returning to work after having children.
Incredibly, ‘Top Deckers' are 50 times more likely than the lowest performers to improve talent strategies to keep their best people.
However, the world of work is changing and organisations are increasingly looking for more modern approaches to learning that support the fast-moving world of work and the needs of an increasingly digital workforce.
It’s a great place to start, if you want to establish a strong foundation for change.
Work with the subject matter expert or the business customer to identify the main objective of the programme. Our research with employees in this sector shows that staff are more able to learn for themselves than L&D give them credit for. The vast majority we talked with were frustrated by the lack of transfer back to the job after managers had participated in training.

Using real life ideas can help inspire new approaches that will make a difference in your own situation. This will not only help you design the programme, but will also help you measure its effectiveness. It's very easy in today's busy world to not make time for reflection, yet reflection is critical to success.
Inspiration by example We've identified four techniques used by organisations in their induction programmes that relate to the tactics of the top performing organisations highlight in the Towards Maturity Industry Benchmark Report.
The purpose of the Show is to inform and inspire L&D professionals to improve not just their personal performance but that of their organisation. They are three times more likely to use benchmarking as a performance improvement tool - benchmarking against the tactics that improve performance. By benchmarking you enable yourself to reflect, take stock and focus on the activities that really make a difference.2. First, it seems there's a lack of measures put in place for management and leadership training. While every organisation is different, examples of good practice and innovation in other companies can offer inspiration for change. By reflecting on and analysing organisational performance, activities and practices, L&D can identify organisational strengths and areas of high performance.
Secondly, it seems that the learning strategy many apply to management and leadership training is often out of sync with the audience's needs. The leading sports retailer has been providing online onboarding since 2013 with more than 25,000 employees, across the 19 countries going through the programme. Data from Towards Maturity reveals that 83% of new starters like to learn at their own pace, with 44% using their own mobile to learn.With this in mind, Sports Direct used the Adapt multi-device responsive elearning framework for its online content. Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.
Just as importantly, benchmarking identifies weaknesses and those areas of low performance. It means employees can access the elearning on a smartphone or tablet, giving them maximum flexibility. You can read more about Sports Direct's approach to induction in Inside Learning Technologies & Skills magazine. Only 39% offer mobile content, and 30% have no plans to implement social media for leadership development. It's no wonder then, that there is a lack of transfer from learning to doing, if the learning doesn't fit in with everyday lives and habits in the first place and isn't focused on supporting performance there and then. Towards Maturity data reveals that 87% of Top Deck organisations agree that top managers are involved in promoting learning, compared with an average of 37%.UK infrastructure company, Story Contracting features a video message from the company owner and Chief Executive, Fred Story in its new online induction.
The not for profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. Pinpointing strengths and weaknesses enables L&D and business leaders to really hone in on performance. This isn't to say there aren't some great examples of modern, blended, performance-focused leadership development - there are some cited in Towards Maturity's paper. What can we learn from these?How leadership solutions can #makeithappenIt's time to close the gaps and deliver the type of learning solutions that will engage and really help leaders. Benchmarking does what it says: it provides organisations with a benchmark to measure themselves against others.
To really help them, we need to offer easy to find performance support that is genuinely useful and relevant to leaders and managers' points of need.
New staff and partners joining Specsavers are able to earn a virtual coin by completing the company's new induction course. You can use it to see how you are performing on various aspects of organisational practice compared to others. The business then makes a real cash donation to the charity chosen by employees in proportion to the number of virtual coins earned.You can read more about the Specsavers' approach here. Since 2003, over 4,500 organisations and 23,000 learners have contributed to Towards Maturity's leading benchmarks. For example, have you properly embraced mobile learning and are reaping the kinds of benefits that some organisations are enjoying?
But we also need to help develop those deeper skills and behaviours in ways that fit with leader's (crazy) lifestyles. What are the top performing companies in the Towards Maturity benchmark doing in terms of mobile learning? As a baseline, that means moving away from solely ‘event' based learning - three-day workshops or long online courses - and embracing more resource or micro-learning approaches that provide short challenges and tasks as nuggets that help build skills and insights over time. An average of 48% of Benchmark respondents reported that elearning not being tailored sufficiently was a barrier to success. It can be really useful to know what characteristics top performing companies have in common and what is driving their success.5. We would say that providing simulations, interactive videos and meaningful games can make smart use of a leaders' precious time, and build the competence and confidence leadership roles require - so ROI for L&D too.
United Biscuits (UB), the company behind household names such as McVitie's, Jaffa Cakes and Penguin, wanted to make sure its induction programme was relevant to both new starters and any existing employees who might access the training. UB used video of real employees talking about their jobs to add relevance and authenticity to the content.You can read more about the experience at United Biscuits in HR Grapevine magazine.
This report gives clear, insightful indicators about your strategy's current strengths and how that compares to your peers. Supporting or providing social spaces for informal learning and sharing is key too - the how will depend on who your audience is and how they currently work together.Measurement comes into play here as you have managers, teams, and peers providing tailored feedback about performance and application.
But leadership and management development is often holistic, and ongoing - like a journey rather than a series of interventions. The aim is to help L&D professionals focus on one area of action that will help them deliver impact.
To track what tools, learning, and performance support is used by an individual is a bit of a red-herring - especially if you're genuinely offering it up to help them in anyway that works for them. And, if improving induction is your focus, there are more ideas in Sponge UK's Rough Guide to Induction. There has to be some bigger, business goals to be measured, alongside the individuals' performance or growth targets, and it might take a little while for the data to come in for these. Louise PasterfieldManaging Director, Sponge UK Louise has more than 20 years' experience in learning and design and is passionate about making elearning absorbing so staff can apply what they have learned immediately into the workplace.Her interest is in how best to harness technology so people can learn, grow and make a difference to their organisations. In terms of those millennials as future leaders - don't leave it too late before you start developing them.
In Deloitte's report on this generation, Not only is this generation notoriously flighty and ready to up and leave within two years, but 70% of those ready to jump ship cite lack of leadership training as the reason why.
Just think about how that Personalised Benchmark Report will help you deliver better results.Unsure if you are ready?Benchmarking will help you make up your mind if you should enter an award this year or wait until next year when you have had a chance to build further on current successes. So to attract and retain talent, and build leaders of tomorrow, open up those digital, multi-device resources -  simulations, diagnostics, videos, podcasts, tools and more to anyone who's interested.

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