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Deborah Grayson Riegel on what we can learn from this year’s presidential debate moderators
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Welcome back to career accelerator Tuesday and it's especially on because it's also Election Day speaking of elections Deborah Grayson regal is joining us -- -- communication expert and president.
Elevated training as well as an author of -- day -- -- strategy.
-- So you know it's -- seeing as they follow these two candidates President Obama and governor Mitt Romney who is in the lead at what time.
And it seems -- after the first debate Romney was gonna need a clear -- because Obama tanked right the elevation got to his head.
But you say that there's a lot that businesses can learn from those debates and also have those debates moderated.
Right some parents and some lesson that we can learn.
From common business meetings even though the debates were pretty uncommon settings right so most of us.
Are gonna be called to facilitate a presidential debate coverage online well I mean I'm available I'm sure you are as well maybe next time yet but many of us are called upon to facilitate meetings and there were a lot of lessons that can -- learned from what went well and act has happened to be the case what didn't go as well so -- -- -- three moderate earners.
Which moderator was your favorite.
-- you know what -- not gonna speak to and -- was my favorite because what's clearest to me is who was my least favorite.
And -- -- my least favorite was Jim -- that the moderator of the first to be okay because I think what he really failed to do was uphold the fundamental role of any meeting facilitator.
Witches and that that all of a meeting facilitator is really to protect and promote the rights of all the participants.
-- if you think of the debates as -- being.
Up three different participated this right so you had Romney you had Obama and to head the American people.
He actually didn't stepping in and that allowed the American people's role in the debate to be heard.
Which was to make sure that they had an opportunity.
To get equal time hearing about the issues.
And -- -- keep time.
He didn't keep time he didn't keep order and he actually fell into.
One of the most common traps that many -- facilitators falling too which is allowing.
One particular person to dominate the process and we've all been in meetings with that manner that woman that tends to steam -- her meeting.
But it's the job of the facilitator can make sure -- does players who is the facilitator of the meeting isn't the -- manager and that's a great question because I think traditionally.
It tends to be the boss or the manager but I actually think that's mistake I I think when departments have their meetings -- actually should be rotating facilitators it shouldn't always be.
The person who is of the highest rank.
A -- in a particular department.
When you share facilitation duty -- You actually give different people within the department at a variety of levels opportunities to take on a leadership role learn about facilitation skills and actually learn more about.
The process of how -- -- organization or the department does business.
So let's say we work.
For the same employer we have would be meeting coming up yes how do we make sure that we don't blow that -- OK so the first thing that I would ask is.
Do you actually need that -- -- unnecessary meetings -- -- unnecessary meetings are not just annoying they are costly.
They cost.
Millions of dollars every day in productivity wasted wasted time -- wasted energy eat got so the first thing I would say it is there any other way to accomplish the work that we want to accomplish.
Other than having a meeting.
And some questions that I invite people to ask themselves is.
Are we having this meeting because it's always been done this way in -- that Tuesday morning staff meeting because we've always had -- Tuesday morning staff meeting.
Are we having this meeting to really rubber stamp a decision that's already been made are we having the meeting just as an opportunity to complain.
So do you even need to me OK excellent point Chris in many cases you don't -- and you say make sure are all participants are aware of and prepared.
-- gonna discuss so they're planning of meetings that people have where eight there's not -- -- or being the agenda is put in front of people as they sit down to the meeting.
But if the goal of the meeting is to engage people in conversation.
And actually have people do work collaborative -- during the meeting.
People need to be prepared for what you're gonna discuss.
So I sort of recommend that you hand out the agenda ahead of time.
And let people know what it is they need to think about before the meeting.
What is it that they need to know and what is it that they need to do in order to really be prepared for the -- -- Yes and I have -- into so many meetings where it does not happen yes -- we're all busy people he traveling give up your time.
New line makes you meeting to get something done if not we did on email we can have a conference call if any any other you waste of time but at least you're not physically traveling absolutely absolutely yes.
And then that that person who's kind of dominating everything and everyone on -- and do it yeah how do you moderate around well it's funny you say we do know that person we all have that person's.
-- yet in our mind or maybe even on our dart board the person who dominates the meeting so there are a few different ways to handle it first of all in a meeting.
You want to establish ground rules and you don't want to establish settled on your own as a facilitator.
Can you wanna make that a collective process of how are we going to behave.
And you can always come back to the ground rules of we said that one person with talk at a time.
And that participants would have equal tightened.
That's something you can do headed -- one of the other things to consider is that and you're probably.
Verbal person I'm a verbal person but not everybody participates well equally verbally.
So how other kinds of ways of discussing and voting on topics that may be require a writing activity.
Rather then having everybody talking and at a certain point you may have to take somebody aside.
And say I don't know if you're aware of the impact of this behavior but I wanted to let you know with the future meetings.
-- -- -- you so much for your tips -- the foot but great points especially understanding audience sent out.
The repression that are work and -- -- -- -- website elevated trading dot com and your book is on our screen now.
Keep -- now an -- you know much okay let's go straight out to.
