Respect

Kindness, consideration and inclusivity for all

Asking the questions you need to help you think

Listening to your needs

Honesty

I’ll say what I see

I’ll tell you what you need to hear

Clarity

Clear, simple Plain English in all my speaking, writing and training

Consistency and reliability

I’ll do what I say I’ll do

You’ll always speak with, meet with and work with me – no substitutes

Development mindset

My first duty is to be a learner – I’ll never stop learning myself

I develop, support and help others become the best they can be

I look forward to working with you.

Nerves are the number one public speaking worry.

Speaking well in public is a leadership essential and a key skill for promoting your brand, business and career.

Pitching to clients, team briefings and speeches are a daily reality for many professionals, yet so many find nerves a challenge.

Angelina Jolie and Harrison Ford have confessed their fear of public speaking, so if you’re a nervous speaker, you’re not alone.

No one’s born with the ability to speak well and you can learn practical skills to control those nerves and deliver a memorable message.

Realising that the feelings we label ‘nerves’ and ‘excitement’ are the same thing, and that you can change your perception, are the first steps in dealing with nerves.

Your audience wants to hear what you have to say, so if you can answer their ‘what’s in it for me?’ question in plain English, you’ll capture and keep their attention.

Using note cards with keywords will help you look better than if you try to memorise, improvise or read aloud word for word.

Rehearse out loud and on your feet, so it all feels familiar, then get in early and practise to get the feel and sound of the room.

At social events, stick to water until your speech is over. You may think you’ll speak better after a drink, but that’s an illusion.

When the moment arrives, stand up comfortably straight, relax your shoulders and connect with friendly eye contact and a smile.

Breathing slowly and deeply from your diaphragm helps you feel calmer and sound better as you say your first few well-practised words.

Yes your heart will still be racing. It’s pumping the energy you need to power your speech and you’ll feel better once you get going.

Enjoy speaking well in public.

Philippa Hammond
Learning, development and performance consultant, trainer & facilitator

About my professional practice and process

I offer a wide-ranging delivery skillset, including:

Public speaking and presentation skills

Facilitating discussion groups

Workshop leader

Event host

Action learning set leader

Roleplay events

Managing challenging audiences and difficult situations

Equality, equity and DEI awareness

Training the Trainer to deliver new material

1-1 and team coaching

Next ADDIE: Evaluate

About my professional practice and process

After any training event, I use Kirkpatrick’s four level evaluation methods, informed by Talheimer’s LTEM, to

I’ll investigate audience reaction, their learning and its transfer, evidence of permanent behaviour change and performance results and return on investment to the business.

I’ll then deliver a full post-training evaluation report, with recommended actions going forward.

I’ll evolve the material with any recommended and approved amendments .

If you’re considering developing your L&D programme at any stage, from first inklings to full implementation – I’d be pleased to talk.

Contact Philippa

Philippa Hammond
Learning, development and performance consultant, trainer and facilitator

About my professional practice and process

Once we have the go-ahead, I’ll design your L&D programme, checking in with you to ensure it meets those needs.

I’ll then create anything from a single 1-1 online Power Hour to a full in-house in-person, hybrid or online development programme for your team or whole organisation rollout.

Creating the training products may include:

Pre- and post-course content / Trainer script / Exercises and roleplays / Workbooks, manuals and handouts / PowerPoint design and build etc.

Tech products may require working with E-learning and graphic designers to produce new content.

Video and audio content / Voice-over and on-camera presentation skills.

I’ll be checking in with you regularly to ensure the developing products meet your expectations.

When you’re happy with the content, we can begin the pilot or immediate rollout.

Next ADDIE: Implement

About my professional practice and process

When we have a clear sense of what’s wanted, we’ll agree the overall Aim for the project.

We’ll nail those SMART Objectives for learning and performance outcomes, with reference to Bloom’s Taxonomy.

We’ll agree an Agenda and the practicalities of how you want the training to happen.

We’ll discuss the budget, venues, desired methods of training, timescales, learner and manager support and evaluation processes etc.

When you’re happy the solution will meet your needs, we’ll sign-off and I’ll begin creating content.

Next ADDIE: Develop

About my professional practice and process

‘Begin with the end in mind’ (Steven Covey)

I begin every training and development project with the intention to evaluate. Learning and performance needs analysis is an iterative and collaborative process, checking in and ensuring we’re on the right track from the start and throughout.

Identifying stakeholders and learners, their needs and the business mission, vision and values.

Investigation – asking searching questions, shining a light on the situation, seeking clarification and understanding, listening with the intent to understand.

Discovering where the learners are now – what’s working, what’s exciting, what must continue?

What’s not working, what needs to change, stop or start?

What’s keeping you up at night, the worries and anxieties?

What’s new on the horizon – competitors, changes in legislation and compliance requirements?

Discovering where they need to be – what would good look like to you and your business?

What’s wanted, the performance goals?

What needs to improve, to come up to standard, to excel?

What new knowledge, skills and mindsets do you want them to acquire?

What new workplace behaviours do you want to see?

What great performance results do you want to achieve?

Closing the gap – what training and post training activity do you want to support to achieve this?

What might get in the way?

How will we practically fit training into business as usual?

Clarification around available resources, budget, realistic solutions and timeframes.

Who will be involved?

How we’ll evaluate and the evidence we’ll need to investigate how the training has landed?

I’ll also discuss how we’ll work with the learners’ managers to help them understand why the training is happening, what they will be learning, what behaviour change is required and how the managers will be supporting their team members on return.

I’ll deliver honest, respectful, constructive feedback and collaborative consultation, with advice and guidance on what needs to happen, to achieve what you want to happen.

Next ADDIE: Design