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How To Introduce Yourself To New Colleagues (With Scripts & Examples)

The importance of introducing yourself to your colleagues and team.

For a lot of people, being a newbie at work can be an overwhelming part of their career journey. You need to learn and adapt to a number of things. First are the morals of the office, the company’s culture, and its ins and outs.

You also need to adjust to the workflow, the hierarchy, and the different personalities of your coworkers. A common concern is how to introduce yourself to a group. Introducing yourself at a new job sets the tone for your future professional affiliations, and doing it properly can make the transition more comfortable.

It’s a good way to reinforce positive relationships from the get-go. Acquiring a level of perceptiveness through several new team introduction strategies can encourage a warm reception from your associates and allow you to start on a positive note.

How to Introduce Yourself To New Colleagues

Settling into whatever job role you’ve been hired to fulfill deserves a pleasant start. Whether you’re entering the company as part of a team or leading it, delivering a personal introduction with the right attitude is vital. In some scenarios, a company would have a team orientation and you probably won’t be the only newcomer. In others, there’s an introductory session, where the hiring manager will take care of introducing you to your superiors and coworkers. If this isn’t the case, you should make an effort to establish optimistic expectations with the people at work. Here are some tips on how to introduce yourself in a team meeting

1. Write a short description

An introduction should be clear and brief, so prepare a draft beforehand. Brainstorm a few facts about yourself that you’re comfortable sharing. This way you can choose the most critical information to include, which should concentrate on your new position, previous experience, and expectations. If you’re entering a small company in a management or leadership role, it’s crucial to add personal details such as your interests and what you like to do in your free time. It’s more possible to do this if the company culture isn’t too formal, or perhaps as a manager, you want to institute a more casual atmosphere.

Brief introductions in large and formal organizations

Short and sweet can be your new mantra. Here’s one way to do it:

“Hi, my name is Maheep. I am the new web developer and I look forward to the things we can accomplish together. Before this job, I worked at Kaisei Solutions for 6 years where I became a Microsoft Certified Solutions Developer.”

Brief introductions in small organizations

Some establishments have an easy-going culture. In this case, you can offer more details in your introduction, but don’t get into a long-winded speech with more background than necessary. Try to inject a little humor if it’s applicable.

For example:

“Hi, my name is Annely. I am the new marketing manager and I am excited to work with all of you. I have over 10 years of experience in organizing corporate events, from huge conferences to low-key workshops. In particular, I’m very passionate about the marketing process that goes on behind the scenes. Success in marketing is only possible with a dedicated team that works well together. I am positive that we can accomplish great things. Outside work, I am a mother of three teenagers, who have taught me to enjoy online gaming, believe it or not.”

2. Utilize onboarding and orientation procedures

Introducing yourself doesn’t end in your introductory spiel. It includes the conversations that follow. Many companies arrange a meeting reserved for orientation or onboarding where they introduce new employees to the old-timers in the company. This is a great chance to have some interaction with your associates. If an HR, project manager, or senior officer is moderating the introductions, you can start a short conversation with the people you meet. You can prepare some generic questions such as:

• How long have you been with the company?
• What do you like most about your job?
• Is there anything to take note of during my first week?
• Where do you guys go on your break time or for lunch?
• Will we be working together a lot?
• How would you describe the company culture?

3. Request to be introduced to the team

Ask the orientation facilitator to introduce you to your team members if ever you don’t get a chance to do so yourself. It shows an eagerness to collaborate and creates a positive impression. You can ask the person in charge by saying, “I’m quite keen on meeting the people I’ll be working with closely. Do you think I could meet them today?”

When the chance to meet arrives, try to get one-on-one interaction with each member. Tell them your name, your role, and how you feel about your first day in the company. For example: “Hi, I’m Renata, the new software tester on the team. I feel a bit nervous but very excited about the job. How long have you been with the company?”

4. Having a conversation with other team members

Your team members aren’t the only employees in the company. Make an effort to introduce yourself to other colleagues. You may have to work with them in the future, so forming a gracious working relationship early on is a good gesture. You’ll also get acquainted with employees from the other units. If you know people from different sectors such as the accounting or marketing department, it’ll be easier to cooperate with them when you need their expertise. Make sure to return the favor as well.

5. Meet new colleagues during lunchtime or coffee breaks

Break times and lunch hours are the social gateways in any establishment. Use these opportunities to talk to people you haven’t had the chance to during orientation. You can talk more casually about company policies, workflow, and internal processes. If you’re unsure or need help on some tasks, you can use this time to inquire about them.

“Hi. We met earlier today during the meeting. I’m Arden. Do you have some time to explain how to set up my access codes?”

“Hi, it was great meeting you at orientation earlier. I’m the new consultant for technology sales. I wonder if you could teach me how to register my employee account in the system.”

6. Understand the company’s hierarchy

Many companies include an organizational chart in the employee handbook. Others have a map on display at the appropriate office. Getting a copy is helpful for identifying your immediate associates and superiors, understanding the chain of command and communication, and knowing the overall structure of the company. If you find that you’ll be working with counterparts who weren’t in the onboarding meeting, you can go out of your way and introduce yourself to them.

6. Send an introductory or a follow-up email

If your company sends a follow-up email to welcome and update present staff about new employees, send a reply before the end of your shift. Express your thanks to your superiors and coworkers for a great reception. If there isn’t an email, you can consider sending one yourself to engage the other members of your team. Here are some examples:

Reply to an introductory email: “Hello everyone. I’d like to take this chance to thank you all for the warm welcome. It’s been a pleasure getting acquainted with all of you on my first day at work. I look forward to working with everybody and accomplishing great things together.”

Your own introduction email: “Hi everybody. It’s been so great to have met you all at orientation. I can’t thank you enough for the warm reception. I’m delighted about this opportunity to work at Hokkaido Tech and excited for future collaborations with the team. Thank you again for an amazing first day.”

7 Useful Tips for workplace introductions

Companies have their own way to handle introductions. Some organize orientation sessions, and others let new hires establish connections on their own. Regardless of methods, grabbing the opportunity to properly introduce yourself can lead to rewarding professional relationships at work. Don’t forget that first impressions matter. Read along for more tips and samples on achieving that.

1. Base your introduction on your team’s environment and company culture

Put simply, read the room. You’ll soon figure out whether to introduce yourself in a formal or casual manner. This part of the company culture can be apparent from the beginning, so ensure that your approach matches. Including your name and position is, of course, the first thing to do.

Example: “Hi, I’m Kyle and I’m the new creative lead of the marketing team.”

If the atmosphere allows for a casual introduction, your coworkers will expect you to share some personal details. Include some trivial information such as leisure activities you enjoy and other similar stuff.

Example: “It’s great to meet you. My name is Lana. I’m the new content creator. My last job was with Blithe Solutions and I was there for 3 years. I’m excited to work with this talented team of writers. In my free time, I enjoy surfing although I’m not yet very good at it.”

If you’re joining the company in a management role, you may need to present a longer introduction. If you’re the new leader of the team, it’s important to confirm your credentials, create rapport, and gain their respect.

Example: “Hi everyone, my name is Jeminah Ritz Alhambra, your new operations manager. I have over 12 years of experience with corporate events management. I’ve been blessed with skills that are well-suited to organizing an event and ensuring its success. Even so, the success of any event is only possible with a dedicated and collaborative team, which is the reason I expect you to work with me and commit to your best capacity to help me achieve success in our future projects. It’s delightful to be working with you all.”

2. Make the most of your company’s orientation process

The most suitable time for self-introductions is the orientation program. You may wonder how to introduce yourself in a company meeting. You should introduce yourself to as many colleagues as possible during this time. If a senior staffer or HR manager is facilitating the introductions, the activity will be much easier. Normally, they’ll be responsible for introducing you to team members, department associates, and other people pertinent to your role. Take your time to introduce yourself properly to each individual. Use the introduction you have previously prepared. However, if you’re in a small space, make sure that you vary the information that follows your name and job title, or you could be overheard and misconstrued as having memorized and automatically repeating the same lines

3. Request an HR manager for a team introduction

If you realize that you haven’t been introduced to everyone at orientation and feel that the facilitator didn’t complete your introduction to team members, take the initiative let them know.

Example: “I’d like to know everyone who I’ll be working closely with. Is there anyone else I’ve missed?”

Ultimately, it’s much better to introduce yourself individually to your coworkers. This actually fosters instant connection and future interaction so much easier. When doing this, remember to communicate that you’re glad about the opportunity to work together.

Example: ” It’s a pleasure meeting you. I’m Calum, the new junior subject matter expert. I really look forward to working together.”

4. Introduce yourself to other units inside the organization

In many cases, there will be other teams connected to your role and you’ll find yourself cooperating with them in the future. Other than that, you may have employee-related concerns that you need to consult with employees from other departments. It’s better to widen your network early as it can strengthen your professional relationships with people who aren’t just members of your team. Ask an HR representative or a senior officer to introduce you to the staff members who you’ll work with on a regular basis.

Example: “Hi. My name is Julius from the creative department. It’s good to meet you. They’ve mentioned our teams will be collaborating on a future project. Please don’t hesitate to tell me if you need anything.”

5. Find more opportunities for introductions that encourage casual interactions

Take advantage of your break times, lunch hours, or any extra time between tasks to make acquaintances and friends at work. A short conversation or chit-chat after-hours and waiting times can be taken as a chance to build an extensive network at the office, especially if you’re working for a large corporation or if you have daily interactions with specific departments and groups outside of your team.

Example: “Hello. I remember you from orientation. Annika, right? I’m Doreen. Do you happen to know how to get the employee badge?”

6. Review the company’s hierarchy before starting your new role

There may be an organizational chart contained in your employee handbook. If not, getting a printout is useful for knowing who your colleagues are and how they relate to the hierarchy of the company. and how they. If you find that some of your new associates aren’t present during the orientation session, you can take the initiative and work on a later introduction to colleagues.

Example: “Hi, are you Jiminy? I am Alexander from the Human Resources department. I’m the new junior diversity officer. I heard we may be working with each other on future tasks.”

Introductions in different situations

Depending on the situation, you’ll have a different way of introducing yourself to your colleagues. The following are the most typical scenarios you’ll encounter at work with some tips and samples to inspire and guide your self-introductions:

Introduction in interviews

The question “Tell me about yourself.” Or “How would you describe yourself.” come up quite often in interviews. Your answer serves as your introduction, which should be simple and concise but adequate enough to hold their interest and make a good impression. Never come unprepared. You would have already drafted and practiced your answer before coming to the interview. Also, make sure that it sounds natural and not memorized.

Example: “My name is Jonathan Bascon. I have a degree in Media with a Corporate Communications background. I moved to the capital because of its exciting career opportunities. My professional background includes headlining ad campaigns for international companies. It has allowed me to hone my skills in identifying cultural and social trends globally. I would love to tell you more about the qualities that I can bring to the role.”

Introduction in small offices

Introducing yourself to smaller groups allows a more casual tone, so you’ll have more space to share something personal. They would probably expect it from you. After your name and job title, consider telling them about your interests or anything your new coworkers may need to know about you. There may be room for longer conversations after the introductions, so take some time to ask personal questions from your coworkers as well.

Example: “Hello, my name is Katrina del Blanco, and I’m starting as the new software developer in Anya’s team. Something about me—I grew up in Cane Town but moved here to study at the Bacolor University of Technology for my IT degree. I’m very outdoorsy and keep an active lifestyle. On the weekends, you’ll probably find me on a hike or trekking with my friends. In my previous job, I worked as a coder and data analyst and I’m looking forward to being a productive member of the team.”

Introduction in group settings

As always, have an introduction prepared in case you’ll be introduced to larger departments or meetings. Also, prepare to answer some common questions in this context. It won’t be like an interview where you have to convince the hiring officer that you’re the best candidate for the job. Your coworkers will simply ask about your professional, academic, or communications background. They may ask you why you chose the company or how long you intend to stay. You should answer formally but maintain a personable tone.

Example: “I’m Krishna Patel, and I recently moved here from Abra. I’m excited to be a full-time support engineer. I’ve been involved with network engineering for over 12 years. I’m excited to be part of this company and innovate solutions that are attuned to our goals.”

Introduction in a virtual setting

The trend of using video conferencing as a mode of contact is practiced by many companies. They may have branch offices in other places or countries or have employees working remotely. It may be necessary for you to do your introduction in a virtual conference or meeting. It’s not so different from a regular self-introduction except for the factors that affect remote communications. Prepare yourself for connection issues and maintain positive body language, especially with your facial expressions, posture, and eye contact.

Example: “Hello everybody. I’m Edward Jan Fuentes and I’m your new marketing manager. I have over a decade’s worth of experience in marketing, focusing primarily on storefront campaigns for expanding tech companies. I believe a marketing project can only succeed with a dedicated and like-minded collective so I’m quite excited to collaborate with all of you.”

Introduction in emails

If in-person introductions aren’t possible, you may establish contact with your team via email. An introduction email is a viable alternative to include your personal and employment background in greater detail and initiate a good working relationship.

My name is Margarita Raymundo and I’m the new Event Marketing Manager here at Kloot & Plath Tech Solutions. Two of my current goals are to strengthen existing relationships with our advertising contacts and consider your recent evaluations to delegate assignments. I also look forward to working closely with our financial analysts to find innovative ways to keep our project expenditures within budget.

Learning about our company culture is one of the chief reasons that I accepted this position. It’s very much in line with my management style so I hope to meet everyone in person over the next week or so and get to know each one of you better. Before joining the company, I was the social media marketing manager at Quick Goals Inc. and the chief marketer of the sales team over at PEAG ‘R US (People Excited About Gadgetry). My personal interests include cafe hopping with my friends, reading, and cooking.

Don’t hesitate to reach out whenever you have questions or clarifications. I’ll be more than happy to learn how to best support you.

Best regards,

Margarita Raymundo

Template for introducing yourself as a new team colleague in person

Below is a template you can use for introducing yourself as a new colleague to your team:

“Hi everybody, I’m [Your name]. I’m the new [Job position]. Before joining, I worked at [Name of company] for [Time period]. I have heard a lot of great things about your work ethic, group culture, and output quality during my interview. It made me even more eager to be a part of the unit. On a personal note, [Talk about your hobbies, interests, and similar topics]. I’m excited to get to know you all and collaborate with you on future projects.”

Template for introducing yourself as a new team colleague virtually via video call

You can use the following template for introducing yourself in a virtual setting:

“Hello everyone, my name is [Your name]. I’m the new [Job position] and it’s a pleasure to be an official member of the team. I’m excited to collaborate with you all and meet you in person when circumstances allow. I heard a lot of good things about you during my interview, especially how you work with each other as a collective unit. Before working here, I was a [Previous role] at [Name of company]. I was there for [Time period]. Outside of work, [Talk about your hobbies, interests, and similar topics]. Thank you for giving me this opportunity to introduce myself. I’m excited about the work we can accomplish together.”

Template for self-introduction via email

Even if you work remotely or from home, you can’t miss the chance to introduce yourself to the team on your first day. Study the following template for your own introduction email.

Subject line: [Name of company] – New [Job title]

Hi [Name of your coworker],

My name is [Your name]. I’m the new [Job title].

Previously, I was [a brief description of your prior work history e.g. role, name of the company, time period, etc.]

I’d like to have a quick call to introduce myself and discuss a few things regarding daily tasks and the workflow. Please let me know if [Schedule, i.e. time and date] works for you. I look forward to cooperating with you on future projects.

[your name]

[company name]

Introducing yourself to a new team creates the foundation for corporate relationships at the office. Some companies have orientation programs that introduce newcomers to the company. In these social events, it’s best practice to prepare for work-related questions. Introductions during orientation of smaller groups may require you to share some details of your personal life. In some scenarios, it may be necessary to know how to introduce yourself to the team by email. Email introductions may become a more in-depth way to present your professional career. This can be quite useful if you are joining the company in a managerial position. Introductions may also be done in virtual meetings. Whatever the case, it’s sensible to prepare before the scheduled meeting. Study the samples and templates in this article to provide you with a framework and guide your preparation.

Frequently Asked Questions

When introducing yourself virtually, the preparation required is quite similar to the typical way of doing it face-to-face. The difference is that you will need to consider some factors that are unique to video technology such as connection problems. Prepare yourself for lag times and issues with your audio. You will need to do a system or equipment check before you join the meeting. Maintain positive body language throughout the call as they won’t be able to judge your body language well and misinterpret distracting gestures or facial expressions.

Start with your name and your job role. After that, include whatever information matches the context of the introduction. For example, if you’re in a leadership role, you should include your employment background to establish your authority and gain respect. If you’re a new hire, you can include some personal details to make you relatable and personable as a coworker.

You can review the samples and templates included in this article to take inspiration from or to create your own template. When studying premade introductions or samples, ensure that you’ve filled in your information and that you practice the speech out loud to adapt a natural pace and intonation. Avoid sounding robotic or obvious that you’ve memorized your introduction.

Pay attention to the atmosphere of the workplace and match your introduction to the culture you’ve observed from your initial assessment. The purpose is to know whether to introduce yourself formally or casually or if it’s okay to inject some humor into your introduction.

An introduction doesn’t really change according to your profession. It’s the same way as any of the “how to introduce yourself to new colleagues” examples in this article in various contexts. You can simply state your name and role as a developer and offer some facts about your academic background and work experience. However, the tone changes according to your position. If you’re entering the company in a leadership capacity, you may need to speak a little more formally.

You’re probably wondering how to introduce yourself in a new company in a management role. Let me use and make some adjustments to one of the samples included in this article. From the following version, you can glean the purpose of each paragraph and use it as your own template: “My name is Margarita Raymundo and I’m the new Event Marketing Manager. Two of my current goals are to strengthen existing relationships with our advertising contacts and delegate assignments based on your performance evaluation. I also plan to find innovative ways to save money on our expenditures. I have over 12 years of experience in sales and marketing. Before joining the company, I was the social media marketing manager at Quick Goals Inc. and the chief marketer of the sales team over at PEAG ‘R US (People Excited About Gadgetry). If I can share a little bit about myself, I enjoy cooking and reading. I look forward to the great work we will achieve as a team.”

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By Dmytro Nizhebetskyi

September 18, 2023, how to introducing yourself as a new manager (examples).

I want to give you a step-by-step guide on how to introduce yourself to a new  project team .

You’ll find three examples here:

• How to introduce yourself to a new team .
• How to introduce yourself as a manager and leader .
• How to introduce yourself in an email .

Below are the three scripts that you can just grab and use.  But I strongly suggest that you take the time to read through the instructions and tips below.

It will help to boost your first impression by 10x.

How to Introduce Yourself to a New Team Example

Pro tip:  Try to make connections with “Me too!” responses.

After your manager introduces you, use the  Connection → Praise → Connection  formula. Read below.

Hi Everyone. My name is Dmytro. I’m the new iOS developer. Previously I worked at ABC Company for three years.

I heard a lot of good about this team in the interview. You do a cool product here. I’m excited I can take part and help you out.

Outside of work, I’m in for CrossFit and Star Wars.

How to Introduce Yourself as a Manager to a New Team

Pro tip:  First, someone should give credit to your management skills. Then, you position yourself as a leader.

Hello, Everyone. My name is Dmytro. I’m a new project manager…

Wave hands and smile while you speak. Then, take a few seconds to look at your team to smile or nod back to anyone that visibly reacted to your greetings.

…but within ten years of working as a PM, I learned one thing. People like you don’t need a manager. You need a distraction-free environment, clear responsibilities, and exciting tasks to do. In addition to that, I believe that we should never spend more than eight hours working… well, unless you really want to.

I heard great things about how you run projects here at <Company Name> and the products you create. So, my main focus will be to analyze all the good that you do here.

Maybe we’ll find some areas of improvement that will make our work easier. Maybe we’ll keep everything as is if you enjoy it.

With the last two sentences, speak slower and watch closely to the reaction. Do they want changes? Do they believe they do great work here?

In any case, we’ll have one cool goal for the near future. We will make your colleagues envy YOU for working on this project with this team.

It means that I’ll need your help in the next week. I want to talk with each of you to learn your insights and ideas on achieving this goal. Together, we’ll build an approach where you can do your work in the best possible way.

OK, I’ll be sitting somewhere here. You can come up with any topic that you have.

I’m open to any discussion. I’m really excited to be here.

There are lots of things encoded into this speech . You want to adjust it to your leadership style.

Watch the video  where I explain how to create your own introduction speech quickly.

How to Introduce Yourself in an Email

Pro tip:  Use more You-sentences than I-sentences.

Subject:  <Project Name> – New Project Manager

Hi David and Emily,

My name is Dmyro Nizhebetskyi. I’ll lead your project team.

I want to introduce myself and schedule a quick call to discuss pressing matters and the next steps.

You have a great project idea at hand. And you just got a PM with five years of experience managing software development projects like yours. For example, I worked on the XYZ product for ABC company.

So, during the next few weeks, I’ll focus my efforts on:

• Creating full transparency for you about the project work. We want to ensure that you know and understand how we use your resources.
• Getting you a simple set of tools that will provide you with an at-a-glance overview of the project’s progress. This way, you will have an up-to-date progress report whenever you need it.
• Help you focus solely on identifying business needs. As a project team, we will work on providing solutions that will meet those business needs.

Please let me know if tomorrow at 15:00 CST will work for you. We need to discuss our next steps.

I am looking forward to our fruitful collaboration.

Best Regards, Dmytro Nizhebetskyi Project Manager The Best Company ***

Just count how many times I use “you” or “your” in this email. Notice how I reframed sentences from talking about me to highlighting what they get.

Follow the  best practices of writing efficient emails . The goal of the introduction email is to initiate a conversation in a meeting.

If You Are a Project Manager or Leader, You Need to Watch This Video

In this short video:

• You’ll learn how to instantly gain authority with people you never met before.
• What exactly should you spell out for your new team?
• I’ll show you how to behave during your speech.

Or you can read it all below…

5 Secrets on How to Make a Great First Impression

• 6 Practical Tips that Will Boost Your Introduction to a New Team .
• How to Instantly Gain Your Leadership Authority on the First Day .
• PRO Technique :  Personal Introduction to a New Team .
• How to Introduce Yourself to Other Project Stakeholders .
• Write Your Own Introduction Script: Step By Step Instruction .

6 Tips on How to Prepare Yourself for Introduction to a New Team

You need to prepare yourself for this speech.

Let me give you a few tips on how to do it.

#1: Be Confident, Do Some Training in Advance

You need to position yourself as a confident leader and perform do this speech confidently. You need to train yourself.

So give this speech to yourself in the mirror and see if you are confident about telling each point of it.

#2: Speak Loud Enough

Next, you need to ensure that you speak not too loud, not too quietly.

You should be loud enough so that everyone in the room can hear you.

#3: Wave Your Hands to Greet Everyone

Next, when you start your speech and introduce yourself, you need to wave with both your hands like these to the whole team:

But believe me, on a subconscious level, people will trust and hear you out better than you will put your hand somewhere in the pockets.

#4: Use Gestures to Reinforce Your Speech

You need to use your hands to gesture when you introduce yourself.

You can make some gestures like the whole team, duration, big and small projects, and so on. So do use your hands.

#5: Smile Broadly

Don’t forget to smile, at least at the beginning and the end.

You need to smile with all your teeth like this:

#6: Maintain Eye Contact With the Whole Team

How do you do it if you have 20 people in the room?

You give a bit of attention to everyone.

Stay focused on your eye contact with one person for three to five seconds. Then switch to another. While you stand there in the room, do change your eye contact with each person.

If you want to know more about making the best first impression possible and how to win people in general, I recommend the book named  Captivate by Vanessa van Edwards .

Deadly Scenario You Want to Avoid

Imagine you come to a new company and a new project. Someone shows you the room where your team is located.

You get in and ask:

“May I have your attention, please?”

Then several minutes, they get together to listen to you. You give your boring speech that no one cares about, and no one remembers what you talked about.

So we’re going to change it right now!

But first, I need to tell you about the  sources of power  or sources of authority you have.

Sources of Power of a Project Manager

By default, your title of a project manager, even the junior project manager, gives you the  Formal Power

But you should never use it!

You also have power and authority from your ability to  Reward  and  Penalize  people and from your  Expert Knowledge .

But from day one, no one knows that you have it.

That’s why to get your initial authority in a new team, you need to tap into the  Referral Source of Power .

Let me tell you how…

How to Gain Referral Power in a New Team

In essence, it means someone needs to introduce you and give credit to  your experience and your knowledge .

Ideally, it should be your boss or someone from leadership.

But you can ask a project manager that you substitute on this project or a project manager who  interviewed  you as well.

If no one is available from these people, ask the recruiters or HR guys to help you.

And here’s the magic of this approach:

When someone introduces you, it doesn’t sound like you brag about yourself, your achievements, and certifications.  Someone else gives credit to your skills, knowledge, and experience, and that’s great.

And here’s all they need to tell:

“Hey, Team, here’s Peter. He is a project manager and a great leader. He is a certified PMP and has five years of experience in our field. I hope you’ll like him as much as we did in the interviews.”

Did you notice it’s just three sentences that cover everything that your team needs to know about you as the introduction from your leadership?

And believe me:

If you overcome your fear of asking your leadership about such kinds of introductions, you’ll be able to build a rapport with your new team ten times faster.

PRO Technique: Personal Introduction to a New Team

Now we’ll talk about this powerful  Technique of the Individual Introduction  to your team members.

After that, I will tell you how to introduce yourself to the  project’s stakeholders  and the clients of the project.

But before that, you may want to learn about some practical leadership techniques explained in this video:

Biggest Mistake to Avoid During First Few Days on a New Project

There is one mistake that many project managers make on a new project during their first few days:

They focus too much on the processes, state of the project, and communication they need to review.

They don’t focus on people.

You want to  position yourself  as a leader .

That’s why I recommend you spend these first few days with your new team members by asking them three simple questions.

It takes five to seven minutes per person maximum.

So here’s what you want to ask:

• What do you do on the project?
• What do you like about the project?
• And what don’t you like about this project, and is there a way I can fix it?

The first two questions will help you to learn more about your new team members. The last one will help you to gain a quick win in the coming weeks.

Here’s the trick:

The majority of your new team members won’t have any severe problems, and you will be able to fix some of them in the coming weeks.

This way, you will show that you care about them, that you are proactive, that you  solve problems  for them, and that you are part of the team.

Likewise, this short conversation will open up and allow you to communicate more with these people. Maybe during a coffee break, you can ask more personal questions to learn more about your team members.

How to Introduce Yourself to Other Project Stakeholders

How to introduce yourself to people who were not in the room here?

And the process here is similar:

You need to ask your boss to send an email and  introduce you as a project manager . Then, you will follow up with your email, where you will introduce yourself from a leader’s perspective.

If these  stakeholders  are collocated in one office, you DO WANT to meet them in person.

But you again want to ask someone to introduce you to these people.

In this personal meeting, you ask the same three questions:

• What do they do on the project?
• What do they like about the project?
• What are the main challenges that they see from their perspective regarding this project that you should be aware of?

Note it down!

It’s crucial information about your project.

OK, let’s move on.

How to Introduce Yourself to Clients and Sponsors of the Project

How do you introduce yourself to clients and sponsors of your projects and other  main stakeholders ?

Again, the process is similar:

Someone needs to introduce you first. Then, you follow up with your personal introduction.

I do recommend that you do it in person if possible. If they are overseas, for sure, do make a video call. Let them see you and your expressions and watch for their faces.

It will make better contact.

However, after your introduction, what you say to them is a bit different from what you say to your team members.

You need to focus on the business aspects that these clients value the most. 👇

• Do they need more transparency from the project work?
• Do they want more efficiency and save some money?
• Do they want some extra value that your team can provide?

And second, do ask about the challenges that you can fix right now.

If they have no challenges and say nothing about it – do assure Clients that you will put your most effort into delivering projects for them  on time and within budget .

You need to spell it out!👆

Last but not least.

Plan Regular Meetings With New Clients Right after the Introduction

I do recommend you plan regular meetings with your clients and sponsors in the future. You need to do it right at the first meeting.

During this initial period, you want to  control the expectations  and perceptions of your work on a daily basis.

If possible, do communicate with them for a few minutes every day. If not, at least several times a week.

Don’t leave it all for email communications where you don’t see their emotions and expressions.

Introduction to a new project team shouldn’t be scary or complicated. Just follow these processes, and you will build great relationships with your team from day number one.

Speech: How to Introduce Yourself on a New Project

And right after this short introduction, it’s your time to speak.

You need to prepare your speech in advance!

Thinking about what to tell a new team on the fly is a bad idea because you have only one chance to  make your first impressi on .

Moreover, there’s one piece of information that you need to learn about in advance before you get into the room with your project team.

You need to ask about some history of the project. Learn about one or two achievements of these teams so that you can use it in your speech.

So now you are ready to prepare your speech for the new team.

I’ve got you covered here because right now, I’ll give you a  step-by-step formula  to create a brief and powerful introduction to a new team.

What You Need to Say First in Your Introduction

So here’s what you need to keep in mind:

Your boss or your leadership will introduce you from a professional standpoint as a project manager. You want to position yourself as a leader of this team.

Your new team doesn’t need a new manager who will take the glory for their work.

They need a leader who understands them and who will  make their life easier .

And first of all, you say:

“Hello, I’m Dmytro, I am your new project manager   BUT …”

But keep in mind you don’t want to use your formal authority from the start! And with this “but,” you remove this formal part and continue to  position yourself as a leader .

And you can say something like:

“… BUT  I like to think of myself as a part of the team who helps you to do your best job. I am here to remove all the distractions and help you to apply your best expertise. People like you don’t need a manager. You just need some guidance with processes and workflows.”

Follow Up With Your Key Leadership Principles

You can add two or three points here.

For example, you may say something like:

“I believe in eight eight-hour workdays, and my priority would be to ensure that your personal life will not suffer from my professional decisions.”

I recommend you highlight your key leadership principles here.

It should be something that you strongly believe in and something that you will implement in real life.

Next, Give a Praise to the Team

In the next point of your speech, you need to give praise to your new team. That’s something that you learn in advance.

You can say something as simple as:

“I heard you did a great job for two years before me, so you know what to do. You are the experts here.”

Ensure That You Will Not Make Dramatic Changes

And the next step is to ensure that there won’t be any  dramatic or unexpected changes  to the way they work on this project.

“I will need your support for the first few weeks, and then we’ll work together to make this project the best one in the company.”

Wrap Your Speech, Keep it Short

And after that, you want to start wrapping up your speech and say something like:

“I want to speak personally with every one of you.”

And believe me, if your team is under 50 people, it’s still feasible to do it in one or two days.

I strongly recommend you do this because it’s the most powerful thing I discovered in recent years. I’ll show you how it works below.

Make Yourself Available for Conversation

The last thing you need to do is to show them:

“Here is my place. I’ll be sitting here. You can come up with any problem that you have. I’m open for any discussion.”

That’s the format for your speech, and you need to prepare it in advance.

The fact is this article was just  one piece of a complex project management framework .

If you are like most project managers, you don’t have formal education. It means you must collect bits and pieces from such articles and YouTube videos.

You have two options now:

Option #1:  Try to figure it all out on your own and slow down your career for years.

Option #2:  Let me explain the whole project management framework in 45 minutes.

My  Full Project Management Tutorial  explains how project management works in the real world as a system.

Don’t put your projects and reputation at risk. Ensure you know how all critical processes and tools work.

All successful project managers know it’s better to  learn from someone else’s experience  (aka lessons learned). Tap into my 12 years of practical IT experience and get access to the Full PM Tutorial now .

Full Project Management Tutorial

Want to create or adapt books like this? Learn more about how Pressbooks supports open publishing practices.

12 Interview Scripts (Opening and Closing)

Arley’s comments:

You’ve done a lot well here. You’ve organized your information clearly and have given lots of examples and visuals. You’ve also explained the types of questions that will be in the script. However, when revising, we’ll need to look at source use. There are some sentences and phrases from the original sources that have been included in the document, though the author has made an attempt to cite. We will need to paraphrase these. Also, the graphics don’t have a Creative Commons license, so we will need to make our own or find other sources.  We also might want to give a sample script, so the reader can see how these progress.

Judy’s comments:

There is a lot of good information here which is structured and organized well, making it easy to follow and read.  However, the focus here is on interview question vs. focusing on creating a script for the opening and closing of an interview. Moving forward what needs to be done is to review the material from Week 5 which pertains to opening and closing an interview and then research this topic further to create guidelines (or tips) for both opening and closing a job interview as well as prepare and include sample scripts for both.

Learning Objectives

By the end of this section, you will learn

Introduction

• Types of interview questions
• Open-Ended interview questions
• Guidelines to prepare open-ended interview analysis
• objectives of preparing guidelines
• Sample script of open-ended interview
• Close-Ended interview questions
• Guidelines to prepare Close-Ended interview

Sample script of Close-Ended interview

• More information about the open-ended and close-ended interview

An interview script refers to a set of questions and answers which is likely to be answered by the candidate, it is more of a streamlined process so that they can be prepared as much as possible. Although those candidates have no idea what type of questions are asked such scripts help to feel more confident and relaxed before attending an interview. Each HR department holds a different interview script to find the right candidate. There are a few steps to consider while formatting an interview script, to keep it organized firstly, one should prepare interviewer questions and then interviewee answers. (LaRock, 2019) In this section, we are going to get a deeper insight into the opening and closing interview scripts, as these are the main areas where we can analyze the personality or presentation of our candidate.

https://www.thebalancecareers.com/thmb/dQeSo_2YhuZ_6IJva6Q1Nnno_8o=/950×0/filters:max_bytes(150000):strip_icc():format(webp)/job-interview-questions-and-answers-2061204-Final-109bcdbb88a34d1a9746a56c96d6c3a4.png

https://create.piktochart.com/output/55225647-interview-questions

Types of Interview Questions

It is important to get prepared well before taking an interview as it is the responsibility of the interviewer to analyze and understand the skills and talents of the candidate, which required asking both open-ended and closed-ended questions rest all the questions come along while conversing with the candidate. The interview questions are classified into 4 as follows:

https://kpu.pressbooks.pub/app/uploads/sites/258/2021/07/n.png

• Open-ended interview questions
• Closed-ended interview questions
• Hypothetical Interview questions
• Outside-the-box interview questions

Open-ended Interview Questions

Open-ended questions are usually the questions to make the candidate feel relaxed and comfortable, these questions require thought and are obliged to reveal the job seeker’s attitudes and opinions, for example, behavioral questions. Here, the candidate demonstrates more about their communication skills, for this, the interviewer asks some personal and past experience-related questions. (Half, 2020)

Examples of Open-ended questions

• “Can you describe how you handle tight deadlines on the job?”
• “Can you give me an illustration of how you improved productivity at your last job?”
• “Why do you want to work for this company?”
• “What are your methods for avoiding errors?”
• “What are your greatest strengths and weaknesses?”
• “What’s the biggest challenge you’ve ever faced in any job?”
• “What direction do you see your career taking in five years?”
• “What does your ideal job look like?”
• “What could your current company do to be more successful?”

(Half, 2020)

When to use it?

These above-mentioned questions should be asked frequently throughout the interview process. This will help you be freer between certain questions or case types, and the interviewer should always ensure that these questions are combined with closed-ended questions. (Half, 2020)

Pitfall to avoid: The interviewer must ask the candidate to understand and answer the question, otherwise they may lose their way and probably will not answer the closed-ended question because both questions must be sufficiently linked. (Half 2020)

Benefits of Open-ended questions

• Allow Unlimited Answers – These questions will open a way to ask another set of questions. The interviewer has a great opportunity to gather a lot of information about the candidate. Different candidates carry out conversations in different ways from different angles.
•  Provide Unexpected New Insights- Open-ended questions help elicit unexpected answers from different perspectives that the interviewer may never have thought of. For example, suggestions or solutions to different problems can allow the interviewer to understand the potential of the candidate .
•  Provides more detail- Here, the responses prepared by the interviewer are just the way the candidate speaks, providing more nuance, explaining them more fluently, and leading to less ambiguous responses.
•  Provides more detailed qualitative data- These types of questions provide more qualitative answers and help interviewers read between the lines and understand them as individuals.
•  Express your views and opinions- Open-ended questions will allow interviewers to analyze the emotions, feelings, and personality of the person as they discuss the path or ideas based on their personality/point of view.
•  Tracking the entire customer journey- Interviewers need to have a general understanding of their candidates to provide feedback and make them satisfied with their performance in the interview. (Learn, 2021)

Limitations of Open-ended questions

• Time-consuming – Here, the candidate is likely to talk about his life or personal experience in detail, which may lead to extended conversation time and the interviewer may not be able to complete the interview on time.
•  Low response rate -If the candidate takes a long time to answer open-ended questions, this may result in fewer answers to closed-ended questions, and they may answer some questions prepared for closed-ended questions.
•   Difficult to compare – Because the answers are objective, it will be a difficult task for the interviewer to compare and recall all answers with data points and consistent results.
•  Irrelevant information – Some candidates may provide irrelevant information, which can lead to missing clues to the question and confusion when answering.
•   Difficult to analyze- These problems are more difficult to analyze because they contain unstructured data and therefore are not easy to calculate. (Learn, 2021)

  Guidelines to prepare an open-ended interview:

• Use Relevant Examples:  Every question is answered with unlimited responses, but they won’t all get you  the work . Tailor your response  to suit  the position by using relevant examples. When asked “If  you’ll  have  the right  job, what  wouldn’t it  be?” use the responsibilities  related to  the position  to make  your dream  description ,  rather than  sharing your fantasy of becoming a  rocker .
• Be Specific:  Interviewers ask vague  inquiries to  see where you’ll  accompany  them. Offer  an in-depth  response  to color  a transparent  picture of  the rationale  you’re  the simplest  choice for  the work . The more pointed your response is,  the better  it’ll  be for the hiring manager  to measure  your fit. Rambling and veering off-track will only earn you a rejection letter.
• Practice Replies to Common Inquiries:  Expect to be asked standard questions like “Tell me about yourself” and “Why are you  the simplest  person for the job?” Anticipate these inquiries  before  time and prepare a winning response. It  is often  difficult to  consider  an excellent  reply on the spot, so do your homework  and are available  to the interview  able to  give your well-rehearsed reply.
• Let Your Personality Shine:  Many companies ask quirky questions like “If you were an animal, which one would you be?”  to urge  a glimpse of your personality and see if  you’d  be  an honest  fit for  their company culture. You can’t really anticipate these inquiries, so be  able to  think fast. Let your true personality show, because that’s what the interviewer wants  to ascertain . If you’re  an honest  fit for  the position, then great. If not, it’s better  to understand  now than after accepting an  employment  offers.   

(Connelly, 2015)

What words are used?

  When people speak, their communication often exceeds their intentions. Pay attention to the connotation of the words used by the interviewee. Look for ambiguous words that can have multiple meanings.

 What is the context?

The interview did not happen in a vacuum; everything the interviewee said happened in a certain context. Sometimes, the context can have a significant impact on the results. For example, comments may be influenced by factors such as widespread media attention on related topics, local news about education cuts, etc.

 To what extent are these beliefs, feelings, or thoughts shared?

One of the biggest challenges of qualitative research is to understand the level of attention paid to various comments. What is a major discovery, what is a minor discovery, and what is not a discovery at all?

 Here are some simple guidelines to help you make these distinctions:

• Frequency and amplitude. How often does this view appear in interviews? How many people agree with this view? A widely held view or experience can be an important discovery, while a view that appears only once may not (unless it is a good idea or knowledge).
• Strength. How strongly do people feel about this view? Is the interviewee enthusiastic about a particular point of view, or is it neutral and carefree?
• Specificity. Are the interviewees’ feelings and beliefs based on specific personal feelings and experiences, or do they generally refer to “what most people say”? For example, in a particular OST program, the specific anecdote of injuries due to poor supervision should have more weight than the interviewee’s “everyone said that the place is not good”.  (Workbook E, Page 17)

https://kpu.pressbooks.pub/app/uploads/sites/258/2021/05/G-OEI.png

Sample script of Open-Ended interview

Open-Ended Interview script

Manager: Hi Daniel. Thank you for being here today. This is Gracey Katlyn Pleased to meet you.

Applicant:  Hi, I am Daniel Cortez. Nice to meet you too.

 Manager:   Tell me about yourself.

Applicant: I am an excellent team member. I like to collaborate and contribute as much as possible during the project. If I finish my homework and have free time, I will ask my colleagues if I can do something for them. I always try to take the time to answer any questions, especially questions from new team members. I believe that teamwork and collaboration can help create better and more efficient results. ”

Manager: What are your greatest strengths?

Applicant:  “I have always been a born leader. I also regularly hone my management skills through 360 reviews and candid meetings with the team, and I know that continuing to develop my leadership skills is the goal of my next position. ”

Manager: What is your motivation?

Applicant: One of my biggest motivations is the end-user experience. In my current role as a front-end developer, I know how many details can improve the product. I want to make sure that each button is in the best position, that the drop-down menu is correct, and that each page can be enlarged. Receiving positive feedback from clients or clients motivates me to do my best. ”

Manager: What makes you a suitable candidate for this job?

Applicant:  Judging from the information I have gathered about your company; your company has a strong work system and you need organized employees to manage day-to-day operations. My Work experience shows that I have a history of success in organizing and communicating with employees. I look forward to using my skills to benefit the organization. ”

Manager: Where will you be in five years?

Applicant:   Five Years later, I believe that I am in a middle management position in this company, and I have a strong view of top management. If possible, I want to take on the role of product manager and then maybe take a coaching position. I have worked hard to improve my leadership skills for success and growth, and this company is the ideal environment to do so.

Indeed Editorial Team (November 30, 2020)

Cl ose-ended  Inte rvie w Questions

The close-ended questions are usually simple answers which might be yes or no, multiple types, ordinal, interval, and ratio type questions which will help you to gain factual information. They can be complicated and confusing based on the answers given in open-ended questions. (Half, 2020)

Examples of Closed-ended questions:

• “How many years did you work for your last employer?”
• “Have you ever worked in a different industry?”
• “What’s the longest you’ve worked for any employer?”
• “Are you comfortable working remotely?”
• “Do you have much experience with social media?”

These types of questions are best while eliciting or setting a stage for complex questions as they might get a path to answer or can make them feel relaxed while ending pleasantly. (Half, 2020)

Pitfall to avoid: The interviewer should not ask too many close-ended questions as the candidate can feel interrogated especially when the interviewer is not able to link the entire process. (Half, 2020)

Benefits of Close-ended questions

• Easier and quicker to answer: These type of questions can be answered easily and faster as they are one option or one-word answers and does not need much time.
• Help in obtaining measurable and quantitative data: These questions can be easily measured or corrected as there is only one answer and the candidates selected with the right one can be hired or called for the next round.
• Better understanding through answer options: The candidate doesn’t need to know the answer for all the questions but when they look at the options available it’s easy for them to identify the right one.
• Customers are more likely to respond: It takes only less time to answer given questions as they just need to select the answer and don’t have to give any explanation.
• Help to get rid of irrelevant answers: This type of question is structured data with predefined relevant answers.
• Comparable answers: The answers provided by the candidate are easy to compare with other candidates.
• Can be customized easily: these questions are easy to replicate and modify based on the type of survey, organization, or business. (Dawer, 2019)

Limitations of Close-ended questions

• Unable to provide detailed information: Although these questions can be answered easily the interviewer won’t be able to acquire the exact answer or reason why they have opted for certain options.
• Cannot help to receive customer opinions: The candidate cannot provide the reason why they have rated the products or services of the company and this can hamper the interviewer from selecting the right candidate.
• It is not possible to cover all possible answers: All the candidates are different from each other and might not have the option as per their knowledge or thinking this can limit their options or opinions about certain services or products provided by the company.
• More choices can create more confusion: Providing more than 3 options can confuse the candidate and they might end up in some answers which they are sure of.
• Can suggest answers which the customer may not be thinking: Some candidates might not even be thinking the same way as the questions and options are given but the options will make them think differently.
• Customers having no opinion will also answer: In some cases, the candidate might not even have any idea about the questions given but to complete the survey and get the feedback they might tick or select one option other than leaving it unattended.
• Not possible to find out if the question is misinterpreted: If the candidate misinterprets the answer in a closed-end question this will make the interviewer realize their mistake when answered the open-ended questions. (Dawer, 2019)

Guidelines to prepare close-ended interview

• First, the closing signals the termination of the interview but not the relationship.
• Second, the closing may express supportiveness to enhance the relationship and bring the interview to a positive close.
• Third, the closing may summarize the interview. A summary must accurately reflect the important elements of the interview.
• Be sincere and honest.
• Do not rush the closing.
• Do not introduce new topics or ideas during the closing.
• Leave the door open for future contacts.
• Avoid false closings when the interview is not really over.
• Avoid failed departures when you soon meet up again with the party after having concluded the interview.   ( Ch4 Structuring the Interview , 2017)

 Manager: Have you at any point been terminated from a task? Indeed or no? Clarify.

 Applicant: No. There has never been any justification a business to release me.

 Manager: Do you get a kick out of the chance to work under tension? Indeed or no? Clarify. 

 Applicant: Yes. Obviously, it relies upon the sort of pressing factor yet when in doubt I would need to answer that I do. I find that pressing factor will in general further develop my presentation since it builds my assurance to take care of business. I feel that I am a self-starter however pressure gives me that additional motivation or push that we as a whole need every once in a while.

Manager: With what number of different associations have you met? What are their names?

Applicant: This is the solitary meeting I have had up until now. I’m by and large amazingly specific.

Manager: Do you realize how to utilize or work on (typewriter, PC, drill press, the 3 C’s of selling, SWOT examination, and so forth)? Indeed or no? Clarify.

Applicant: Yes. I utilized (a typewriter, PC, drill press, and so on) in my last work and turned out to be intimately acquainted with it. I additionally found that I did very well with it and came to appreciate utilizing it.

Manager:   Are you looking for work in an organization of a specific size? Indeed or no? Clarify.

Applicant:  Yes. I might want to work for an organization that offers me an opportunity to create and utilize the entirety of my abilities. I feel an enormous organization can allow me that opportunity.

  Manager: Are you satisfied with your experience with us? 

Applicant: Yes. I am looking forward to hear from you.

Thank you for your time, Daniel. We will disclose the results soon.

( The Closed-Ended Questions during an Interview , 2014)

Difference between Open-Ended Interview and Close-Ended Interview

(Dossetto, 2014)

https://www.hotjar.com/blog/open-ended-questions/

To conclude, the open and closed-ended questions play an important role in an interview as they offer both quantitative and qualitative answers despite all the case type questions asked, as it is essential for a company to know and understand the communication skill of the employee to attract more customers and for that the employee should able to talk briefly and sufficiently rather than providing some irrelevant answers. These types of characteristics can be only analyzed in the open-ended questions as they will share their personal and professional experience and in the case of close-ended questions, they share more of their feelings or emotions towards certain aspects of situations. Therefore, an interviewer has to be fully prepared and expect surprising answers from the candidates.

• Qualitative data:  Qualitative data focuses on the characteristics. It is generally used when the descriptive form of data is needed to be collected.
• Quantitative data: Quantitative data is measured in terms of numerical values. It is collected when there is a need to analyze the statistical data.
• Hypothetical interviews: Hypothetical data are a kind of theoretical data based on assumptions.
• Out-of-the-box interviews: Out-of-the-box interviews mean being more creative and innovative. It means to think logically.

LaRock, H. (2019, December 13). How to Write an Interview Script . Bizfluent.

https://bizfluent.com/13370557/how-to-write-an-interview-script

Half, R. (2020, August 26). 4 Types of Job Interview Questions to Help You Dig Deeper . 4 Types of Interview Questions Employers Ask | Robert Half.

https://www.roberthalf.com/blog/how-to-interview-candidates/job-interview-questions-4-types-to-consider

learn, monkey. (2021, January 25). What Are Open-ended Questions? Advantages & Disadvantages . MonkeyLearn Blog. https://monkeylearn.com/blog/advantages-of-open-ended-questions/

Connelly, S. (2015, November 30). Tips for Answering Open-Ended Interview Questions . SPARKS GROUP.

https://blog.sparksgroupinc.com/candidate/tips-for-answering-open-ended-interview-questions#:~:text=Use%20these%20guidelines,a%20job%20offer.

https://www.indeed.com/career-advice/interviewing/tough-open-ended-questions

Dawer, N. (2019, October 9). Advantages & Disadvantages of Closed-Ended Questions in Feedback Forms. Zonka Feedback.

https://www.zonkafeedback.com/blog/advantages-and-disadvantages-of-closed-ended-questions

( Open-Ended Questions [vs Close-Ended] + 7 Examples , 2014)

https://www.hotjar.com/blog/open-ended-questions/#:~:text=%F0%9F%91%87%20Closed-ended%20question%20example,are%20looking%20for%20today%3F

The Closed-Ended Questions during an Interview . (2014, May 14). EmploymentCrossing.Com. https://www.employmentcrossing.com/article/900041500/The-Closed-Ended-Questions-during-an-Interview/

( Ch4 Structuring the Interview , 2017)

https://studylib.net/doc/9712406/ch4-structuring-the-interviewhttps://slideplayer.com/slide/8410106/#:~:text=Closing%20the%20Interview%20Functions,having%20concluded%20the%20interview.

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Speech for Joining a Company as a New Manager

When you join a company as a new manager, the core requirement of your introductory speech is to show the qualities that will encourage and enable your staff to be successful. Your speech needs to convey your aims and illustrate how you will be an approachable, inspirational leader.

Your first speech as a new manager is terribly important because it will shape your employees' opinion of you and so have a great impact on your achievements in your new role. You do not want to sound like the boss from hell, nor do you want to come across as a pushover.

Use the following tips and template to help you strike the right balance.

Preparation for Your New Manager's Speech

Template for your new manager's speech, 1. introduce yourself.

• Gather everyone together
• Introduce yourself in a suitable manner
• Say you are excited to be working with your new team
• Give a brief personal/professional history

Example: I wanted to gather you all together to introduce myself and tell you a little bit about my plans for (company/department name). As some of you may already know, my name is (name) and I have joined (company name) as part of the new sales-focused initiative. I have been told that you are an enthusiastic, results-driven team and I am looking forward to utilising your talents for the benefit of us all. I come from a high-value sales project background and will be introducing some new projects to help us reach our potential.

2. Make Your Aims Clear

• Highlight your aims for the team
• Make it clear that you are approachable and fair
• Explain how you will get the best from your team

3. Build Loyalty and Shared Expectations

In order to empower and encourage your new team to work as hard as possible, they need to want to work with you. You need to come across as a manager that will fight their corner and support them as individuals. You do not need to be ‘one of them’ as, after all, you have to manage them, but you do need to build loyalty and shared expectations. By finishing your speech in this way, your new team will leave the meeting on a high and feeling positive about their new manager.

• Show that you will support your team
• Conclude with a positive message

Example: I am sure that we can work well together and I know that you are all capable of a great deal. I am here to help you reach your potential so I’m relying on each of you to prove me right!

New Campaign?

Effective Self-Introductions (Inspiring Examples and Scripts)

By Status.net Editorial Team on September 22, 2023 — 21 minutes to read

• Structure of a Good Self-introduction Part 1
• Examples of Self Introductions in a Job Interview Part 2
• Examples of Self Introductions in a Meeting Part 3
• Examples of Casual Self-Introductions in Group Settings Part 4
• Examples of Self-Introductions on the First Day of Work Part 5
• Examples of Good Self Introductions in a Social Setting Part 6
• Examples of Good Self Introductions on Social Media Part 7
• Self-Introductions in a Public Speaking Scenario Part 8
• Name-Role-Achievements Method Template and Examples Part 9
• Past-Present-Future Method Template and Examples Part 10
• Job Application Self-Introduction Email Example Part 11
• Networking Event Self-Introduction Email Example Part 12
• Conference Self-Introduction Email Example Part 13
• Freelance Work Self-Introduction Email Example Part 14
• New Job or Position Self-Introduction Email Example Part 15

Whether you’re navigating a job interview, networking event, or simply meeting new people, the way you introduce yourself sets the tone for the entire interaction. In this comprehensive guide, we’ll equip you with the essential tools and techniques to confidently and effectively introduce yourself in any situation, leaving a lasting and positive impression.

Part 1 Structure of a Good Self-introduction

• 1. Greeting and introduction: Start by greeting the person you’re speaking to and introducing yourself. For example, “Hi, my name is Jane. Nice to meet you!”
• 2. Brief personal background: Give a brief overview of your personal background, such as where you’re from or what you do. For example, “I’m originally from California, but I moved to New York a few years ago. I work in marketing for a tech company.” Related: 10 Smart Answers: “Tell Me About Yourself”
• 3. Professional experience: Highlight your relevant professional experience, including your current or previous job titles and any notable achievements. For example, “I’ve been working in marketing for about 5 years now, and I’m currently a Senior Marketing Manager at my company. Last year, I led a successful campaign that resulted in a 20% increase in sales.” Related: How to Describe Yourself (Best Examples for Job Interviews)
• 4. Skills and strengths: Mention any skills or strengths that are relevant to the conversation or the situation you’re in. For example, “I’m really passionate about data analysis and using insights to inform marketing strategy. I’m also a strong communicator and enjoy collaborating with cross-functional teams.” Related: 195 Positive Words to Describe Yourself [with Examples] 35 Smart Answers to “What Are Your Strengths?” What Are Your Strengths And Weaknesses? (Answers & Strategies)
• 5. Personal interests: Wrap up your self-introduction by mentioning a few personal interests or hobbies, which can help to humanize you and make you more relatable. For example, “In my free time, I love hiking and exploring new trails. I’m also a big fan of trying out new restaurants and cooking at home.”
• Related: Core Values List: 150+ Awesome Examples of Personal Values Best Examples of “Fun Facts About Me” What Are Your Values? How to Discover Your Values

Part 2 Examples of Good Self Introductions in a Job Interview

When introducing yourself in an interview, you should be confident, clear, and knowledgeable. Maintain eye contact, speak with a steady tone, and be concise. Prepare your introduction beforehand to avoid stumbling or getting too wordy. Try to cover these aspects:

• Current or most recent position/job
• A relevant accomplishment or strength
• Why you are excited about the company or role

Templates and Scripts

“Hello, my name is [Your Name], and I recently worked as a [Your Most Recent Position] at [Company/Organization]. I successfully managed a team of [Number] members, achieving a [Relevant Accomplishment or Growth]. I’m excited about the opportunity at [Interviewer’s Company] because [Reason Why You’re Interested].”

“Hi, I’m [Your Name], a [Current Job Title or Major Accomplishment]. I’m passionate about [Relevant Industry or Skillset] and have a proven track record of [Specific Result or Achievement]. I believe my skills and experience make me well-suited for this role at [Company], and I’m excited to explore how I can contribute to [Company Goal or Project].”

“Hi, my name is Jane Doe, and I’m the Assistant Marketing Manager at ABC Corp. I recently implemented a successful social media campaign, which increased engagement by 30%. I’m thrilled about the possibility of working with XYZ Inc. because of your innovative marketing strategies.”

“Hello, I’m John Smith, a financial analyst with five years of experience in the banking industry. I’ve consistently exceeded sales targets and helped my team win an award for excellent customer service. I’m excited to join DEF Ltd. because of your focus on sustainable and responsible investing.”

Remember to tailor your introduction to the specific interview situation and always show enthusiasm for the position and company. This will show the interviewer that you are the right fit.

Related: How to Describe Yourself (Best Examples for Job Interviews)

Part 3 Examples of Good Self Introductions in a Meeting

General tips.

When introducing yourself in a meeting, consider these tips:

• Start with a greeting: Begin with a simple “hello” or “good morning.”
• State your name clearly: Don’t assume everyone knows you already.
• Mention your role in the company: Help others understand your position.
• Share relevant experience or accomplishments: Give context to your expertise.
• Be brief: Save detailed explanations for later conversations.
• Show enthusiasm: Display interest in the meeting and its objectives.
• Welcome others: Encourage a sense of connection and camaraderie.

Here are some templates and scripts to use when introducing yourself in a meeting:

• Basic introduction : Hi, I’m [Name], and I work as a [Your Role] in the [Department]. It’s great to meet you all.
• Involvement-focused : Good morning, everyone. I’m [Name], [Your Role]. I handle [Responsibility] in our team, and I’m looking forward to working with you on [Project].
• Experience-based : Hello! My name is [Name] and I’m the [Your Role] here. I’ve [Number of Years] of experience in [Skills or Industry], so I hope to contribute to our discussions during the meeting.

Here are some examples of self-introductions in different scenarios:

• New team member : Hi, I’m [Name]. I just joined the [Department] team as the new [Your Role]. I have a background in [Relevant Experience] and am excited to start working with you on our projects!
• External consultant : Hello everyone, my name is [Name], and I’m here in my capacity as a [Your Role] with [Your Company]. I specialize in [Skill or Industry], and I’m looking forward to partnering with your team to achieve our goals.
• Guest speaker : Good morning, I’m [Name], a [Your Position] at [Organization]. I have expertise in [Subject], and I’m honored to be here today to share my insights with you.

Related: 10 Smart Answers: “Tell Me About Yourself”

Part 4 Examples of Casual Self-Introductions in Group Settings

Template 1:.

“Hi, I’m [your name], and I’m a [profession or role]. I love [personal hobby or interest].”

“Hi, I’m Emily, and I’m a pediatric nurse. I love gardening and spending my weekends tending to my colorful flower beds.”

“Hello, I’m Mark, and I work as a data analyst. I love reading science fiction novels and discussing the intricacies of the stories with fellow book enthusiasts.”

“Hey there, I’m Jessica, and I’m a chef. I have a passion for traveling and trying new cuisines from around the world, which complements my profession perfectly.”

Template 2:

“Hey everyone, my name is [your name]. I work as a [profession or role], and when I’m not doing that, I enjoy [activity].”

“Hey everyone, my name is Alex. I work as a marketing manager, and when I’m not doing that, I enjoy hiking in the wilderness and capturing the beauty of nature with my camera.”

“Hello, I’m Michael. I work as a software developer, and when I’m not coding, I enjoy playing chess competitively and participating in local tournaments.”

“Hi there, I’m Sarah. I work as a veterinarian, and when I’m not taking care of animals, I enjoy painting landscapes and creating art inspired by my love for wildlife.”

“Hi there! I’m [your name]. I’m currently working as a [profession or role], and I have a passion for [hobby or interest].”

“Hi there! I’m Rachel. I’m currently working as a social worker, and I have a passion for advocating for mental health awareness and supporting individuals on their journeys to recovery.”

“Hello, I’m David. I’m currently working as a financial analyst, and I have a passion for volunteering at local animal shelters and helping rescue animals find their forever homes.”

“Hey, I’m Lisa. I’m currently working as a marine biologist, and I have a passion for scuba diving and exploring the vibrant underwater ecosystems that our oceans hold.”

Related: 195 Positive Words to Describe Yourself [with Examples]

Part 5 Examples of Good Self-Introductions on the First Day of Work

On your first day of work, it’s crucial to make a good impression with a well-crafted self-introduction. Keep it brief and concise, focusing on your name, role, and background. Make sure to smile, maintain eye contact, and exude confidence. It’s fine to share a little about your personal life, but avoid oversharing.

Here are some templates and scripts to help guide your self-introduction:

• Simple Introduction : “Hi, my name is [Your name], and I’m the new [Your position] here. I recently graduated from [Your university or institution] and am excited to join the team. I’m looking forward to working with you all.”
• Professional Background : “Hello everyone, I’m [Your name]. I’ve joined as the new [Your position]. With my background in [Your skills or experience], I’m eager to contribute to our projects and learn from all of you. Don’t hesitate to reach out if you have any questions.”
• Personal Touch : “Hey there! I’m [Your name], and I’ve recently joined as the new [Your position]. On the personal side, I enjoy [Your hobbies] during my free time. I’m looking forward to getting to know all of you and working together.”

Feel free to tweak these scripts as needed to fit your personality and work environment.

Here are some specific examples of self-introductions on the first day of work:

• Marketing Manager : “Hi, my name is Alex, and I’m excited to be the new Marketing Manager here. I’ve been in the marketing industry for five years and have worked on various campaigns. Outside of work, I love exploring new hiking trails and photography. I can’t wait to collaborate with you all.”
• Software Engineer : “Hello, I’m Priya, your new Software Engineer. I graduated from XYZ University with a degree in computer science and have experience in Python, Java, and web development. In my free time, I enjoy playing the guitar and attending live concerts. I’m eager to contribute to our team’s success and learn from all of you.”

Related: Core Values List: 150+ Awesome Examples of Personal Values

Part 6 Examples of Good Self Introductions in a Social Setting

When introducing yourself in a social setting, it’s crucial to create a positive impression. Keep your body language open and approachable, maintain eye contact, smile, and project confidence. Start with a greeting and follow up with your name. Share something interesting or unique about yourself to engage others in conversation, but avoid oversharing or dominating the conversation. Listen actively and show interest in others, asking questions and seeking common ground.

Here are some templates and scripts to help with your self-introduction in various social settings:

Casual gatherings: “Hi, I’m [Name]. Nice to meet you! I’m a huge fan of [hobby]. How about you, what do you enjoy doing in your free time?”

Networking events: “Hello, I’m [Name] and I work as a [profession] at [company]. I’m excited to learn more about what everyone here does. What brings you here today?”

Parties at a friend’s house: “Hi there, my name is [Name]. I’m a friend of [host’s name] from [work/school/etc]. How do you know [host’s name]?”

Here are some examples of self-introductions in various social settings:

• Casual gathering: “Hey, my name is Jane. Great to meet you! I love exploring new coffee shops around the city. What’s your favorite thing to do on weekends?”
• Networking event: “Hi, I’m John, a website developer at XY Technologies. I’m eager to connect with people in the industry. What’s your field of expertise?”
• Party at a friend’s house: “Hello, I’m Laura. I met our host, Emily, in our college photography club. How did you and Emily become friends?”

Related: Best Examples of “Fun Facts About Me”

Part 7 Examples of Good Self Introductions on Social Media

When introducing yourself on social media, keep it concise, personable, and informative. Showcase your personality while maintaining a professional tone. To stand out, include unique interests or hobbies, and highlight your skills or achievements.

• Keep it brief: Social media is fast-paced, so stick to the essentials and keep your audience engaged.
• Show your personality: Let your audience know who you are beyond your job title or education.
• Include a call-to-action: Encourage your followers to engage with you by asking a question or directing them to your website or other social media profiles.

Template 1: Brief and professional

Hi, I’m [Your Name]. I’m a [Job Title/Field] with a passion for [Interests or Hobbies]. Connect with me to chat about [Subject Matter] or find more of my work at [Website or Social Media Handle].

Template 2: Casual and personal

Hey there! I’m [Your Name] and I love all things [Interest or Hobby]. In my day job, I work as a [Job Title/Field]. Let’s connect and talk about [Shared Interest] or find me on [Other Social Media Platforms]!

Template 3: Skill-focused

Hi, I’m [Your Name], a [Job Title/Field] specializing in [Skills or Expertise]. Excited to network and share insights on [Subject Matter]. Reach out if you need help with [Skill or Topic] or want to discuss [Related Interest]!

Example 1: Brief and professional

Hi, I’m Jane Doe. I’m a Marketing Manager with a passion for photography and blogging. Connect with me to chat about the latest digital marketing trends or find more of my work at jdoephotography.com.

Example 2: Casual and personal

Hey there! I’m John Smith and I love all things coffee and travel. In my day job, I work as a software developer. Let’s connect and talk about adventures or find me on Instagram at @johnsmithontour!

Example 3: Skill-focused

Hi, I’m Lisa Brown, a Graphic Designer specializing in branding and typography. Excited to network and share insights on design. Reach out if you need help with creating visually appealing brand identities or want to discuss minimalistic art!

Part 8 Self-Introductions in a Public Speaking Scenario

When introducing yourself in a public speaking scenario, maintain eye contact, speak clearly, and show enthusiasm. Keep it concise, focusing on your background and what you bring to the table. Stay genuine, along with sharing something relatable or interesting about yourself to form an emotional connection.

• Professional introduction: “Hello, my name is [Your Name], and I have [number of years] of experience working in [your field]. Throughout my career, I have [briefly mention one or two significant accomplishments]. Today, I am excited to share [the main point of your presentation].”
• Casual introduction: “Hey everyone, I’m [Your Name], and I [briefly describe yourself, e.g., your hobbies or interests]. I’m really thrilled to talk to you about [the main point of your presentation]. Let’s dive right into it!”
• Creative introduction: “Imagine [paint a visual with a relevant story]. That’s where my passion began for [the main point of your presentation]. My name is [Your Name], and [mention relevant background/information].”
• Professional introduction: “Hello, my name is Jane Smith, and I have 15 years of experience working in marketing and advertisement. Throughout my career, I have helped companies increase their revenue by up to 50% using creative marketing strategies. Today, I am excited to share my insights in implementing effective social media campaigns.”
• Casual introduction: “Hey everyone, I’m John Doe, and I love hiking and playing the guitar in my free time. I’m really thrilled to talk to you about the impact of music on mental well-being, a topic close to my heart. Let’s dive right into it!”
• Creative introduction: “Imagine standing at the edge of a cliff, looking down at the breathtaking view of nature. That’s where my passion began for landscape photography. My name is Alex Brown, and I’ve been fortunate enough to turn my hobby into a successful career. Today, I’ll share my expertise on capturing stunning images with just a few simple techniques.”

Effective Templates for Self-Introductions

Part 9 name-role-achievements method template and examples.

When introducing yourself, consider using the NAME-ROLE-ACHIEVEMENTS template. Start with your name, then mention the role you’re in, and highlight key achievements or experiences you’d like to share.

“Hello, I’m [Your Name]. I’m currently working as a [Your Current Role/Position] with [Your Current Company/Organization]. Some of my key achievements or experiences include [Highlight 2-3 Achievements or Experiences].”

“Hello, I’m Sarah Johnson. I’m a Senior Software Engineer with over 10 years of experience in the tech industry. Some of my key achievements include leading a cross-functional team to develop a groundbreaking mobile app that garnered over 5 million downloads and receiving the ‘Tech Innovator of the Year’ award in 2020.”

“Hi there, my name is [Your Name]. I serve as a [Your Current Role] at [Your Current Workplace]. In my role, I’ve had the opportunity to [Describe What You Do]. One of my proudest achievements is [Highlight a Significant Achievement].”

“Hi there, my name is David Martinez. I currently serve as the Director of Marketing at XYZ Company. In my role, I’ve successfully executed several high-impact marketing campaigns, resulting in a 30% increase in brand visibility and a 15% boost in revenue last year.”

Template 3:

“Greetings, I’m [Your Name]. I hold the position of [Your Current Role] at [Your Current Company]. With [Number of Years] years of experience in [Your Industry], I’ve had the privilege of [Mention a Notable Experience].”

“Greetings, I’m Emily Anderson. I hold the position of Senior Marketing Manager at BrightStar Solutions. With over 8 years of experience in the technology and marketing industry, I’ve had the privilege of spearheading the launch of our flagship product, which led to a 40% increase in market share within just six months.”

Part 10 Past-Present-Future Method Template and Examples

Another template is the PAST-PRESENT-FUTURE method, where you talk about your past experiences, your current situation, and your future goals in a concise and engaging manner.

“In the past, I worked as a [Your Previous Role] where I [Briefly Describe Your Previous Role]. Currently, I am [Your Current Role] at [Your Current Workplace], where I [Briefly Describe Your Current Responsibilities]. Looking to the future, my goal is to [Your Future Aspirations].”

“In the past, I worked as a project manager at ABC Corporation, where I oversaw the successful delivery of multiple complex projects, each on time and within budget. Currently, I’m pursuing an MBA degree to enhance my business acumen and leadership skills. Looking to the future, my goal is to leverage my project management experience and MBA education to take on more strategic roles in the company and contribute to its long-term growth.”

“In my earlier career, I [Describe Your Past Career Experience]. Today, I’m [Your Current Role] at [Your Current Company], where I [Discuss Your Current Contributions]. As I look ahead, I’m excited to [Outline Your Future Plans and Aspirations].”

“In my previous role as a software developer, I had the opportunity to work on cutting-edge technologies, including AI and machine learning. Today, I’m a data scientist at XYZ Labs, where I analyze large datasets to extract valuable insights. In the future, I aspire to lead a team of data scientists and contribute to groundbreaking research in the field of artificial intelligence.”

“During my previous role as a [Your Previous Role], I [Discuss a Relevant Past Achievement or Experience]. Now, I am in the position of [Your Current Role] at [Your Current Company], focusing on [Describe Your Current Focus]. My vision for the future is to [Share Your Future Goals].”

“During my previous role as a Sales Associate at Maplewood Retail, I consistently exceeded monthly sales targets by fostering strong customer relationships and providing exceptional service. Now, I am in the position of Assistant Store Manager at Hillside Emporium, where I focus on optimizing store operations and training the sales team to deliver outstanding customer experiences. My vision for the future is to continue growing in the retail industry and eventually take on a leadership role in multi-store management.”

Examples of Self-introduction Emails

Part 11 job application self-introduction email example.

Subject: Introduction from [Your Name] – [Job Title] Application

Dear [Hiring Manager’s Name],

I am writing to introduce myself and express my interest in the [Job Title] position at [Company Name]. My name is [Your Name], and I am a [Your Profession] with [Number of Years] of experience in the field.

I am impressed with [Company Name]’s reputation for [Company’s Achievements or Mission]. I am confident that my skills and experience align with the requirements of the job, and I am excited about the opportunity to contribute to the company’s success.

Please find my resume attached for your review. I would appreciate the opportunity to discuss my qualifications further and learn more about the position. Thank you for considering my application.

Sincerely, [Your Name]

Related: Get More Interviews: Follow Up on Job Applications (Templates)

Part 12 Networking Event Self-Introduction Email Example

Subject: Introduction from [Your Name]

Dear [Recipient’s Name],

I hope this email finds you well. My name is [Your Name], and I am excited to introduce myself to you. I am currently working as a [Your Profession] and have been in the field for [Number of Years]. I am attending the [Networking Event Name] event next week and I am hoping to meet new people and expand my network.

I am interested in learning more about your work and experience in the industry. Would it be possible to schedule a quick call or meeting during the event to chat further?

Thank you for your time, and I look forward to hearing back from you.

Best regards, [Your Name]

Part 13 Conference Self-Introduction Email Example

Subject: Introduction from [Your Name] – [Conference or Event Name]

I am excited to introduce myself to you as a fellow attendee of [Conference or Event Name]. My name is [Your Name], and I am a [Your Profession or Industry].

I am looking forward to the conference and the opportunity to network with industry experts like yourself. I am particularly interested in [Conference or Event Topics], and I would love to discuss these topics further with you.

If you have some free time during the conference, would you be interested in meeting up for coffee or lunch? I would love to learn more about your experience and insights in the industry.

Part 14 Freelance Work Self-Introduction Email Example

Subject: Introduction from [Your Name] – Freelance Writer

Dear [Client’s Name],

My name is [Your Name], and I am a freelance writer with [Number of Years] of experience in the industry. I came across your website and was impressed by the quality of your content and the unique perspective you offer.

I am writing to introduce myself and express my interest in working with you on future projects. I specialize in [Your Writing Niche], and I believe my skills and experience would be a great fit for your content needs.

Please find my portfolio attached for your review. I would love to discuss your content needs further and explore how we can work together to achieve your goals. Thank you for your time, and I look forward to hearing from you soon.

Part 15 New Job or Position Self-Introduction Email Example

Subject: Introduction from [Your Name] – New [Job Title or Position]

Dear [Team or Department Name],

I am excited to introduce myself as the new [Job Title or Position] at [Company Name]. My name is [Your Name], and I am looking forward to working with all of you.

I have [Number of Years] of experience in the industry and have worked on [Your Achievements or Projects]. I am excited to bring my skills and experience to the team and contribute to the company’s success.

I would love to schedule some time to meet with each of you and learn more about your role in the company and how we can work together. Thank you for your time, and I look forward to meeting all of you soon.

Frequently Asked Questions

How can you create a powerful self-introduction script for job interviews.

To make a strong impression in job interviews, prepare a script that includes:

• Your name and current role or profession.
• Relevant past experiences and accomplishments.
• Personal skills or attributes relevant to the job.
• A brief mention of your motivation for applying.
• An engaging statement that connects your aspirations with the role or company.

Practice delivering your script with confidence and enthusiasm, maintaining eye-contact, and using a warm, professional tone.

How can students present a captivating self-introduction in class?

For an engaging self-introduction in class, consider mentioning:

• Your name and major.
• Where you’re from or something unique about your upbringing.
• Hobbies, interests, or extracurricular activities.
• An interesting fact or anecdote about yourself.
• Your academic or career goals and how they connect to the class.

Be sure to smile, maintain eye contact, and demonstrate enthusiasm and openness to making new connections.

What are tips for introducing yourself to a new team at work?

When introducing yourself to a new team at work, consider the following tips:

• Be friendly, respectful, and approachable.
• Start with your name and role, then briefly describe your responsibilities.
• Mention your background, skills, and relevant experiences.
• Share a personal interest or fun fact to add a personal touch.
• Express how excited you are to be part of the team and your desire to collaborate effectively.

How do you structure a self-introduction in English for various scenarios?

Regardless of the scenario, a well-structured self-introduction includes:

• Greeting and stating your name.
• Mentioning your role, profession, or status.
• Providing brief background information or relevant experiences.
• Sharing a personal touch or unique attribute.
• Concluding with an engaging statement, relevant to the context, that shows your enthusiasm or interest.
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Communication Ice Breaking Tips for the First Day as a New Manager

• Business Management
• Managing Employees
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Characteristics of a Business Manager

How to deal with a demoralizing boss, introducing yourself at work at an entry level.

• Conflict & Cooperation in the Workplace
• The Eight Classic Types of Workplace Behavior

If you landed a job as a new manager and you want to start things off on the right foot, begin by reflecting upon your strengths and weaknesses. According to Northeastern University , 58 percent of new managers haven’t gone through formal training or education related to management skills. Even if you feel prepared, you’ll want to focus on relationship building. Your new staff will form an opinion of you immediately and your ability to connect with them will make a difference. Read on to learn some new manager tips for the first day on the job.

Say Hello with Sincerity

Treat each opportunity to meet someone new as a way to build an authentic relationship. As new people are introduced to you, do your best to learn their names. Hone in on something unique about each person that you encounter. If possible, reconnect with each staff person during the day. You will make a dynamic first impression if you are intentional about connecting with the staff right away. A sincere connection with each employee is an essential item on a new manager checklist for the first day on the job.

Consider Employee Fears and Concerns

As you are writing your first day as a manager speech to be delivered to staff, avoid the word change. A survey of 288 companies by the University of Texas indicated that more than 40 percent of employees are afraid of change. Even though your job may be focused on transformative change, avoid discussing this on the first day. Employees will be wondering if you are going to change their role or ask them to do their work differently. If you begin by talking about the changes that you hope to make, you will begin building a wall that will be tough to tear down.

Meet with Each Employee

A new manager checklist should include an individual meeting with each employee. This is your opportunity to spend time listening, rather than talking. You will immediately break the ice with your employees if you show them that you’re interested in their thoughts and ideas. Here are a few questions that you can ask:

• I would like to learn more about you – tell me about yourself.
• Tell me about the work that you do in the organization.
• What do you need from a manager?
• What are some things that you are proud of in your work?
• What is an example of great teamwork that has occurred in this organization?
• What resources do you need to be more successful than you already are?
• How can I support you in your work?

These are just sample questions. You don’t want your first interaction to seem like a job interview. In between questions, be ready to share some information about who you are, too.

Communicate an Open-Door Policy

One of the most important new manager tips when starting at a new job is to establish an open-door policy. Let your employees know that you value open communication and that you really want staff to know that you are eager to help and be supportive. Model this by leaving your door open when you aren’t in a meeting. Similarly, encourage your staff to leave their doors open and pop in to say hello to each employee on a daily basis.

First Day as a Manager Speech

As you are writing your first day as a manager speech, put yourself in the shoes of your new employees. They are wondering what kind of boss you will be. Show your interest in their personal success and tout the success of the company. Recognize them for all of the accomplishments of the organization. Don’t spend too much time talking about yourself, but rather, tell them how much you want to learn about them. Here is an example of a speech introduction:

Good Morning! I am so excited to be a part of this successful team. I come to you with eager anticipation of the great work that we will do together. I look forward to learning about each of you and gathering your best ideas for how we can take this organization to even greater heights. Please know that if you need anything, my primary focus is to be a support and resource to each and every one of you. Over the coming days, my goal is to meet with each of you and learn more about your role in this amazing organization.

Hold a Staff Meeting

One of the most important new manager tips when starting a new job is to have a staff meeting. This is an ideal setting to give your first day as a manager speech. Use your staff meeting to encourage everyone to participate and engage in conversation. Here is a sample agenda of a first staff meeting:

• Opening introductions of you and your staff
• Teambuilder or icebreaker
• Next steps for working together

Keep your meeting short and to the point. Don’t go too deep into the details of the work that you are planning to do. Use this meeting to begin the process of creating a positive climate and team environment.

Try Some Teambuilders

Use a short icebreaker to kick off your first meeting with the staff. There may be some resistance at first, but a short activity will demonstrate your commitment to building a team. Here are a few to consider:

Weather Check:

Ask each person to give their personal weather forecast. If someone says, “Sunny and warm,” you’ll know that they are feeling positive about the meeting. If someone says, “Cloudy with a chance for rain,” check in with them later to see how they are feeling.

Two Truths and a Lie:

Ask each person to write on a piece of paper two things that are true about themselves and one that is a lie. Mix up the pieces of paper and distribute one to each person. Have participants read each one aloud and guess who wrote down the information.

Adjective Game:

Ask each participant to introduce themself with a descriptive adjective that begins with the same letter of their name. Have them further give an example of why they chose that particular adjective. Be the first one to participate in this game.

Bring Treats to Share

There’s no better way to break the ice than to break bread together. Bring a treat to share with your employees at your first staff meeting. Pick something that is gluten- and nut-free to be inclusive of everyone.

Do’s and Don’ts

Harvard Business Review discusses the importance of building a team before you jump into success-driven action steps. Consider these new manager tips for the first day:

• Learn as much as you can about your co-workers and direct reports.
• Be aware that your actions and behavior speak louder than your words.
• Set personal and group goals.
• Show your support by demonstrating care for each employee.
• Look for ways that you can serve as a problem-solver.
• Begin working on tasks before developing relationships with others.
• Fail to explain expectations and your personal work style.
• Learn about the needs of each individual employee.
• Assume that the first person who talks to you is liked by all.
• Develop assumptions about people without getting to know them personally.
• Harvard Business Review: Becoming the Boss
• Ascend: What New Team Leaders Should Do First
• Northeastern University: Are You a New Manager?

Dr. Kelly Meier earned her doctorate from Minnesota State Mankato in Educational Leadership. She is the author and co-author of 12 books focusing on customer service, diversity and team building. She serves as a consultant for business, industry and educational organizations. Dr. Meier has written business articles and books for Talico, Inc, Dynateam Consulting, Inc. and Kinect Education Group.

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15 creative elevator pitch examples for every scenario

A good elevator pitch can be the difference between landing your next big opportunity or falling short of the competition. But the reality is, people want to have meaningful conversations without the forced sales pitch. So how do you pitch yourself during a job interview or client meeting with authenticity? 

First things first: What is an elevator pitch?

An elevator pitch, also known as an elevator speech, is an opportunity to share a quick summary of yourself and your product offerings. But a pitch can also be your chance at making a real connection that you can use later down the road. It’s not always an immediate benefit, but you should be prepared for any scenario in which you could be giving an elevator pitch. 

In reality, most people have given an elevator pitch whether they realize it or not. That’s because there are many different types of pitches—from interviews to new business opportunities. That makes preparing for your next pitch an important step in marketing both yourself and your company. 

When it comes to figuring out who to deliver your pitch to, you should aim for the best point of contact, not just the highest point of contact. Choosing connections that are related to or interested in what you’re offering will give you a better chance at making your sale. 

How long should an elevator pitch be?

One of the biggest unknowns about creating sample elevator pitches is how long they should be. In most cases, it will depend on what it’s about and who you’re pitching. A good rule of business etiquette is to make it as short as possible by carefully selecting the most important points. 

A study conducted by Microsoft found that the average person has an attention span of around eight seconds, meaning you’ll have to fight for that undivided attention. That’s no small task. So when it comes to a great elevator pitch, aim to keep it around 30 seconds—though the exact length can vary depending on your industry and what you’re pitching. 

When looking at pitch length based on industry, each one differs to some degree. Let’s take marketing for example. Your pitch opportunities will likely be to customers that come across your brand. And in that case, you have very little time to get your message across—whether it’s text, video, or imagery. But when it comes to sales, you may get the opportunity to expand your elevator pitch past 30 seconds. You will likely have plenty of networking opportunities where people are more than willing to listen to what you have to say. It really just depends on your medium and the audience’s eagerness to listen. 

But what if you can’t cut your elevator pitch down to 30 seconds? It may seem like your brand is too complicated to distill down to such a short timeframe, but if you’re pitching to the right audience you shouldn’t have that problem. Make sure you pitch to people related to your industry or a tangential audience that will be able to interpret your offerings. 

How to write an elevator pitch 

When it comes to writing an elevator pitch, it can be hard to decipher important facts from unimportant ones—this is why knowing how to effectively communicate in the workplace is important in the first place. For example, while it’s good to personalize your communication tactics wherever possible, it’s not necessary to give prospects an entire history lesson on your business. Only the most recent and relevant details should be included. To get started creating your own pitch, you first need to understand the basic components that make up any good elevator pitch.

Introduce yourself

All good pitches start with a short introduction. It could be as simple as stating your name and who you work for if those details apply. But the more personal you can make it, the more natural your elevator pitch will seem. Body language is also an important part of a solid introduction, as is eye contact. Here are a few tips to keep in mind when introducing yourself to a new prospect. 

Greet your audience in a way that’s appropriate for the occasion. Go formal for a business pitch or more casual for a fun event. With business meetings and networking events being held virtually, you’ll need to get creative with your introductions over video chat. You could even start with a lighthearted joke to break the ice. But whatever you do, make sure it’s relevant to your audience. 

Present the problem

All solutions start with a problem. Whatever you or your business is trying to solve, it’s important to get the point across early on in your elevator pitch to set the theme for the rest of your speech. An example problem: coordinating work between teams is chaotic.  

If possible, relate the problem back to your audience by using real-world examples. This will help make the problem more relevant and, hopefully, grab your audience’s attention. If your problem isn’t easy to explain, try using more than one example or a visual to really paint a picture for your audience. 

Offer the solution

If the problem is what draws the audience in, then the solution is what hooks them. This is your time to show them why they need your help. Here’s an example solution: Asana gives teams a system to organize and manage work so they know what to do, why it matters, and how to get it done.

The solution is arguably the most important part of an elevator pitch, so spend time perfecting it. If you’re pitching for a business, it’s likely the quick solution pitch has already been created. But again, it’s always better to personalize your pitch. So don’t be afraid to tweak it to fit your audience. If pitching for yourself, talk about the unique skills you’ve developed and why they would be beneficial to your prospect. 

Explain your value proposition

Now that you’ve piqued your audience’s attention, it’s time to seal the deal by explaining why your solution is better than anyone else's. An example value proposition is: Asana is the only platform that connects goals with the work needed to achieve them. 

The value proposition differs from the solution by focusing on why your audience should use your solution over a competitor’s. If you don’t have that answer just yet, perform a competitive analysis to compare your offerings or look to your executive summary. 

If your market is extremely niche and you don’t have a clear differentiator or significant competition, look to communication and interface capabilities. Consider why your idea or solution is original enough that someone would want to use it.   

Engage the audience

While most of the hard work is done, it’s important to engage your audience with a compliment or question before you part ways. Always err on the side of being genuine rather than delivering a scripted goodbye. 

There is no right or wrong way to engage your audience. While ending with a question can create a dialogue between you and your audience, a genuine compliment can go a long way. Think about what made you want to pitch them in the first place and use that to end the conversation. Lastly, don’t forget to swap contact information, such as a business card, if you don’t already have it. 

A foolproof elevator pitch template

Now that you know the basic components of a pitch, the next step is creating your very own elevator pitch. This template can work for just about any situation, from a job interview to pitching a small business or startup. That’s because we analyzed some of the most famous templates from industry experts—from Harvard research to Guy Kawasaki’s art of pitching—to create a foolproof template that will work in any situation. 

Plug your information into our elevator pitch template to draft a quick speech. While you won’t necessarily recite it word for word, it’s a great model to keep in mind in case you find yourself in a position where you’re not prepared with a personalized pitch.

Whether you’re looking for a pitch template for a job interview or for pitching your business, this template is a foolproof example for any situation you might find yourself in. 

General elevator pitch template

Use our elevator pitch template to start constructing your speech by adding statistics and personalized greetings where needed. This template incorporates the four parts explained above to hit all of the important details of a good elevator pitch. 

Introduction : “Hi I’m [name], a [position title] at [company name]. It’s great to meet you!”

Problem : “Since you work with [company name or industry] I figured you’d be interested to know that [problem + interesting statistic].”

Solution : “The great part about working at [your company’s name] is that we’ve been able to fix just that problem by [solution].”

Value proposition : “In fact, we’re the only company that offers [value proposition].”

CTA : “I think our solution could really help you. Are you available this week to speak further on this?”

Don’t be afraid to change up your pitch template based on your personality and professional expertise. We’ve also included personalized 30-second elevator pitch examples below to inspire personal facts you can add to create a more engaging speech .

30-second elevator pitch examples

Let’s dive into the best 30-second elevator pitch examples to help you create a pitch that’s both engaging and informative. Our examples take inspiration from the four elements included in the template above, to demonstrate how you'd pitch project management software to  increase productivity . Try a few or try them all to find one that best fits your personality and value proposition. 

Example 1: Short and sweet

This example is one of the most common you’ll come across. That doesn’t necessarily mean that it’s the best, but it’s a great example of a quick and easy pitch that fits almost any situation. When working on this type of elevator pitch, be sure to keep it as short and to the point as possible. Try to stick closely to the 30 seconds or less rule since the point is to be brief and transparent.

The problem is that work is chaotic no matter what industry you’re in or how good you are at your job. But a good project management software can help improve productivity and communication. I haven’t missed a deadline in years. If you’re interested in how it can help your team, give me a call and I can take you through some numbers. 

Example 2: Relatable over reliable

Sometimes the best way to grab your audience’s attention is to reel them in with a personal anecdote they’ll relate to. While it’s still important to drive home your solution, this approach puts more weight on making a personal connection rather than an immediate sale. 

It’s so great to finally meet you. How is business going? I heard you’ve been struggling with communication issues. My team and I struggled with that too. It wasn’t until we added project management software into our routine that we really saw an improvement in teamwork and overall communication. I hope you find a solution that works for your team. 

Example 3: Savvy with stats

Start your pitch off with a hook by dropping an attention-grabbing statistic. It’s important to have hard data to back up your statistics to ensure their accuracy before pitching. When it comes to a statistics pitch, it’s a good idea to come full circle at the end and connect how your solution can help solve that statistic.  

Did you know that despite having more ways to connect remotely, 60% of workers’ time is spent on work coordination with just 26% spent on skilled work and 14% on strategy? No wonder teams need help with project management. Implementing project management tools can decrease time spent on work coordination and help increase skilled work.

Example 4: Question everything

This example uses questions to make your pitch easily comprehensible. It also forces the audience to join in on the conversation rather than just presenting them with a speech. Try starting and ending with a question that makes the audience think about your pitch long after you leave the room.

Do you ever feel like you spend too much time on work about work? I’ve talked to so many people who share the same frustrations. I used to work long hours every day just trying to catch up. But do you know what? Ever since we started using project management software, I've been able to get so much more work done. Have you tried anything similar in the past?

Example 5: Comedic twist

If your pitch isn’t about a serious topic, you can add comedic twists to engage the audience. This is especially useful if giving a presentation. Add a GIF or quick funny clip in between slides to lighten the mood. If using this example, be sure it fits the occasion and tone of your company. 

Did you know that the average person can only pay attention for eight seconds? That’s not even long enough to place my coffee order in the morning. Maybe that’s why my barista always gets it wrong. But seriously, I think that’s why so many companies struggle to hit deadlines. 

Example 6: Tell a story

Use customer testimonials or your own personal story to paint a picture for the audience. This can be especially helpful if your topic is hard to explain in 30 seconds or less. Telling a story is a great way to add a relatable twist. 

We have a customer that transitioned to a fully remote workforce this year and needed help making sure deadlines were met. With our help, they were able to get up to 10% of their time back in their day and focus on more important things like strategic planning.  

Example 7: Emotionally driven

While this type of pitch may be more difficult to create, you have a better chance of winning over your audience if you can make your pitch emotionally driven. It’s also more likely they’ll be willing to share the experience with someone else down the road. It’s important to keep the emotions on the lighter side to prevent the conversation from steering too dark. Here is an example to inspire your own speech. 

It may seem like any other tool, but when you look closely it really is helping teams connect. And not just that, but it’s helping cultivate teams that actually enjoy working together on new projects. That’s something that’s hard to come by, but something everyone is looking for.  

Example 8: Write it first

While most speeches start by writing a general outline, you can opt to write the entire pitch from start to finish. This tends to create a thought-provoking and poetic flow once you do present your pitch. You’ll have to memorize this pitch, so practicing is a key element to this strategy. 

Hi, my name is Kelly! It’s great to meet you. You work for Apollo Enterprises, right? I’ve heard a lot about them. I actually heard that you’re looking for project management help. In my experience, any organization—whether sales or suppliers—needs help coordinating work and team communication. Work can be rather chaotic, especially now, without it. That’s why we’ve created a software tool that helps both individuals and teams organize their projects and communications all in one place. Have you ever thought about using something similar?

Example 9: End with a one-liner

Making a grand exit doesn’t come easily, but if you can pull it off your audience is sure to be impressed. Stay away from cliche one-liners and make your closing authentic to you. The point here is to leave them with a thought that they’ll remember after the meeting is over. Consider sharing a surprising statistic or question relevant to their business.

Over one-quarter (26%) of all deadlines are missed each week because of a lack of clarity. But with the right project management tools, that number could be much lower. So the question is, can your business afford not to use project management software? 

Elevator pitch examples by scenario

Now that we’ve covered the types of pitch examples, let’s dive into example elevator pitches for different scenarios. Whether you’re pitching for your business or yourself, you can use an elevator pitch to organize your thoughts and prepare for the real deal. Let’s look at key tips for any situation you may find yourself in. 

Example 10: Networking event

A networking event is probably the most common scenario you’ll run into. And with the new virtual-first culture, it may be even more challenging to make meaningful connections over video chat. That’s why it’s so important to prepare an elevator pitch that’s compelling no matter where you’re pitching it from. While most salespeople pitch casually in this environment, you may get the opportunity to meet an important executive. In which case, you’ll want to be prepared with a versatile pitch template. 

Great to meet you, I’m Kelly with Apollo Enterprises. We’ve been able to improve productivity and collaboration for teams all over the world. If you ever need help with project management, just reach out. I think we could make a huge impact on your company. I’ll make sure to keep your contact information handy as well. 

Example 11: Job interview

Looking for a new job or have career fairs coming up? Most interviews—whether with human resources, a recruiter, or a hiring manager—start with some form of the phrase, “Tell me about yourself.” This is an opportunity for job seekers to briefly explain themselves and their professional experience using industry buzzwords and key skills. Having an elevator pitch ready can ensure that you’re prepared when the opportunity presents itself. 

I’m Kelly, a specialist at Apollo Enterprises. I chose a career in project management because I had a passion for it, and now I can proudly say that I’ve been able to make a real difference in people’s lives. That’s why I’m looking to continue my career with an employer who shares those same values. I know my unique skills can make a big impact at your company because I’ve proven my results with a few key projects. 

Example 12: Formal meeting

You’ve landed the meeting, congratulations! Now is the time to create a formal elevator pitch to really get them interested. When presenting a formal pitch, a presentation can be a great addition to traditional elevator speech examples. But whether or not you choose to create a presentation, this meeting is about selling your product in the most professional way possible. So dress the part and don’t forget your unique selling proposition. 

I took a look at your current productivity figures and noticed an opportunity for improvement. With our project management software, you could get back up to 10% more of your workday. Not only would that mean more work getting done, but it would also have a positive impact on the overall success of your business. Not to mention, our tool is the only one in the industry that has goal capabilities to ensure teams stay on track. 

Example 13: Sales pitch 

Professionals often pitch traditional sales jargon, but the real key is creating a human connection while lightly sprinkling in what you’re selling. Start with a personal story or light-hearted introduction instead of the typical sales presentation. You can also prepare by creating sales team goal templates to ensure your team is on the same page. 

Our team really struggled to transition to a remote workforce. Communication wasn’t organized and people struggled to find the correct information to complete projects. But, thankfully, we found a solution to our problem. Implementing project management tools not only improved productivity but also improved overall teamwork. Every company prefers different tools, but I can say without a doubt that our software was the best at connecting goals with the work needed to achieve them. 

Example 14: Social introduction

Now, more than ever, professionals are choosing to meet virtually rather than face-to-face. Whether you’re chatting over LinkedIn or have a virtual meeting set up, it’s important to make your pitch personal and use clear visuals to help sell your point. Here’s a great example of a social media pitch. 

Thanks for connecting! I noticed that your competitors are outperforming you when it comes to year-over-year growth. I took the liberty of doing a competitive analysis and didn’t find any outlying problems. I’m wondering if it could be an issue with productivity. How has the transition to remote work been? If you’re interested, I could run you through some productivity figures if you were to add project management tools to your current processes. 

Example 15: Entrepreneurs and business owners

Pitching to a business owner is much different than pitching to an executive. They can be harder to sell because they are often hesitant about new investments. The most important tip is to use examples as they pertain to the business when explaining a problem and solution.  

I love your products at Apollo Enterprises. I’m a huge proponent of your mission. I did realize that there may be some opportunities to improve productivity and collaboration internally. Have you ever considered project management software? I think it could have a big impact on business growth now or even down the road. 

4 tips to perfect your elevator pitch

In addition to creating the perfect elevator pitch, you should also work on sprucing up your delivery. There’s nothing worse than sitting through a boring speech, so make sure yours is anything but. From posture to tone, there’s a lot you can practice to make sure you look professional and knowledgeable. Consider these four tips when trying to nail a successful elevator pitch. 

1. Stick to your outline

To prevent getting off-topic, it’s important to stick to your outline at least to some extent. While you don’t need to recite it word for word, it’s best to memorize the majority of your pitch. That way you won’t need to worry about checking your notes. 

2. Speak slowly and clearly

Many professionals tend to talk quickly when they’re nervous—hey, we’re only human. But it’s important to enunciate and speak slowly so the audience can understand you. This is especially important when presenting over video chat. But try not to slow yourself down too much or you’ll go over your allotted time. 

3. Record your pitch

Record yourself reciting the pitch to work on any areas that need improvement. Practice your pitch a handful of times by playing the recording back and working out any pain points. A couple of key areas to focus on are speed and tone. It’s better to sound overly energized rather than monotone. 

4. Practice, practice, practice!

There’s nothing more effective than practicing your pitch until you’re able to recite it in your sleep. If possible, practice in front of friends and family to get constructive feedback on how you can make your pitch even better. Even if you have years of experience, you can never go wrong with being overly prepared. 

Elevate your first impression with an elevator pitch

An elevator pitch is a chance to show off your strengths and pitch your solutions. While it may sound nerve-wracking, using the 15 elevator pitch examples above will help you develop your own method using personal tidbits that tie into your innovative solutions.

While your pitch is an important part of leveling up your business, there are many avenues you can take to achieve growth. One of those ways is by determining whether project management vs. work management tools are right for your team. Not only will they help connect your team members, but the right tools and software can also help your organization set strategic goals. That means more time spent on bigger projects to help your business reach next-level growth. 

Related resources

Unmanaged business goals don’t work. Here’s what does.

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Beat thrash for good: 4 organizational planning challenges and solutions

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10 Talks HR Leaders Should Watch

Like many of you, we love to be inspired by people who are experts in their field. We love to learn from those who are on the cutting edge of innovation. We love to dream big, broaden our perspectives, and redefine what’s possible.

After countless hours watching some of the world’s best thought-leaders speak on leadership, team building, company culture, and more, we narrowed in on 10 talks that we think all HR leaders (and any business leader) should watch. These 10 presentations share wonderful ideas, unite common threads, and offer interesting (and sometimes deviating perspectives) on how to lead.

We hope you enjoy!

3 ways to create a work culture that brings out the best in employees.

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In this presentation, Chris shares 3 critical ways to create a work culture that brings out the best in employees . The talk focuses on the need to unblock communication, become responsive, and aim higher. He also gives practical examples of how you can apply these principles into your workplace.

Leaders who coach are creating better workplaces, and so can you.

Saba imru-mathieu — executive coach, business owner.

Saba is a dynamic leader who centers her message around ways to create a better workplace. She suggests that to accomplish this leaders must focus on coaching. Coaching is different from management. It’s not simply telling people what to do, but it involves mentoring people, building people, and helping them unlock their potential. Saba argues that with a coaching mindset, you can completely change the culture of your company, and even the direction of people’s lives.

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Putting the human back into human resources.

Mary schaefer - hr expert, author, business owner.

Mary gets right to the point and tells things how it is. She loves people and wants to shine a light on the human-aspect of business. Appreciation, belonging, and basic human kindness can go such a long way for our co-workers. Everyone deserves to have someone else believe in them. Everyone deserves to have their worth honored at work. When we see and treat people as what they can become, rather than as they are, we will often be surprised by what they can accomplish.

Start with why — how great leaders inspire action.

Simon sinek - author, thought-leader.

This talk by Simon Sinek has been viewed over 6,000,000 times and is an essential listen for aspiring leaders everywhere. Starting with why is a critical part to any project or endeavor, no matter the size. During this presentation, Simon will walk you through the pattern that great companies and leaders use to produce amazing results. He explains why some people are able to inspire, while many others cannot.

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The surprising truth in how to be a great leader.

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Why we need introverted leaders, angela hucles - olympic gold medalist, president of the women’s sports foundation.

Through years of experience in sports and business, Angela has learned that organizations need multiple forms of leadership. The vast majority of leaders in today’s world are extroverts, but about half of the population self-identifies as introverted. Getting more introverts into leadership positions creates balance for organizations that result in positive outcomes. Introverted leaders exude quiet confidence. They do not need to be loud, or pretend they are something they are not. Introverted leaders draw on strength from the inside-out, not the other way around. Introverted leaders can provide perspective and insight that differs from extroverted counterparts.

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First of all, we are a very global company. I want to tell you that our revenues, 67 percent of our revenues are coming from outside of the U.S. That is a very significant demonstration of globalization and the globality of our portfolio. We do business in 170 countries. We have more than a billion customers. Who owns a printer from HP, a computer from HP, an iPAQ or servers or data centers in your industries? So probably we have HP customers here in the audience. But that is the reach for our company.

If you look at the charts there, you can see better probably from your copies, we are the number one or number two leaders on a variety of products. HP has the Imaging and Printing Group, that delivers all the printers and imaging products. We have the Personal Systems Group and we have the Technology Solutions Group, that delivers all the data center support on not only the hardware, the software, but also the services. So we have variety and breadth in our portfolio, which none of our competitors has. We can compete with IBM in certain aspects, with Dell in others and a lot of other companies. We have a very unique business model.

This is our market share in some products. You can see the numbers are unbelievable: high, double digits in most of our products and 40 percent in some products. So we are really the leaders in where we play. Let me tell you a little bit about what has happened over the last three or four years in the company. When we finished 2004, we had a 151,000 employees around the world, $80 billion in revenues, which was growing from the year before by 9 percent and we had $4.2 billion operating profit. The stock price was $20 at that time. Look at the other side of the picture, which is how we end our fiscal year. Our fiscal year ends in October and we had 156,000 employees, $104 billion in revenues. We grew year over year 14 percent, that's pure growth of our company. Our operating profits are $8.7 billion and our stock price, the day that we were doing the slides, was $50. So incredible growth and profitability and we are very pleased with the results.

You might ask, what is happening? How did we achieve all of these good results? This is how our stock price has behaved over the three years and as compared to the S&P 500. You can see here if you put $100 in the S&P 500 and if you put the same $100 in HP, you would have made significantly more profit.

All the changes that we have done have been supported with employee engagement. Our employees feel that the company is going in the right direction and when the company is winning, employees are significantly more engaged. You can see there a demonstration of the surveys that we've done since 2004 to 2007 how much the engagement or employee satisfaction has increased over these years, not only employee satisfaction, but also employee productivity.

In looking at the proportion of the cost of the workforce versus the revenue growth, our productivity levels have increased. So you have seen voice of the workforce, productivity increasing, the results of the company going really in the right direction.

Globalization has also been a significant contributor to our success. We have probably implemented globalization in every practical way. We have grown our revenues significantly outside of the U.S., but at the same time we have grown our presence outside of the U.S. by building our business, as you can see there, and recruiting people outside of the U.S. Our theory is to try to put our customers and our employees closer together, so that's how we have the revenues. So we try to, as we are growing our business outside the U.S., we recruit people and we build the business outside of the U.S. at the same time.

Interestingly enough, since it is very global, we manage our business in a very virtual way. Today it is very difficult to have everybody who works on a product together in the same physical location or even in the same country. So we are very virtual and we're applying virtual tools to communicate within our teams.

I was talking this morning with some of the Conference Board members and telling them about the tools that we have developed inside HP to make this happen. We have Halo rooms that look like real meeting rooms where you are connecting people from different places around the world. And you have all the more traditional tools that we use in order to train people. So we have developed a lot of tools that help us in getting the people together, although we are in very different places and different time zones.

This demonstrates also that we have grown significantly, our workforce in the last five years. So we are managing constant evolving workforce at the same time.

Let me tell you a little bit about the transformation of the company and how we've managed the transformation. First of all, we want it to be very clear that we want to keep the tradition of the HP values. Probably some of you have been familiar with the HP Way. The HP Way was the way that Bill and Dave managed the company. It was based on these values that probably are very similar to the values that you have in your companies. The difference probably was the how, how you really manage the company. It was a way of working and having open communications and trying to gather employees and be very direct in the communications in the strategy of the company, et cetera. We have continued using the same ways, although as I mentioned before, we use more technology today to keep us all together and communicate together. But it's important to know that we maintain the same values and our management practices are similar to what they were in the past.

Our strategy, as I told you, is a very simple strategy; we want HP to be the world's leading information technology company. And we manage this by growing and targeting our growth very specifically to our portfolio and also our customers' experience. We do business with consumers, with small and medium businesses and enterprises, and that's our strategy. We grow and we do acquisitions on certain things that can complement our strategy. We don't do just acquisitions for doing acquisitions, they are very targeted acquisitions. So we want to continue to grow in a targeted manner.

At the same time we want to maintain our cost efficiencies and look for more and more efficiencies. We are really managing our growth at the same time, in a very competitive industry, by the way. Our growth rates are incredibly big compared to our competitors. We are managing our cost efficiencies in a really disciplined way. And at the same time, managing our people and our finances. So that's the way we manage the company, very simple. We have communicated the strategy in such a way that people can understand it and can understand how they can make a contribution to this strategy. So lots of communication, again, around this strategy and we changed the operational model.

One of the things that we changed was the way we designed the organization. So our organizational design was matrices; we had a lot of matrices and it was very difficult to understand who was accountable for what. So one of the things we did was put in the businesses, a lot of the responsibilities that were very important for the business, such as sales and marketing and all the things that they can drive for. Be responsible for their P&L. And we took out of the businesses the responsibility for the corporate or global functions, for example IT, HR, finance, corporate marketing - our central organizations that we manage end to end. So somebody that is in HR for example in a business reports directly to me. So we were able to leverage a lot of the HR organization and the same thing happened in the other global organizations. That was one of the significant things we did in order to manage the cost efficiencies from one side. Make accountability clear so that the business leaders were responsible for the businesses end to end. And then we started changing the culture.

Once you have accountability clear and defined roles and responsibilities clear, then it's important to measure results and reward for results. That was something that was a little more diffused before Mark came onboard. We wanted to be very clear about measures, about results, about who is responsible for what. One of the things we did also was eliminate layers so that we eliminated the bureaucratic reviews from lots of people involved in a decision. Layers were reduced, spans of control were increased. At the same time, we wanted to have less layers in between the sales people that faced the customers and the CEO, so that was our objective. We accomplished all of that. At the same time we were trying to align our metrics, our results, our pay in terms of viable compensation to results. So that created a new culture inside HP.

I think you have a definition there of the things that we needed to do. One of the things we were working on very clearly was defining our total rewards strategy so when we were thinking about our compensation and benefits and the cost of health, we really worried also about that. But most importantly for us, was creating a team on the top that could lead the company to the new stage. One of the contributions from HR was to create the team that was going to lead the company. We recruited people from the outside, we promoted people internally and we created a new team at the top that at the same time started creating their own different teams at the company. So with promotions from people inside but also with external hires, that's how we created a new leadership team that has the culture and philosophy of building strong results.

At the same time, we needed to transform HR. The company was transforming. I mentioned to you that we had a new operating model and we needed to create a new operating model for HR so that HR could make a contribution to the transformation of the company. Here are a lot of the things that we have accomplished.

One of the things we needed also was to drive efficiencies within HR. I can show you the graphs, you don't have all the numbers there, but I wanted to share the trends. We decreased the cost of HR significantly, more than 20 percent, by the way. At the same time, we decreased headcount and increased the return for the cost of HR for each of the revenues of the company; it was a significant improvement. This is the way we are measuring the efficiencies of HR, that HR can make contributions to the efficiencies of the company. At the same time, we needed to create a lot of new programs to help the company transform. So it was not only about efficiency and reducing cost, but at the same time creating new confidence in HR so we could make the contribution to the transformation of the company.

Some of the things we did were to create a self-service model for managers and employees. I imagine you have these tools in your company, but we are leveraging our technology and we have a self-service model. For all the transactional work and information that is happening inside HP-- we have a very robust portal globally so that we can drive global systems and people can change addresses, change benefits, do all the transactions they need. A manager can do a promotion, can open a requisition, can do everything through the portal. So we are eliminating a lot of the work that HR was doing in the past. And we have metrics also in the way the portal is working; we wanted to make it effective and efficient at the same time.

We are asking people about their experience with the portal. If it is easy to find what they need to do and do they respond on time when they have a question. Everything is done through the portal. So we don't have hotlines or phone calls or any face-to-face service provided by HR. We do everything through the portal. One of the comments that people made is that we went through, at the beginning, for HR to get out of that transactional mode and for the managers to do it themselves. This was not necessarily a very popular measure when we started. You can imagine our HR colleagues losing their relationship with their managers, et cetera, et cetera.

But it helped us a lot to create efficiencies and create the competencies that we needed to create in HR to be part of the transformation. We needed HR to be recruiting the teams, to be more involved in the communication of the transformation. To be really involved around what were the competencies and the workforce plans and the acquisition of new companies and the integration of the new companies. And we needed for them to be the leaders of this enormous transformation that the company was going through and is still going through, by the way. This was an opportunity for us. We said, okay, we're going to take all of this work out from you and we're going to create a strong shared services organization that manages the portal. Now you have to do all of this other work, which is the work that the company needs from HR at this time.

I'm going to tell you a little bit about what we did on that. After all of these changes, our results in HR, we were going through the enormous transformation and the reductions. As you see we went up, a little down and now we're up again. I think it took us some time for the HR community to internalize what their new roles were and we trained them also for that. This is a new operating model in HR. At the top we have Centers of Expertise and probably the more traditional one, Compensation and Benefits, so Total Rewards. We have all the learning solutions that we do at HP centralized in the Center of Expertise. This is all the training that we do for leadership development programs, sales programs, and all the technology that we need to train our colleagues inside HP. So we manage all of that in the Center of Expertise.

We also have a people development Center of Expertise, which is more the talent management and career development. And we have also Centers of Expertise that basically drive the policies and drive the programs for HP. We have a workforce planning Center of Expertise that really works very closely with Finance in projecting not only the financials that the company needs but we project the quality of the people we need, the quantity, the locations, where we need the people, at what time, at the right cost, et cetera. That is a new core competency that we have developed very strongly inside HR. That is one of the Centers of Expertise.

Then we have the business HR leads. We have taken from the business HR leads all the transactional work so that we can really make them business partners. And then we have a strong HR global operations, which is the shared service organization. That is a global organization because we need to deliver our programs globally. So every country's HR organization reports into this global HR organization.

Once we analyze what was required in terms of core competencies, we have to define our new roles. So we did our roles, the competencies that they would require and we define a new career path for HR. You can see there that we have career paths for the Centers of Expertise for the business HR and for global operations. But at the same time we have, and I didn't bring that chart because it was too much, but the idea is we have cross functional and cross experiences within the three buckets of work. We think that if you have functional expertise, you need to be a business partner in the future. We want to move people around and that was part of the transformation of HR.

At the same time, we needed to understand that we had the right people in HR. We needed to understand the people who have the competencies and have the possibilities to learn different roles. We partnered with DDI. We did assessments for most of the senior HR people, and we now have an assessment program for everybody else in the organization.

We designed a new business acumen course, we are teaching financials to our HR community. Also, we developed an organizational effectiveness system, which included learning solutions; business simulation sessions, a lot of combinations of techniques so that we could train our people in something that was so critical for the transformation of HP. So we couldn't make it if we didn't have the tools for our own HR community in terms of organizational effectiveness.

Let me show you a little bit of the things that we have helped on with the transformation of HP. First of all we are totally aligned with the strategy of the company. And every person in HR understands now how their work makes a contribution to growth, to cost efficiencies and to financial and human capital development. And that is the alignment of our strategy with HP strategy. We define certain priorities. In order for us in HR to be successful in the transformation of the company, we need to establish these priorities. Lead the workforce planning and business transformation. This means we are involved from looking at the leadership teams that we need in each country, in each product around the world. Very much involved in assessing the quality of the talent, very much involved in the assessment of the talent that we bring with acquisitions. So we are partners on the acquisitions team. We integrate the acquisitions. We have done restructuring of an enormous amount of work and that means that we have to work on workforce reductions and at the same time we are growing our sales force and growing globally, so we have to be involved on the recruiting and the redeployment of people around the world.

This has been one of our major contributions to the transformation. I think, if anything we feel good that our colleagues in HR are experts in workforce planning today and are experts on transformation, communication, involvement, planning of the transformations, recruiting, redeployment, designing early retirement programs when we needed to and managing everything at the same time. Just think about the last three years. In the life of our HR organization, we have been really doing all of the things at the same time and transforming HR simultaneously.

We have changed our total rewards packages. As I mentioned before, at the same time to align it more to pay for performance from the top to the bottom. So that has been a significant part of the work that we've done implementing this year. We continue to make investments in our portal so that we can continue to make the portal a very important part of the transactional work that continues in HR. And we have a mission to build the best-in-class HR organization. So that's why we are also investing in the developments of HR, in the assessments of HR, in career development for HR and in some tools like the organizational efficiencies. So lots of things have been happening this year. I put some charts about the workforce planning because this has been a core competency that we have been developing lately. It's about putting the right people with the right skills in the right place at the right time with the right cost. We really have a discipline and tools that help us drive that.

Our practices are around development. I told you that we are investing in the development of our people in HR but we are doing the same for the people outside of HP. We created an hpFirst program which means that we try to, as much as we can, to recruit from inside HP before we go outside. We have talent management, a career development framework so people can understand what job can be good for their career next. And we also have leadership and management development programs. This year we are going to continue to work on recognition and reward for performance, so lots of work being done around employee engagement, recognition, rewards and also all the things that we did on our total rewards programs.

Transformation is a journey, so we are not done. And we hope we are never going to be done because companies are evolving. We, in IT, are in a very competitive environment and at the same time, a very innovative environment where people develop new programs, new tools, new businesses everyday. So in HP if we don't adjust to the environment when we don't compete effectively in the environment, it's something that will be very dangerous for us. So change and transformation will continue to be part of the journey for HP.

We have very aggressive goals for '08 and we are already in our '08 fiscal year, so we are very excited about that. And HR is making an enormous contribution to the results of the company and I'm very proud to say that the journey is not done at HR either. But we will continue our journey, our development and our contribution.

WOLF® Management Consultancy

Strategy Consulting. Objective Consulting. Performance Consulting.

Keynote speaker for human resources topics

“All three human resources speeches and lectures on HR topics were very interesting. The focus and highlight of the event was the human resources keynote by Gunther Wolf!”

Speech fluctuation, human resources strategy, human resources speaker

Human resources speech: gunther wolf as keynote speaker for human resources topics, three lectures on human resources issues: attracting applicants, reducing fluctuation, strengthening employer attractiveness.

Four human resources speakers, three human resources keynote speeches: Nine cities are included in this year’s list of human resources speeches at the HR network meetings. In each of these nine cities Marcus Lucashen from Jobware opens the round of human resources speakers with a short summary of the results of the current applicant trend report.

HR network meeting with high-calibre speeches

Word has gotten around in personnel management circles: At the HR network meetings the participants can expect a top-class line-up of human resources speakers. The organizer always proves a good antenna for topics that are currently burning on the nails of human resources managers. The evening meetings not only offer space for networking and the consumption of excellent finger food, but also a whole series of practice-oriented lectures.

The focus of this year’s meetings is on the topic “Recruit, inspire and retain staff”. It makes sense to start the event with a lecture by Marcus Lucashen. He will present the results of the current Jobware trend report in extracts.

Human resources speech: Why employees change

This study was carried out by forsa at the beginning of the year and provides information on three important questions: What is the state of employees’ willingness to change jobs? What do applicants value in their new employer? What are the current reasons why employees change jobs?

As this study had already been carried out in 2015 and 2017, it revealed some very interesting trends and tendencies for the participating human resources managers. With the question “What has to be done to keep the employees” the jobware expert creates an elegant transition to the human resources keynote by Gunther Wolf. In recent years, he has been increasingly in demand as an eloquent expert when it comes to a personnel presentation on the subject of fluctuation, employee retention and loyalty .

Human resources keynote speaker Gunther Wolf

Also for the HR network meetings only Gunther Wolf was considered as a human resources keynote speaker. After the first three events, Dorothee Reiser, Managing Director at the organiser, can already draw a positive interim balance:

“Gunther Wolf is just the right person for our event series. His specialist knowledge and experience, coupled with his pleasant and lively presentation style, involve the participants from the very first moment and offer real added value. Together with the other presentations, the result is an all-round successful evening. This is underlined by the high number of participants, positive feedback and the lively networking that followed. We would like to take this opportunity to say thank you for the previous events and look forward to all the others to come.”

Keynote speaker in dialogue

Gunther Wolf convinces as a human resources speaker through high flexibility. No human resource keynote speech is like the other. In all his HR speeches, questions and comments from the audience are always welcome. In this way, the experienced HR speaker gives his speeches even more authenticity, life and practice. As a human resources speaker, Wolf integrates all the remarks of the human resources managers into his speech.

He deliberately allows the transformation of the human resources speech from a frontal sounding to a dialogue between the human resources managers and him that is highly interesting for everyone. Therefore, as a human resources speaker, all listeners are attentive, listen and participate. Although he makes every lecture interesting and lively by taking up the aspects mentioned by the participants, the red thread of the keynote is always maintained.

Keynote speech employer attractiveness

Dorothee Reiser and employer branding expert Nevin Urunc conclude the human resources speeches: They will show the participants how to optimally design internal and external employer attractiveness. They have packed many successful examples, photos of workshops and a clear approach into their presentation. This includes the video on guerrilla recruiting, which gives a good insight into cheeky, courageous and creative personnel marketing.

At the end of the nine HR presentations Dorothee Reiser, as the client, wrote to Gunther Wolf: “I was thrilled by your speech and you as the speaker! You have a sympathetic and humorous way of communicating even complex contents. Well-founded specialist knowledge and a wealth of experience. You give lively and understandable examples. I particularly liked the way you interact with the participants. The content structure of the speech was perfect: The participants are taken along, learn a lot and can apply their new knowledge directly. In terms of content, I found the background information and thus important arguments for employee retention particularly valuable, the practical example for assessing employee retention and the examples and presentation of the effects and results of employee retention.”

Human resources keynotes: Service links for you

• Interesting: Gunther Wolf’s Experience
• Trailblazing: Innovations
• More: Keynote speech employer attractiveness

We will be happy to send you further participant votes on request, just ask for them. Also, if you would like to book Gunther Wolf or an expert from our team for a human resources speech, please contact the human resources strategy experts .

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