Are you preparing a speech that you want to impress your audience? In this article, you’ll find a variety of examples and tips to help you perfect your presentation. From organization to delivery, you’ll be well-prepared and confident!
5 minute CEO seminar speaker speech
Hello, everyone.
I’m your presenter, ○○○.
As I look at all of you here today, I can see the passion and dedication you have for your respective fields.
Especially in today’s rapidly changing business environment, I think it’s really important for leaders in this day and age to do their best to explore new opportunities in their respective positions.
With you, I believe that our economy can prepare for a greater leap forward, and that Korea’s position in the world will be enhanced.
So today, I’d like to talk about ‘how to manage well’.
There are a lot of strategies and skills in management. There are ways to manage budgets efficiently, be innovative in marketing, and so on.
But in my experience, the most important thing is to foster teamwork across the organization.
You can have the best business strategy in the world, but if it’s not aligned with the rest of the organization, it won’t lead to success.
When we think of an organization, we often think of a collection of departments.
But are all those departments pulling in the same direction?
If each department is looking out for its own interests and competing to achieve its own goals, the organization may look unified on the surface, but it’s actually fragmented.
It’s not a team in the truest sense of the word.
Just because they’re together doesn’t mean they’re working together.
As each person prioritizes their own performance and interests, the team becomes more and more fragmented, and trust and communication between members breaks down.
Eventually, the damage is done to the entire company.
Folks, to build a truly great team, you need to instill a “we’re in this together” mentality in your members.
The key to this is to create empathy and mutual understanding within the organization.
For example, let’s say a department has done an outstanding job.
If the marketing department has done a great job and increased orders significantly, this seems like a positive thing.
But what happens if the production department can’t keep up with the volume or the logistics department can’t deliver on time?
Consumers will be left waiting and disappointed.
This will destroy customer trust, which in turn will negatively impact your company’s image.
To prevent this from happening, cooperation and harmonization between departments is essential.
When marketing, production, logistics, and customer service departments work as a team, organizations perform at their best.
To achieve this, managers need to create an environment where each department understands and respects each other’s characteristics and works closely together.
A shared vision is also critical.
When everyone has the same goals and direction, the organization is a stronger force.
Many managers are always thinking about how to “manage well.
But sometimes they get so caught up in thinking about complex strategies that they lose sight of the most basic elements.
That fundamental element is people.
At the end of the day, trust, communication, and cooperation between people is the key to solving any problem.
Hopefully, your organization has an active dialogue and communication between employees that builds consensus and allows new ideas and innovation to flow naturally.
As a leader, winning people is at the heart of management.
Winning people doesn’t just mean hiring good employees.
It’s about winning their hearts, sharing their vision, and instilling a commitment to move forward together.
It’s a great honor to be here today to share these thoughts with you.
I wish you every success in your endeavors, and may your homes and futures be filled with good fortune.
Thank you for listening.
CEO Seminar Speaker 5 Minute Speech
Good afternoon, everyone.
My name is Mr. ○○○.
I would like to thank all of you for joining us today.
Your enthusiasm and challenging spirit here today gives me confidence that Korea can grow even bigger in the world.
This is not just a meeting, but a special time for us to share our wisdom and experiences and gain new inspiration.
Today, I’d like to talk about unexpectedness.
Unexpectedness isn’t just about breaking people’s expectations; it’s a powerful tool for breaking out of fixed mindsets and opening up new possibilities. Surprise can be summarized as three things
1. exceeding people’s expectations.
2. presenting a counterintuitive conclusion.
3. catching people off guard, building suspense and grabbing attention.
Who was the best at utilizing this element of surprise? Steve Jobs, that’s who.
He surprised people at every turn and made Apple a symbol of innovation.
Some of you may remember the first time Steve Jobs introduced an ultra-light, ultra-slim laptop.
He didn’t just use words to announce the product; he maximized the audience’s curiosity with a small performance.
He had a briefcase delivered to the stage and then pulled the laptop out of it.
The audience held their breath for a moment, then cheered.
“How could a laptop fit inside such a small envelope?”
Their amazement naturally translated into interest and admiration for the product.
Jobs’ success didn’t rely solely on the technology of the product.
He knew how to use quirkiness and unexpectedness to make his products stand out, but he also made himself stand out.
His example teaches us an important lesson.
Ask yourself the question.
How do I make myself stand out?
How can I make the work I create, the products I sell, shine?
And even more, how can I make my company’s image and presentation stand out?
Unexpectedness doesn’t have to be complicated and big.
All it takes is a little differentiation, a little creativity, and you can win people over.
In fact, consumers expect the unexpected.
They want to be surprised, and they want that surprise to be pleasant and delightful.
I hope today has given you some new ideas and inspiration to do just that.
With your passion and creativity, your company and brand will shine in any market.
Thank you for listening.
May your home and future always be filled with happiness and good fortune.
With gratitude.
3-minute speech manuscript
Good afternoon, everyone.
This is your presenter, ○○○.
It is my sincere pleasure to be here today.
I believe this will be a great learning opportunity for me to be here with so many executives.
I expect that I will learn a lot from your ambition and passion and go home with a new realization.
There is only one thing I would like to tell the young entrepreneurs today.
“Don’t lose sight of the basics of management.”
But what are these basics?
Many people who are on the path of entrepreneurship don’t really understand the essence of business.
For example, no matter how small a restaurant you run or how many vegetables you sell on the street, there’s always bookkeeping or accounting involved.
But a surprising number of people start a business without really understanding bookkeeping or accounting.
At first glance, the business seems to be doing well, but when you look deeper, you realize that the money you’re making is going into raw materials or capital expenditures.
The end result is that no matter how hard they work, they don’t make a profit.
This is why many new business owners complain about “not enough money” or “no profit”.
But it’s often because they’ve neglected their bookkeeping and accounting.
Get a grip on bookkeeping and accounting first.
Learn and understand the basic principles.
If you can’t do it yourself, hire a professional accountant to do it for you, but make sure it’s in order.
That’s the first step in management.
Taking it one step further, I would like to talk about the Eastern philosophy of management.
The only real profit is money earned by sweat.
Work should not just be a means of living, but a place to cultivate our souls and build character.
This philosophy is different from the logic of Western capitalism, which is simply based on the pursuit of profit and meritocracy.
Businesses exist for more than just making money.
It’s about loving and growing with your partners, employees, and customers.
“All must be well.”
If each of you in this room leads with this mindset, our companies will have a brighter, more compassionate future.
I deeply admire your willingness to uphold the fundamentals of management and grow together.
In closing, I sincerely wish you all the best for your families, your businesses, and your future.
Thank you for listening to me today.
CEO seminar presenter 5 minute speech
Good afternoon, everyone.
I’m your presenter, ○○○.
I’d like to thank all of you CEOs for coming together today.
You are all trailblazers who have carved out a path to success in your respective organizations, even in the face of fierce competition. We look forward to sharing our wisdom and inspiring each other to take the next step.
The path to success is never easy, and life as a CEO is a constant series of challenges and decisions. The way you carry the weight of leadership and move forward is a beacon for our society. Your passion and ambition is a positive energy, and this is one of my greatest joys.
I want to ask you: what field are you preparing for?
Does it feel like a wasteland to you?
The wasteland is the unknown and challenging, but it’s also full of possibilities. Building a wasteland is about moving beyond fear and realizing your dreams.
If you want to build a wasteland, there’s one thing you need to do first.
And that is to put stakes in the field to mark the boundaries.
We can’t tackle all the wastelands we face at once.
So you have to be clear about where you’re going to start and what your strategy is.
Some CEOs want to do everything at once, but we shouldn’t get impatient or doubt ourselves if we don’t see results or are slow to react.
I challenge you to take a new perspective on the wasteland.
The wasteland is not just unexplored land.
It’s the stage on which you test your capabilities and possibilities, the soil in which you plant the seeds of your success.
In fact, we are all pioneers.
No land was ever given to us to begin with.
We just put stakes in the wasteland to fit the size of our vessel, to fit the size of our dreams.
But let’s not forget something.
No matter how hard you try, wastelands don’t turn into octos overnight.
There’s a process, there are steps, and it takes wisdom to know when to wait.
In the end, it’s only as good as you make it.
What kind of inner vessel do you have?
Our inner vessel doesn’t just mean our physical size.
It refers to our vision, courage, and resilience in the face of adversity.
Here’s a question I sometimes ask myself.
“Do I really have a big enough vessel to hold my dreams?”
Sometimes the vessel I thought was big and strong, and other times I wonder if it even exists.
But the important thing is to keep building that vessel.
Think about it.
Instead of being afraid of the wasteland, you need to believe in your abilities and possibilities and take one step at a time.
The unlimited potential and capabilities that lie dormant within you are just that, potential, if not tapped into.
I hope you take a long, deep breath and get ready to turn the earth you have into octo today.
Like a potter molding a vessel, like a clearing a wasteland,
we must set goals and plans, and take it one day at a time.
Just as a day makes a month, a month makes a year, and a year makes a day, small efforts today create success tomorrow.
And isn’t that what success is all about?
As a CEO, your most important asset is yourself.
Believe in yourself, trust your employees, and harden your vision.
That will be the source of the power to turn wasteland into octo.
In closing, I sincerely wish you all the best in everything you set out to accomplish.
May your families and your future always be happy.
Thank you for listening.
CEO Seminar Instructor 5 minute speech
Good afternoon, everyone.
I’d like to extend a warm welcome to you all to the Seminar for Successful CEOs.
I hope that being here today will give you a small hint of the many challenges that lie ahead, and make you think a little more flexibly. The world is changing faster than ever before, and our ability to adapt to these changes will make or break us.
We all dream of success and work tirelessly to achieve it.
Especially in Korea, companies are constantly running to the point where foreigners are amazed.
“How can they work so hard?” is a natural question, and yet, strangely enough, their efforts are often judged as always being 2% short. On the other hand, foreign companies that seem to be relatively relaxed are always coming up with innovative and creative results. Why this difference?
The secret lies in ‘flexible thinking’ and a ‘culture of autonomy’.
The world’s leading companies provide an environment where employees are self-motivated and actively engaged in their work.
They’ve created a structure that allows employees to drive their own performance without having to monitor and manage them through rigid systems.
Not only that, but leaders tell their employees directly to “take a break”.
This is exemplified at 3M.
3M encourages employees to spend 15% of their day on “non-work activities”.
During that time, employees listen to music, draw, or do anything that allows them to expand their minds.
This 15% time isn’t just a break, it’s a strategic investment to promote unstructured thinking.
In turn, this flexible mindset has led to many innovative products, including Post-it notes, Scotch tape, and more.
Pause and think about this for a moment.
What is our corporate environment like?
Is there an atmosphere in the boardroom that encourages employees to speak freely and share creative ideas?
Or is it the opposite, an environment where people are stifled and used to operating within a set mold?
Successful CEOs don’t stifle creativity; rather, they provide opportunities for employees to take risks without fear of failure.
The new generation thinks differently than we do.
They are digital natives, adept at making quick judgments and finding creative solutions amidst a flood of information.
But to unleash their potential, we need to create an environment that brings out the best in them instead of forcing them to conform.
This means empathizing with their way of thinking and growing with them.
To be a successful CEO, you need to change yourself.
It’s not that the way you’ve been doing things is wrong, but you need the courage to accept that it’s no longer the only solution.
Allow your employees adequate rest and freedom. Break traditional rules and habits that inhibit flexible thinking, and be open to new possibilities.
Believe in their creativity and look forward to the innovative results it will bring.
Finally, I hope that everyone in this room will embrace the wave of change and innovation and usher in a new era of successful CEOs.
I hope today’s seminar is a starting point for you.
Thank you.
CEO Seminar Instructor 5 Minute Speech
Good morning, everyone.
I’m glad to see so many of you here today.
When you work in the field, there are many employees who work without a sense of ownership.
No matter how much we have a relationship, I still want them to take some responsibility for their work.
However, you can’t blame them for not taking ownership.
This is the time for creative management.
The current era has exposed the limitations of the traditional way of solving problems.
If employees are overwhelmed with orders and orders, they lose their sense of ownership.
Employees end up working with a sense of entitlement and expendability.
You can’t be proactive with this mindset.
They’re just grudgingly working.
Have you ever been in a situation like this where you’ve looked for new possibilities?
If you look at today’s successful companies, they don’t just make a profit, they inspire their employees to take ownership of their work.
It’s not just monetary rewards that motivate employees.
It’s about creating an environment where they feel like the company’s vision and goals are their own, and where they feel empowered to make a difference.
This process may take time and money in the short term, but in the long run, it benefits both the company and the employee.
I would say that company culture matters.
A company’s vision or creative management activities are hollow if they are not internalized by the employees themselves.
I think it can only be successful if we are truly on the same page, communicating and empathizing.
Corporate culture activities are the means to move and communicate.
A company’s culture is formed over a long period of time by reflecting the thoughts and feelings of its employees.
This means that you need to have a clear goal of the kind of culture you want to create and be consistent and persistent to see results.
You can’t just communicate your company’s vision to your employees, you need to get them to buy in and engage with it.
You can do this by expanding your internal communication channels or introducing regular feedback sessions to actively solicit employee input.
Not only does this make employees feel like they’re an important part of the company, but it also ensures that their creative ideas can make a real contribution to the company’s progress.
Also, when discussing company well-being or renewing your overall company well-being project, listen to your employees and actively try to implement or change what they suggest.
This can help quell some of the initial pushback or distrust that may be natural in the beginning of a company culture initiative.
And if you’re genuine with your employees, they’ll start to notice a difference.
It’s important to remember that a company’s growth is driven by the growth of its employees.
This is no longer an era of just looking at performance.
For sustainable growth, you need to build people-to-people connections and trust between the company and its employees.
These efforts will not only make a difference internally, but will also have a positive impact on customers and society.
CEO Seminar Speaker 5 Minute Speech
I am constantly asked how to effectively manage people in an organization.
Again, it seems to me that people and their relationships are the most difficult and esoteric.
I’m reminded of what someone once said, “The work is easy, the people are the hard part.” This feels like an enduring truth in any organization, in any environment.
Old organizations are flexible but sometimes boring.
They’re afraid of new challenges, and often find themselves stuck in repetitive patterns and losing energy.
Conversely, new organizations have enthusiasm and freshness, but they’re also prone to frequent internal turf battles and missteps.
At the end of the day, no organization is perfect and without problems.
The important thing is how you manage and work through them.
I want to tell you about a video production team I know.
They were an organization that specialized in video production.
Due to the nature of their work, team members often worked on projects independently and had different schedules that made it difficult for them to see each other.
As a result, teamwork was relatively lacking compared to other teams, which naturally led to problems.
Small things that initially went unnoticed snowballed.
When things went wrong, team members were busy denying their responsibilities and blaming each other, which led to a growing rift between team members.
In some projects, one team member’s work was being taken over by another, causing a significant drop in efficiency.
As this continued, the team’s morale plummeted, and eventually some team members became burned out and decided to leave.
An organization without teamwork is like a sand tower that can collapse at any moment.
At the slightest vibration, it’s at risk of collapsing.
In this situation, it’s not just the individual members of the organization that need to be reprimanded, but the leaders of the team.
The leader of an organization is not just someone who tells people what to do.
It’s important to remember that a leader’s most important role is to govern, guide, and inspire their people.
The first change I suggested to the team was to increase communication within the team.
I started by making sure they shared each other’s work.
To do this, I made sure that all team members had a team meeting once a week to share their work progress and discuss how they could collaborate on each other’s progress.
This naturally led to more conversations, especially between team members whose work was relevant to each other, and built trust in the process.
When organizing the workshops, we also had each team member take turns being the project manager (PM).
This ensured that every team member had a chance to take the lead at least once, which deepened our understanding and respect for each other’s roles.
We started preparing for the workshops at least a month in advance, and through the process of small talk, the relationships between team members grew closer.
Most importantly, these changes didn’t feel forced, but rather natural.
With team members sharing work and spending more time together, the team atmosphere is much better than it was before.
This change started with a small effort from the leader, and the effect was a growth in each individual team member.
Teamwork, after all, is built on a series of small changes.
If you’re a leader and you’re leading an organization, I hope you’ve been inspired by this story today.
Thank you for listening.
CEO Seminar Instructor 6-minute speech
On December 12, US President Obama’s speech at the memorial service for the victims of the Arizona school shooting became a hot topic.
He was talking about a young girl who was killed, and then he stopped speaking for a while.
After a full minute of silence, he continued his speech.
The New York Times reported that President Obama made an emotional connection with the entire nation and it will be remembered as one of the most dramatic moments of his tenure.
Silence is not just a cessation of speech.
It contains deep emotions of sadness, empathy, and reflection.
That one minute of silence didn’t just stop time, it created a special moment for the entire nation to come together to honor the victims and create an empathetic connection.
We often think of the saying “silence is golden.
But perhaps true silence is not simply not speaking, but a time to listen to others and open our hearts.
If you go to a concert, you’re more likely to be interested in and connected to the interviews of people who don’t speak well than the well-spoken singers.
Their stuttered words are more genuine and tell their own story.
Once, a singer turned to the audience and asked, “What do you guys want to do when you’re over sixty?”
The audience suddenly went silent.
Each of them was imagining what it would be like to live beyond their golden years.
It was a time of no sound, but perhaps a time for the thoughts of those who wanted to talk to him to connect.
How much time had passed?
“I’m thinking of building a cottage and growing a vegetable garden.” “I want to build a house on Jeju Island and live with my friends.” People raised their hands.
One by one, each person in the audience shared their dreams.
It wasn’t just the answers he wanted to share with the audience, but the hopes and aspirations hidden in all of our hearts.
He paused for a moment and said.
“I’m going to… start… dating… when I’m… old enough.”
A round of laughter shook the room at his stuttered words.
The unspoken time he gave was not silence, but a soul exchange with the audience.
I went to the dentist because my teeth were bleeding every time I brushed them.
The doctor told me that I needed to have my gums cleaned and that the first step was to have my wisdom teeth removed.
He stuffed a wad of gauze in the spot where they were removed and told me not to speak for four or five hours.
During that time, I thought about the silence in my life.
How much do we usually cover ourselves with words, covering up the truth?
I used hand gestures, notepads, and facial expressions to convey my thoughts to people.
Somehow, they understood my hand gestures.
In that moment, I realized.
That people can communicate without words, and that sometimes silence can convey a greater truth than words.
When I go to Dongsung-dong Horse Chestnut Park, I sometimes encounter performance art.
One time, a woman who looked to be in her mid-twenties took off all her clothes and ran through the crowd.
She tied her hands and feet together and hung upside down, much to people’s consternation.
Instead of binding the sinful world, she was binding herself.
Some were outraged, others turned their heads.
But regardless of their reactions, the unspoken art of being naked and representing the sinfulness of every human being trapped under layers of clothing resonated deeply in our hearts.
It was a time of communication without words.
The doctor told us to avoid irritating food, alcohol, and bathing for the time being.
No verbal abuse, no flirting, no colorful language, in order to sound normal and vital.
I was told to take medication if I was in pain.
There are prescription painkillers for pain, but where do you get a prescription for words spilled out of your mouth?
How many unnecessary words do we have in our lives?
Wouldn’t our lives be a little richer if we said less, if we reclaimed our authentic voices from the silence?
President Obama used his silent speech to heal his country’s hurting hearts and bridge the gap in politics.
In that one minute he didn’t speak, he raised many questions about how we should live our lives.
In a world where people’s voices and silence are in harmony, how much resonance will my own voice hold?
I want to pull the gauze out, and once my gums are back in place, I want to start anew.
Like a child who begins to babble.
With what resonance will my voice, reborn from that silence, meet the world?
Thank you, everyone, for listening.
CEO Seminar Instructor 4 Minute Speech
There are many kinds of metamorphosis, but perhaps the worst is defection.
It’s inevitable that people change.
As we age, our faces change, our personalities change, and the way we treat people changes – it’s a natural process.
When I look back over the years and compare the person I was 10 years ago to the person I am today, I see a myriad of changes.
People are constantly changing depending on their environment and circumstances. It’s evolution, it’s adaptation.
Obviously, I’ve been in and out of society, mingling with people, chasing one thing after another.
But not all of those changes were the right ones.
I think the worst form of transformation is the opportunistic one, the one that betrays principles and values.
There’s also something called conversion.
There are many forms of conversion, including ideological and political conversion, but I think the key to distinguishing it from defection is authenticity.
For example, a few years ago, a person who had fallen in love with Marxism and subjectivism declared his conversion to liberal democracy.
I’ve even heard that he used that experience to launch a campaign to weed out the cancerous North Korean left in South Korea.
But if the switch is not a genuine choice, it’s just another opportunism.
In the end, it’s the authenticity of a person’s heart, not their outward appearance, that distinguishes a defection from a conversion.
Think back to your past self.
I think back to who I was as a child, or as a young adult, or as a first-time socializer.
I remember being tireless and full of venom.
I was always right, always saying the right things, always making excuses for my mistakes.
I was a person who prided myself on always being right, saying the right thing, and having great convictions.
As a result, everyone who differed from me was seen as wrong, and I was busy ostracizing them.
Because I lacked listening to others, I also lacked authenticity.
But now I know. Authentic communication starts with truly listening to what the other person has to say, not putting your own beliefs and pride in front of it.
Communication isn’t just about being good at speaking smoothly.
There are plenty of people in the world who are very well spoken, but they don’t lead well.
Conversely, there are also people who stumble over their words and still lead successfully.
Where does the difference come from? It comes from the content of your words-the weight of your words.
As a leader, the most important thing you can do to make your words carry weight is to align your thoughts, words, and actions.
This alignment isn’t easy – we’re only human, and it’s impossible for our thoughts, words, and actions to be perfectly aligned all the time.
That’s why leaders must consistently strive for it.
Because it’s the effort that shows your authenticity.
May you be an authentic leader.
May we be leaders who connect.
It won’t be easy, but I believe it’s possible if we work together.
5-Minute Speech by a Personal Development Speaker
Brands come and go every day.
The pace of change in the modern world is faster than ever before. Brands that fail to gain consumer acceptance quickly disappear from the marketplace, and new brands are born to take their place. While the marketplace always seems to be abundant, the reality is that competition is fierce.
Celebrity endorsements and huge budgets are no longer a guarantee of success. On the contrary, consumers are much smarter than ever before. They prioritize direct benefit and authenticity over blindly responding to advertising and celebrity marketing. While this presents new opportunities for businesses, it also means that they need to be more prepared and have a differentiated strategy.
For many, this means that when starting a new business or startup, they need to carefully craft their brand and marketing strategy alongside their technical development. Star marketing is no longer enough to fool the public, which is encouraging, as consumers are becoming more discerning and the market is becoming more transparent. However, the reality is that in an infinitely competitive market, some will succeed and some will fail.
Everyone wants to succeed, but it’s hard to do so in a competitive environment.
Some people say, “If you work hard, you will succeed one day, you just need to do your best at what you do,” but is hard work enough to get you to the top? Effort is a necessary component, but it may not be the decisive factor in success. What we need to pay attention to is the direction of our efforts, and getting clear on that direction requires strategic thinking and choices, among other things.
Most of us assume that benchmarking is the best strategy for marketing success.
Of course, benchmarking items that have proven to be successful and applying them to your own business is a great way to reduce the risk of failure. But there’s one thing you shouldn’t overlook here. If benchmarking stops at copying, the result is likely to be an uncompetitive business. What matters is not mere imitation, but differentiation based on the core competencies of your business.
Think small, and even smaller.
At the beginning of a business, most people tend to think big, but I would advise you to first think very small in terms of the content and scope of your business. It is only by focusing on a small area that you can specialize and become the best in your field. Once you become the best in a small scope, further expansion will be much more natural and stable.
But why do so many people fail to think small?
Perhaps it’s because most of us are stuck in the preconceived notion that “you have to start big to succeed big,” but that’s actually holding us back. There are tons of success stories all around us that focus on a small area.
For example, mobile messenger service KakaoTalk focused on a single feature – easy and convenient communication – rather than trying to target large-scale IT services. Nail clipper company Three Seven became a global brand by targeting only the nail clipper market. Hanot Bento, Bongchu Jjimdak, and Samsonite, a travel bag company, are also examples of companies that started small and became successful. What do they have in common? They focused on one small goal.
In the case of one-pot bento boxes, they’ve become the first brand that comes to mind when you think of bento boxes, and when there’s only one alternative that comes to mind, you know you’ve captured the hearts and minds of your customers.
It’s risky to take on a business that’s too big from the start.
That’s why they fail. People starting a business should keep in mind that they should never try to cover too much ground the way big companies do. Rather, you should target one small area that you can do best and are most confident in.
Don’t dismiss a small market because it’s small; finding an area where you can be the best is where business success begins. Remember that small successes can stack up and lead to big successes. In the end, what matters is that you become an unrivaled expert in your chosen area.
Right now, find one small area that you can be the best at, and that will be your starting point for success.
CE0 Seminar Instructor 6 Minute Speech
Growing up, we were told to “dream big” so many times.
Many parents and teachers emphasize “dreaming big” to spark our imagination, to help us see higher goals.
These teachings have helped us to see the world in a broader light and develop a sense of challenge.
But something is often overlooked in the process. A concrete plan of what steps we need to take to achieve those big dreams.
Maybe that’s why most people in Korea love the word big.
Big companies, big projects, big plans – the word itself seems to symbolize success.
But big doesn’t necessarily have to be the starting point for big dreams.
Many people start businesses that are too big for them.
This sets them up for failure by creating a situation that requires too many resources and too much effort for a beginner to handle.
You need to change the way you think about business success.
Instead of starting with a big scope, the answer is to start small.
In fact, people often run businesses without realizing that they’re trying to do something too big.
Now, the phrase “dream big, but act small” is important for business success.
It’s hard to achieve success without taking “small steps,” or “small areas,” to attack.
Success in small areas is like planting and nurturing seeds.
Small wins create a solid foundation that can lead to bigger wins.
We see this in the examples of companies we see every day.
So, how do you become successful?
What do Park Ji-Sung, Park Tae-Hwan, and Kim Yeon-Ah, three of South Korea’s top sports stars, have in common?
They’re all successful because they’ve found what they’re best at, and what they do best.
Their success isn’t just luck or talent.
It’s the result of being clear about what they need to focus on, and then working like nobody’s business.
Most importantly, they’ve developed their own weapons to beat the competition and succeed.
They show how important it is to choose and focus on one area.
Let’s move on to corporate examples.
Dunkin’ Donuts owes its success to its focus on doughnuts, Rotisserie Boys to its focus on English buns, and Maxim to its focus on blended coffee.
Rather than trying to diversify, they chose to maximize the quality and uniqueness of a single product.
The fact that they focused on one really small product, and one product only, is important.
This is a great lesson for startups and solopreneurs today.
So where do we start?
The first thing is to take a good look at your own knowledge, experience, and skills and know what you’re good at.
You need to analyze what you can do best and how much the market needs it.
It’s essential to read the market, study your competitors, and find out where you can shine the brightest.
In a cutthroat business ecosystem where you have to fight off competitors to survive, if you don’t find your niche, you’ve already failed.
Most things you start out of curiosity and interest end in failure.
It’s a recipe for failure.
It’s all about finding your niche, the little thing that only you can do, and the best thing that only you can do.
Success isn’t a sudden miracle, it’s a series of small efforts.
Build your expertise through small wins, and your big dreams will become a reality.
CEO Seminar Instructor 5 Minute Speech
What influences a consumer’s decision to buy something the most?
It’s what they hear from their acquaintances, coworkers, and friends.
In fact, their word of mouth is far more powerful than any information we get from advertising, the media, or the internet.
When we shop online, most of us look for reviews and testimonials.
We want to hear from people who have bought it before we make a purchase decision.
For example, let’s say a product has 10 positive reviews and 3 negative reviews.
Would a consumer buy the product in this situation?
In many cases, they will hesitate.
This is because even though there are only three bad reviews, the buyer feels as if those three reviews are all that matters.
This phenomenon is closely related to consumer psychology.
Humans are more sensitive to negative information than positive information.
In psychology, this is called the “negativity bias”.
This phenomenon poses a significant challenge for businesses.
What can you do to give consumers trust and minimize negative perceptions?
Internet companies that have learned the hard way about word-of-mouth marketing use a variety of methods.
Some hire part-time product reviewers, while others simply delete negative reviews.
But consumers have grown accustomed to these methods and are now suspicious of even the slightest good review.
“Did they hire a part-timer?” they ask.
So why do companies still do this?
Because word of mouth is still a key tool for successful marketing.
Because anything that gets people talking about a product, even questioning it, leads to interest and success.
Let’s take a look at P&G’s example here.
In an ad for their dish soap, P&G said it “cuts through grease”.
But when it came to word-of-mouth marketing, they used a completely different strategy.
P&G sent a special package to homemakers in a certain region.
The package included a cute sponge and detergent in the shape of a child’s foot, and the flyer said, “My child has started helping around the house.
Well, she thinks it’s fun to wash the dishes with this sponge with detergent on it.”
Once the story was told, it naturally went viral among housewives.
As a result, sales in the regions where this marketing was done were twice as high as in the regions where it wasn’t.
What can we learn from this?
Successful word-of-mouth marketing for companies doesn’t end with getting the word out about the product itself.
It’s about giving consumers something to talk about that they want to share.
It’s about connecting with consumers through a unique experience, a message that resonates, or something interesting about your product.
Here’s a question for you.
What story is your product or service telling consumers?
If you can create something that people will want to talk about, you’ll be even more successful than you already are.
Word of mouth marketing is more than just a strategy, it’s a process of earning consumer trust and empathy.
And that’s what will give you a real competitive advantage.
CEO Seminar Instructor 7 Minute Speech
With so many people unemployed, we often hear that small businesses are struggling with labor shortages. Many small business owners cite this problem and say that job seekers have set the bar too high, making it difficult to hire. But are they right?
If you interpret job seekers’ “eyeballs” as simply “desired salary level,” then I think that diagnosis is half right and half wrong. Salary is the most obvious means of satisfying the human need to survive, so it’s understandable that job seekers value salary. But salary is not the only thing that matters to job seekers. There are other things that job seekers want, and one of them is information about the company. All else being equal, it’s natural for job seekers to value salary, but a more important issue is the lack of information.
Is the lack of information about small businesses scaring job seekers away from even knocking on the door? Job seekers don’t just want to know salary or job requirements, they want to know a lot about the company they’ll be working for. For example, job security, company culture, compensation system, company vision, and job description are some of the most important things job seekers look for. If they don’t have this information, they’ll be hesitant to apply for a position.
But are SMBs doing a good job of providing this information? The reality is that most SMBs’ job postings are often nothing more than a “job title” and “qualifications”. Even if a job seeker visits the company’s website and looks for information, it’s usually all about the business and its products, with little information about what they’re most curious about: managing people. Even if a company says it’s running a business with people as its most important resource, it often doesn’t care about people.
This information mismatch between companies and job seekers is a key contributor to the small business labor shortage. Job seekers care about “how beneficial it is for me to work for this company” and “whether there are opportunities for me to advance in this company,” but in order to know this, the information provided by companies must be sufficiently detailed and transparent. If SMEs can proactively provide job seekers with information about “people management” and reflect what they want, job seekers will have greater confidence in applying to those companies.
To solve the talent shortage in SMEs, it’s time to start reaching out to job seekers, not the other way around. When employers take the “people care” that job seekers want seriously and put it into practice, job seekers will be able to find companies they can trust. To do this, employers need to give job seekers specific information about what they have to offer. For example, it’s important for employers to clearly explain company benefits, training opportunities, and organizational culture, and to give job seekers real-world examples during interviews.
Employers also need to give job seekers a vision for the future, beyond short-term salary and benefits. If you can give job seekers a clear vision of “where we’re going to grow” and “what opportunities are available to employees at our company,” they’ll be more interested in learning more about the company. For example, Employer A added the phrase “We prioritize the personal development of our employees, which is why we offer a wide range of training and support” to their job postings, and actually listed the training programs and growth opportunities available to their employees. This information gave job seekers a lot of confidence, and as a result, they applied to the company.
To be more competitive, small businesses can’t just emphasize technology or product excellence anymore. A genuine interest in and investment in people is a key factor in determining a company’s future. Job seekers aren’t just looking for salary and conditions, they care about how the company they’re working for will treat them and provide an environment where they can grow, so companies need to get serious about “people management” and work to improve it.
For example, Job Seeker B conveyed the message to job seekers that ‘We are not just a company that puts people to work; we have a variety of programs to help employees achieve a work-life balance and continue to grow.’ Employer C articulates the company’s vision and has a mentoring program to help employees achieve their goals. When you demonstrate a genuine interest in people like this, people will be drawn to you.
We are a country that has experienced unprecedented growth in world history. Our small and medium-sized businesses have overcome many challenges and have demonstrated a vibrant entrepreneurial spirit. But to take it to the next level, it’s time to turn that entrepreneurial spirit toward people. People are the most important factor for SMEs to be competitive. With attention and investment in people, the company will eventually grow and become competitive.
When SMBs make an effort to address this issue, job seekers will have confidence in the organization, talented people will be attracted to the organization, and SMBs will become more competitive and on a path to sustainable growth.
It’s time for SMBs to recognize their people as their most important resource, and invest in their growth and happiness. This leap towards people will lead to another quantum leap in SMB growth.
CEO Seminar Speaker 5 Minute Speech
Thank you, everyone.
Youth unemployment is all over the TV these days, but when you look at the situation on the ground, it shows a different picture. Surprisingly, we hear stories of labor shortages everywhere.
Young talent competes fiercely to get into big companies, but they don’t even give small businesses a second glance. Small businesses like ours are constantly faced with the reality that talent is hard to come by.
So, why is this happening? The brand, benefits, and stability of a large company are very attractive to many young people, and it’s difficult for SMEs to provide these conditions. As a result, the chosen ones go to large companies, and the ones who don’t are back to the drawing board, dreaming of joining a large company. In the process, we lose the talent we need, and our growth momentum is undermined.
Now we have to ask: How can SMEs make themselves more attractive to talent? At the heart of running a small business is people. Attracting great talent and creating a company culture where they can grow with you is the key to sustainable success.
First, you need a clear vision, a compass for your company. It’s important to know where you want to go and how you envision the future. Just because you’re a small business doesn’t mean you can’t have a vision; in fact, a clear vision can be a strength that sets you apart from larger organizations.
For example, what if we could communicate to young talent that we’re not just a job, but a partner in shaping the future? If we can convince them that we’re a company that grows with them and finds a place for them, their path will naturally lead them to us.
Furthermore, a vision shouldn’t just be a slogan. It should provide a concrete roadmap for how we can be at the forefront of change, rather than being dragged along by it in a complex environment. To avoid losing our way in a rapidly changing environment, vision should be the foundation of your company’s values and dreams.
This helps instill trust in your employees. Employees feel secure when they know the company is there for them and is genuinely trying to take off with them. When it comes to executing the company’s strategy and utilizing resources, the clearer the vision, the less unnecessary waste.
Ultimately, these efforts will ensure a stable future for both the company and its employees. In times of uncertainty, we all feel fear. Even if you’re sitting at your desk at work today, you lack confidence that you’ll have a job next month. This insecurity can lead employees to resort to second jobs or side hustles.
What message do we as leaders need to send at this point? The same message: “Our company is ready to take care of you, both now and in the future.” Ultimately, it’s the clear direction and practical support from company leaders that will give employees a sense of security.
In conclusion, there is one message I want to emphasize today.
The growth of a company is the growth of its people.
People shape the future. If we want our SMEs to be the place of choice for talent, we need to show them the dreams we can share with them. We need to build a solid foundation together as we design the future.
In closing, I would like to thank all of you for attending this event. I hope your organizations continue to have great vision and great people.
Thank you for listening.
