A simple step to speaking with conviction is the elimination of low status words and phrases.
Written by Working Voices • 17 September, 2014
Personal Impact Article
Just (as in “I just want to suggest”)
In an effort to be disciplined, a confident speech is given by the speaker or when building up the courage to speak. The ability to speak with conviction can be developed through practice and acquiring comfort in public speaking. Good speakers have knowledge of their topics, enthusiasm, clear diction, and volume control. They are good at being versatile and know how to work with different audiences.
To be clear, in everyday casual communication, there is nothing wrong with any of these words. But when you want to speak with conviction, the words you habitually choose, might be making you sound unsure or not confident.
There are times when I make suggestions, and times when I make recommendations. I’m deliberately choosing words that are effective to convey not just meaning, but how I want to be perceived.
The benefits of speaking with conviction are obvious: it makes you more persuasive, influential and confident. In fact, we all know that when someone is convinced in what they are saying or doing, people are more likely to follow them.
Of course, being confident is important for any leader—but being able to back up your confidence with solid arguments will make a big difference in how others perceive you as a leader. Many of us start off our sentences with “I think” or “I believe,” but how can anyone take seriously an idea from someone who isn’t sure about what they’re saying?
We also know that people prefer leaders who are consistent over those who change their minds frequently (think about how many times Donald Trump has changed his mind on the topic of global warming). If the leader is only able to give a few vague reasons for making changes in their position, then this lack of conviction may make some members feel left out or even betrayed by their own party’s stance.
Here are some examples of speaking with conviction in different contexts:
Be careful falling into a pattern of habitual apology. The word “Sorry” can be a valuable way of mending fences but if we’re constantly speaking from the platform of apology, being sorry for having a different opinion, and punctuating our speech with sorry, we can loose credibility.
It’s important to think about the words that you are going to use when conveying difficult messages, leading when the pressure’s on, and getting buy in, so choose your words carefully.
FAQ about speaking with conviction:
One strategy for speaking with conviction is to practice and prepare ahead of time by rehearsing the material, creating visual aids, and formulating meaningful points that are well-supported by evidence. Additionally, one should ensure they have a strong understanding of the topic being discussed as this will help build confidence when delivering the presentation or engaging in discussion.
Body language plays an important role in conveying messages effectively while speaking with conviction—it helps to emphasize key points and support arguments made verbally during a presentation or conversation. Examples of positive body language include maintaining eye contact, standing tall, using open gestures such as hand movements and facial expressions that demonstrate enthusiasm or agreement; all these actions can contribute positively towards building credibility when communicating ideas confidently and assertively.
Yes, it is possible to communicate ideas confidently without appearing overly aggressive—one way is to use moderate tones when making statements rather than raising one’s voice too much which may come across as intimidating or authoritarian in nature; instead opt for an assertive yet respectful tone which demonstrates respect for others involved in the conversation whilst still upholding your own opinion firmly but politely.
When responding under pressure techniques such as active listening (paying attention to what has been said before responding) focussing on finding common ground between both parties involved in order to reach a mutual agreement are useful tools that could be employed here; additionally remaining calm and taking deep breaths before answering questions also helps maintain composure even under challenging circumstances where emotions may run high at times.
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Learn to tackle the day-to-day challenges faced by women in the workplace with confidence, control and conviction.
This fast-paced interactive talk delivered by our motivational keynote speakers provides insight on how women can communicate with more impact and how they can develop within a leadership role by enhancing their personal presence. Our women’s speakers aim to help you build the confidence to be included in meetings, and raise your visibility as an authentic and influential leader. This talk can be tailored to your business and any specific requirements you might have.
The founder and CEO of Working Voices, Nick Smallman has been at the top of his profession for 25 years. Advising global blue-chip clients on engagement, productivity, and retention, he counsels leaders on increasing revenue via simple cultural adjustments.
Overseeing the successful expansion of Working Voices across the UK, the US, Asia, and the Middle East, Nick supports the leadership and communication capabilities of clients in a wide range of sectors. In particular, he has advised companies such as JP Morgan, Barclays, Sony, Nomura, M&S, and Blackrock for more than 15 years.
Developing his reputation for thought leadership, in recent years Nick has been leading work on The Sustainable Human, the subject of his forthcoming book. A concept unique to Working Voices, The Sustainable Human offers a package of solutions focusing on leadership enablement, future skills, and cultural harmony.
Working closely with HR specialist Mercer, Nick has developed solutions to four key modern workplace challenges:
“I’m excited to share the conclusions of three years of research that, if implemented, can make an immediate practical difference to leaders and their organisations.”
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