Andrew Lamberto’s delivery of training presentations during his decades as a Southern California professional has allowed him to develop a stage presence that engages and entertains the audience.
Stage presences like Andrew Lamberto’s are easy, unless you’re a natural at public speaking, but you’ll need to improve yours if you’re delivering training presentations. Tips like those below will help you own the stage and interest the audience:
- Never Make Excuses. When you walk on stage to deliver a training presentation, especially if you’re nervous, it’s tempting to say something like: “I’m not great at being on stage, but…”
Such excuses do nothing for your image to the audience. Many audience members will silently reply with “Why are you wasting my time, then?” whenever a presenter makes an excuse. Avoid excuses and be confident.
- Prepare Ahead of Time. The time to do prep checks is not when you are on stage. Check your mic, deal with lighting, review your slides and check your remote ahead of time. The audience does not come to watch you prepare. The audience is there to learn from you.
If something goes wrong while you’re on stage, smile and look confident while you fix the problem. This looks better than over-prepping before a problem arises.
Following advice like the above often isn’t enough to fine-tune your stage presence. You should also read respected public speaking books, watch presentations by speakers that you admire and consider speaking with fellow presenters like Andrew Lamberto about the tricks of the trade.
Also can read: Andrew Lamberto: Fostering a Healthy Company Culture
Andrew Lamberto, previously the Director of Human Resources with the County of San Bernardino, California, is a seasoned professional who has helped to implement successful programs that encourage a healthy company culture.
Health as an organizational focus offers benefits to employees and companies alike, and the below methods are examples of how a professional like Andrew Lamberto might foster a culture change:
- Discourage Eating at Desks. Employees who eat at their desks are less likely to be healthy or satisfied at work. Discourage eating at the desks by implementing office guidelines and by offering free, healthy food in the break rooms.
Consider initiating a lunchtime club for walking, socializing and eating together, and offer rewards to employees who participate.
- Improve the Break Room. A health-oriented break room can encourage employees to change their ways. Stock free health foods – low-sugar granola, fresh fruit and salads, for example – in the break room and revamp vending machines to eliminate junk food.
Adding comfortable seating and even a treadmill or cycling machine to the break room is common in modern offices, as it can change how employees view their workplace.
- Focus on Wellness, not Just Health. The word health can make employees envision strict dieting and exercising to the point of exhaustion. Instead of telling employees that you are focusing on health, use the word wellness and place emphasis on more than just weight.
A focus on wellness is more likely to be well-received.
A healthy company culture requires more than the implementation of a few steps. To devoted Human Resources professionals like Andrew Lamberto, it is an ongoing effort to encourage and reward wellness – speak with your company’s Human Resources Officer to get started.
Andrew Lamberto is a Human Resources specialist whose past position as the Director of Human Resources with the County of San Bernardino, California, allowed him to bring his love of health to the office by increasing workplace focus on wellness.
Encouraging employees to stay healthy is just one of the many priorities of Human Resources professionals like Andrew Lamberto. Workplace wellness offers valuable benefits to both organizations and employees alike, and points like those below allow easy implementation of such a program:
- Gym Memberships. Offering to reimburse for gym memberships or working with a local gym to pay for the memberships of interested employees can be the difference your workforce needs to stay healthy.
If paying for gym memberships is too pricey, offering rewards for employees who participate in workplace fitness clubs – such as a walking club or a cycle-to-work group – can lower healthcare costs for minimal monetary output.
- Office Ergonomics. Employees who spend all day sitting are less healthy than those who stand and walk around. Place a focus on office ergonomics, offering standing desks or even treadmill/cycling desks to interested employees.
To involve employees in ergonomics more, offer a seminar on its importance and reconfigure desks to use better mice, keyboards and monitors, showing your employees the difference. Some offices even implement organization-wide “stretch times,” when employees are encouraged to get up, stretch and walk around the workplace.
The above practices are just some of many – if you’d like more ideas, consider connecting with a skilled Human Resources professional like Andrew Lamberto to discuss health and wellness in your organization.
Also can read: Andrew Lamberto: Bringing Wellness to the Workplace
Andrew Lamberto is a Human Resources professional who, in his varied workplace responsibilities, has managed wellness plans with an enthusiastic dedication to the health of all employees.
Employee wellness is an oft-overlooked element of organizational management, but professionals like Andrew Lamberto see its value and work to enforce its guidelines in several ways. The following are simple ways any organization can bring wellness to the workplace:
- Flu season can seriously damage an organization’s productivity for weeks at a time. By offering vaccinations, you give your employees an edge fighting the flu and other illnesses.
You can either bring a vaccination station to your business or, if this is not possible, offer employee reimbursement for vaccinations. To make vaccination incentives more effective, also place a workplace emphasis on hand washing and staying home when contagious year-round.
- Smart Snacks. Switch the snacks in your break rooms and vending machines for healthy options. This easily encourages employees to make better decisions for their wellbeing, offering options like whole-grain crackers instead of chocolates or candies.
A breakroom fruit bowl or refrigerator stocked with yogurt can also encourage smarter snacking throughout the workforce.
- Onsite Exercise Facilities. If possible, join the modern companies that offer onsite exercise facilities. It doesn’t have to be large, but a spinning room or even a walking club can give employees the motivation that they need to exercise regularly.
Tips like those above are just some of the many that professionals like Andrew Lamberto use to improve workplace wellness. For further reading on the topic, pick up a reputable book or seek online publications by respected Human Resources specialists.
Also can read: Andrew Lamberto – Succession Planning Best Practices
Andrew Lamberto created a plan to help the county of San Bernardino keep the professionals who were currently working and find new employees who could be just as productive. He created a presentation for his plan which focused on a few key aspects of the plan.
Why Is Succession Planning Necessary?
It is expected that the retirement of the baby boomers will produce a sharp decline in available personnel at the higher levels in the organization. Executives, now and in the future, are expected to be more sophisticated. Agencies need to find a way to keep their talented people. Succession Planning helps find, assess, develop, and monitor the most valuable employees.
Benefits Of A Plan
Succession planning helps retain superior employees, to not lose a strong effective leader. It also allows companies to identify gaps in talent and understand their development needs. It can help employers identify jobs that are critical to the overall success of the organization.
Steps Of The Plan
There are a few steps to put the plan into effect. First, the company or agency must identify future needs. It must then complete talent assessments to identify the talent pool. The next step is to develop a set of core competencies to establish a standard of comparison for assessment. The agency can then assist employees to develop their knowledge, skills, and abilities to prepare them for advancement to more challenging roles. It must also provide meaningful appraisals and feedback.
Andrew Lamberto was able to come up with the idea for Succession Planning and also find a way to put the plan into action. The plan can help agencies become more aware of the talents and skills of their current employees and their need for new ones.
Also can read: Andrew Lamberto – Service FIRST
Andrew Lamberto once performed numerous investigations of employee treatment violations including hostile work environments, discrimination, harassment, and more. This facet of his job as the Director of Human Resources of San Bernardino County did not make him the most popular person in the office all the time, but his work was vital to the organization as a whole because it ensured that all employees are happy and work well within the organization. His work also ensured that the organization as a whole is within compliance with all state and federal laws regarding employee treatment, ensuring that San Bernardino County does not garner any punitive measures from the state of federal government.
Andrew Lamberto conducted or directed these investigations even though it didn’t make him the most popular person in the office because it was his job to ensure that all employees are treated equally well throughout the San Bernardino County workforce. For an organization with over 21,000 employees, this is an extremely large and important job to undertake. Lamberto often developed employee policies himself, so he was perfectly suited to investigate possible infractions. In this capacity, he did his best to always be fair and impartial so that he can get both sides of every story, which can difficult to uncover and create a fully accurate picture of.
Andrew Lamberto regularly directed or investigated reports of discrimination so that all employees know that their interests are always considered and their comments and complaints are being heard. Lamberto was always interested in equal treatment for all employees of San Bernardino County.
Also can read : Andrew Lamberto – Achievement Award Program – Deferral Education Campaign
Andrew Lamberto was the Director of Human Resources for San Bernardino County, and worked in many capacities to ensure that the County Administration was working efficiently and effectively. Lamberto achieved this in many ways, from working with various commissions and high-level boards to developing new employee systems and initiatives to support all County workers and help them do their jobs better. One of the many commissions and organizations within the County is the Equal Opportunity Commission.
The San Bernardino County Equal Opportunity Commission was supported and overseen by Andrew Lamberto and the County Human Resources Department. This Commission is dedicated to assuring that all employees are treated uniformly and well within County Administration and that new employees have the same opportunities. It provides recommendations to other branches and offices throughout the San Bernardino County infrastructure to help these entities comply with state and federal regulation and treat all employees with respect. Lamberto, oncethe highest level representative of the Department of Human Resources, teamed up with the Equal Opportunity Commission to ensure that all employees have equal opportunities and treatment when it comes to promotions, that new employees come in with the same opportunities for advancement, that candidates for vacant positions all have a fair shot at getting a job, and that co-workers get equal treatment within the organization as well.
Andrew Lamberto worked well with the Equal Opportunity Commission to help ensure that all of his employees and everyone working for the County had the same opportunities and treatment.
Also can read: Andrew Lamberto – The Responsibilities of a Compensation Administrator