Leadership

Quick Tip: The 6 x 6 Rule

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When designing presentations, the 6 x 6 rule serves as a valuable guideline to keep your slides clear and concise.

While not a strict rule, it’s a great reminder to avoid overcrowding your slides with too much text. Here’s what you need to know:

What is the 6 x 6 Rule? 

The 6 x 6 rule suggests limiting each slide to a maximum of six bullet points, with each bullet point containing no more than six words. This helps maintain focus and clarity.

Why Use the 6 x 6 Rule?

  1. 1. Guidance: It encourages you to distill your message, ensuring that your slides are easy to read and understand.
  2. 2. Engagement: By reducing text, your audience will stay more engaged. They’ll listen to you rather than read ahead of you!
  3. 3. Simplicity: Clean, uncluttered slides look more professional and are easier for your audience to follow.

Tips for Using the 6 x 6 Rule as a Guide

  • • Highlight Key Points: Focus on the most critical information you want to convey.
  • • Incorporate Visuals: Use images, graphs, and charts to support your points and add visual interest.
  • • Be Flexible: Remember, the 6 x 6 rule is a guideline, not a hard-and-fast rule. Adjust as needed to suit your content and audience.

By using the 6 x 6 rule as a guide, you can create presentations that are not only informative but also visually appealing and easy to follow.

It’s a handy reminder to keep your slides from becoming too wordy, ensuring your message is clear and impactful.

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Michael Piperno is a communication coach and executive presence expert. His insights empower leaders to communicate effectively and authentically.

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Is That How I Really Look?

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I used to hate seeing myself on video.

And guess what, most of my clients don’t love it that much, either.

But we are on video almost constantly in this world of virtual meetings and hybrid work environments.

How we show up matters.

I use recorded video a lot when I’m helping someone improve their presentation skills or their executive and leadership presence.

And even for those who despise it, they admit it’s totally worth the discomfort.

Try it. Record yourself giving a talk or presentation and watch it back. What do you see? What do you hear?

I’ll bet you’ll find at least one or two things you didn’t know you needed to improve upon.

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Michael Piperno is a communication coach and executive presence expert. His insights empower leaders to communicate effectively and authentically.

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Your (Likely) Underutilized Leadership Superpower

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What’s the most underused leadership tool?

I argue it’s listening.

We are bombarded with messages every day from brands, employers, colleagues, clients, friends, and family members.

With so much coming our way through our screens, it’s understandable that we begin to tune out the noise—anything that we don’t deem worthy of our attention.

Yet attention is what you need when you want to motivate, inspire, teach, or persuade.

And guess what? You won’t earn anyone’s full attention if you’re not willing to give them yours.

Start with being a better listener. Here are 5 tips to help:

  1. Put that smartphone away and make a commitment to actively listen.
  2. Listen more than you speak.
  3. Listen to what’s not being said and notice the person’s body language and tone.
  4. Be open to a different perspective.
  5. Try your best not to let your natural tendency to formulate your responses before someone is finished speaking get in the way. Hear them out.

Attention is the hottest currency out there today. Make your people feel that they matter by giving yours to them. People who feel seen and heard are more likely to be engaged, and to stay.

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Michael Piperno is a communication coach and executive presence expert. His insights empower leaders to communicate effectively and authentically.

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The New Rules of Executive Presence: Beyond Outdated Notions

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Leadership and executive presence have evolved far beyond traditional stereotypes. I coach a lot of leaders on presence, and I’ll tell you right now that there is no “template” or “one way” to have presence. You need to do the work to find your authentic way to show up for yourself, and for the people you lead. Your way might not look like what you traditionally think about presence.

Let’s explore how modern-day leaders can cultivate a powerful presence that inspires and influences others.

Personal Brand vs. Executive Presence

Personal Brand: Your personal brand is your unique identity—the way you market yourself both within your organization and to external prospects and clients. It’s about confidently communicating your passions, value, and distinctive qualities. A strong personal brand establishes your abilities and capabilities in the minds of others.

Executive Presence: Executive presence goes beyond personal branding. It’s the intangible quality that makes you a leader others want to follow. It’s a blend of character, attitudes, and behaviors that demonstrate your commitment to your beliefs, values, and the success of those around you. When you possess executive presence, you look, sound, and act like a leader in the eyes of your team.

Perception Management, Not Manipulation

Both personal brand and executive presence involve managing perceptions, but they are not manipulative tactics. Instead, they require deep self-awareness. Knowing your passions, values, and authentic purpose allows you to communicate and connect genuinely with others. Remember, a leadership title doesn’t automatically grant executive presence; it’s earned through consistent actions and behaviors.

Authenticity Matters

Here’s where outdated notions of presence fall off the rails. People can sense when it’s all an act. Learning how to perfect body language, eye contact, “charisma” — sure, they can help. But that’s not the whole story. In fact, I firmly believe you can be someone who struggles with certain traditional “behaviors” that are associated with presence and still have a strong presence that inspires people.

Authenticity is the key. Being authentic is the cornerstone of executive presence. And it isn’t about conforming to expectations; it’s about staying true to ourselves while adapting to our roles — and adapting our communications for those we lead.

The New Rules

  • Transparency and vulnerability build trust. Share your challenges and growth experiences openly.
  • Truly listen to others. It’s a sign of respect and empathy. And minimize those darn distractions that take your attention away.
  • Adapt swiftly to change. Flexibility and agility are essential.
  • Be digital savvy. Mastering digital communication is crucial.
  • Champion inclusion. Create an environment where everyone feels valued.

The Bottom Line

Modern leadership and executive presence transcends outdated norms. It’s about authenticity, adaptability, and genuine connection. As leaders, let’s redefine presence and inspire those around us to do the same.

This post was inspired by a new workshop I am co-creating with a colleague as well as a recent HBR article that’s worth the read.

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Michael Piperno is a communication coach and executive presence expert. His insights empower leaders to communicate effectively and authentically.

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New Insights in the Core Strengths Platform

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If you’ve experienced the SDI 2.0 assessment with us, you know how powerful the relationship intelligence and communication tools are. And they’re getting better!

There is a new and improved feature in Compare called Insights. You can use them to:

  • Get personalized suggestions to prevent conflict and adapt your style to others.
  • Endorse tips to encourage others how to work best with you; and see what others have endorsed so you can honor their work style.
  • Add up to 30 teammates for an expanded view of how to build stronger relationships at work.

Log in to the Platform to use these new features today!

Want to help your people reach their highest potential and be at their collaborative best?
Let’s talk about our interpersonal and workplace relationships programs.

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Beyond Grit

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Lately, my LinkedIn feed has been full of posts about “grit.”  The concept has become a rallying cry—almost a badge of honor worn by those who refuse to give up. 

But what exactly is grit, and how does it intersect with effective leadership? Let’s explore the nuances. 

Grit, at its core, embodies a combination of perseverance and passion—the unwavering commitment to long-term goals. Yet, here lies the paradox: Some mistake grit for blind perseverance, assuming that relentless effort alone will propel them to success. 

In reality, true grit is more than that. It involves a balance between persistence and flexibility.

Listen, I can persevere like the best of them. It’s one of my top overdone strengths. And I have to remember that relentless effort and persistence are not always the right tools for the job. In fact, some of the best business decisions I’ve ever made have involved giving up something that wasn’t working.

Those decisions were sometimes hard, especially when I cared deeply about something or believed in something so much. But ultimately it came down to my emotional (and sometimes physical) well-being. That’s right—overemphasizing grit without considering well-being can lead to burnout. 

Listen, grit has its place. It certainly is a valuable part of a larger leadership puzzle. The most effective leaders combine it with adaptability, skill development, emotional intelligence, and a holistic view of well-being.

Want to read more about grit and its superpowers and pitfalls? This article from Psychology Today hits on some important points to keep in mind. 

Looking to sharpen your emotional intelligence and leadership communication skills? We can help. Let’s talk.

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Authentic Leadership: Beyond Buzzwords

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Authenticity. We hear that word a lot these days — and I’m glad people are talking about it. The problem is, many leaders struggle to be authentic. Why? 

For one, it takes work. Plus, outdated notions of good leadership where vulnerability, empathy, and emotions were supposed to be kept out of the workplace still have tentacles in our modern day society. 

Authentic leadership is about being genuine, transparent, and true to one’s values and beliefs. It’s about leading with both the mind and the heart, and it’s a powerful tool for inspiring trust, fostering collaboration, and driving change.

So, what does authentic leadership look like? Here are 4 key aspects:

  1. Trust and Credibility: Authentic leaders earn the trust of their teams through their actions. They walk the talk, aligning their actions with their words. This consistency builds credibility, making it easier for team members to believe in their leader’s vision and follow their guidance.
  2. Open Communication: Authentic leaders foster an environment of open communication. They are not afraid to show vulnerability, admitting when they don’t have all the answers. This openness encourages team members to share their ideas and concerns without fear of judgment.
  3. Empathy and Understanding: Authentic leaders show empathy, taking the time to understand the challenges and perspectives of their team members. This allows them to make better decisions that take into account the needs and aspirations of their team.
  4. Inspiring Others: By being true to themselves, authentic leaders inspire others to do the same. They encourage individuality and self-expression, fostering a culture where everyone feels valued for who they are.

In a world that’s craving transparency and honesty, authenticity in leadership is no longer a nice-to-have; it’s a must-have. It’s the key to building strong, resilient teams that can navigate the complexities of today’s business landscape. 

Want to help your leaders find their authentic voice and cultivate an inspiring and authentic leadership identity? Let’s talk.

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Admire and Learn. Don’t Compare.

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When I have to drum up business, I often start letting comparison get in my way.

I log on to LinkedIn, see other people with less experience and credentials than me posting about the great things they’re doing in my space (leadership communication)…

…And in the past I have let it stop me from promoting my own capabilities.

Imposter syndrome? I don’t think so. I’m confident in my work and I’m passionate for who I help.

It’s comparison that’s the killer for me.

And when I get out of my own way and let myself just do my thing, that’s when the magic happens. That’s when I feel authentic. That’s when I connect with the people who want my help. That’s when do my best work.

The tip of the neighbor’s iceberg often looks very nice.

—Roy A. Ngansop

The bottom line…

As a leader, don’t compare yourself to others. You’re only seeing the bright side that they are choosing to show. Sure, some share their failures and missteps. But not many. The majority of what we see out there is only the good stuff.

Admire others. Learn from them. But don’t compare.

Ultimately, your leadership style and approach needs to be your own.

Own it.

I’m here to help.

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The Data Doesn’t Speak for Itself

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I coach a lot of life science and biotech clients who create scientific and technical presentations. From pitches to high stakes regulatory meetings, time and again speakers overload their presentations (slides and talking points) with data — with the expectation that the data will do the job that the speaker actually needs to do themselves…

 …tell the story the audience needs to hear.

And do you know what? It’s not just the technical and scientific leaders we coach who do this. So, let’s take a moment to discuss how to transform your presentations from data dumps to captivating narratives.

Stop Bombarding Your Audience with Information

Here’s the challenge I often see in data-driven or scientific presentations: you present the data beautifully, but the story behind the data gets lost. You haven’t shown your audience the human impact, the problem you’re solving, or the exciting future your research, therapy, or solution promises.

So many numbers, charts, jargon — it’s enough to make anyone’s eyes glaze over. And don’t forget that your audience is seeing your presentation for the first time! You’ve likely lived with it for weeks, months, if not years. How do you help them absorb it? Remember it?

You have a secret weapon waiting to be used: storytelling.

Stories are Key To Unlocking Audience Engagement and Understanding

We humans are wired for narratives. Stories tap into our emotions, make complex ideas relatable, and leave a lasting impression.

So, how do we weave a compelling story into your data-driven presentation? Here are a few tips:

  1. Identify the Core Message: Before diving into data sets and charts, distill the essence of your presentation into a clear, concise message. What story do you want your audience to walk away with? Define this narrative core, and let it guide your entire presentation.
  2. Know Your Audience: Understanding your audience is fundamental to effective storytelling. Tailor your narrative to resonate with their interests, concerns, and level of expertise. Whether presenting to investors, researchers, or the wider public, adapt your story to connect specifically with them.
  3. Create a Narrative Arc: Just like any compelling story, your presentation should follow a logical and engaging structure. Introduce the characters (the researchers, the subjects, or the molecules), build tension with the challenges faced, and culminate in a resolution—the impact of your research or the promise of a brighter future.
  4. Visualize Your Data: Support your narrative with visuals that enhance rather than overwhelm. Use graphs, charts, and images strategically to emphasize key points in your story. Remember, visuals should complement your narrative, not serve as a substitute for it.

The Story is the Glue

Remember, your data is the evidence, but your story is the emotional glue that binds it all together. By weaving a narrative into your presentation, you’ll not only inform your audience, you’ll move them and inspire them. Craft your story with care, and watch as your audience transforms from spectators to active participants in your journey.

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Leadership Quick Tip: Talking About Conflict

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Remember that people experience conflict differently — yet we often assume everyone sees it the same way.

For example, I have a tendency to slow things down and take stock of what happened. In fact, when I led teams, they use to think I was angry at them when something went wrong because I would get quiet, and go into analysis mode. I wasn’t angry in most cases! I simply like to take the time to properly figure out how to get myself (and others) out of conflict.

You, however, might have a tendency to move fast and resolve things quickly. Or maybe you want to give in on something that doesn’t matter much in order to end the conflict.

Guess what? We’re probably going to tweak each other and it’s going to get worse.

Talk to your people about how they feel when they experience conflict. Ask them what they want. Time, harmony, quick action? You might be surprised.

Conversations about conflict before you’re in it will give you insights into how to support each other to get out of it.

For example, I need time to think. Give that to me, and I’ll feel better faster. But you won’t know to do that unless you know that about me.

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