Speech 04: Persuasive Speech

Sergio Lopez-Peralta
Submitted to Professor Billington
COMM 1020-027
Speech 4: Persuasive Speech
09MAR2016
Persuasive Speech: Audience Assessment
Specific Goal: My audience will want to evaluate the way they manage individuals.
Type of Claim: This is a claim of value.
Ethos:
Primary Ethos:
a) Competence: I am a Team Leader at Discover Financial and have taken several
leadership courses on this topic.
b) Fairness: I will discuss opposing views when discussing what the overarching
goal of the speech is.
Secondary Ethos: I will cite 4 references out loud in my speech.
Audience Assessment: Most of my audience members will probably have an attitude toward
my proposition that is highly favorable.
Adaptation to Audience Attitude:
a.

Common ground: I will leverage their current workplace experience of managing a

team of individuals.

b. Latitude of acceptance: They are all management level employees at Discover who deal
with individuals on a daily basis.
Baby Steps: I will break it down so that they understand how to address each area of the whole
person paradigm. They will be able to assess where they need the most work, and begin to make
changes to their management style. They will be able to, in simple ways, engage their
employees in the workplace.
Pattern of Organization: Motivational Sequence
Persuasive Speech: Outline
The Whole Person Paradigm
Introduction
I. Hook: Stephen R. Covey (Recognized as one of Time magazines 25 most influential
Americans, was one of the worlds foremost leadership authorities and
organizational expert) he said this, We stand at the forefront of one of the most
exciting and promising of all of the ages in human history the exploding advances of
technology, have created an unprecedented opportunity for growth and prosperity for
organizations if we approach them wisely.

II. Ethos: As a Stake Holder in the Spanish New Accounts process I experience this first hand
every day.
III. Proposition (or Hint at Proposition): If you expect to be successful in this era, you can no
longer manage individuals in the workplace, but lead them.
IV. Preview:
1. Economic Ages of Human History
2. Knowledge Worker Age
3. The Whole Person Paradigm
Transition: Let me shed some light on the contrast between previous work environments up to
this date.
Body
I. (In the Leadership course 4 Imperatives of Great Leaders provided by Franklin
Covey a global, public company specializing in performance improvement.) You are
provided with the following information regarding the different ages of civilization
particularly in the workplace.
A. The Hunter & Gatherer Age
i. Where the job role of individuals was to scavenge for food.
B. Agricultural Age
i. The era that saw the rise of mass production of food due to the growing
ability of individuals to cultivate acres of land to produce food.
C. The Industrial Age
i. The age that saw the rise of assembly lines and the massive increase in
consumer goods production.
D. The Knowledge Worker Age
i. The era we currently live in filled with massive amounts of information,
knowledge, and technology.
Transition: What is different in this era than in any other era?
I. The Knowledge Worker Age
A. (Peter Drucker, one of the greatest management thinkers of our time said
this) Speaking of our day:
i.

When the history of our time is written, the most important event those
historians will remember is not technology, not the internet but the
unprecedented change in the human condition

ii. For the first time, substantial and rapidly growing numbers of people have
choices and we are totally unprepared for it
B. Why is that?

i. (Stephen R. Covey founder of the 7 Habits of Highly Effective

People) had this to say in response
a) (Italics added) It is because we manage things, but things dont have
the power to choose.
b) We lead people, who do have the power to choose.
c) The industrial age saw the rise of mass production where individuals
were replaceable.
Transition: Now, instead of replacing individuals we need to begin to understand how to lead
them.
I. This is where the Whole Person Paradigm comes in.
A. (In the Leadership course 4 Imperatives of Great Leaders Stephen R.
Covey) shares the following model for leading individuals.
i. Body
a) To live
a. The need for survival
ii. Mind
a) To learn
a. The need for growth and development
iii. Heart
a) To love
a. The need to build strong relationships
iv. Spirit
a) To leave a legacy
a. The need for meaning and contribution
b. For integrity
B. People consciously make a decision about how much to give depending on how they
are treated.
i. Neglecting any of these 4 areas and you turn a person into a thing
C. (Keevin O'Rourke in a TEDx speech at NIU) said this about the current
generation in the workforce (Italics added) People want to work for someone they
are passionate about
i. This is why the whole person paradigm is so important.
ii. When leading individuals in a company one can no longer view them as a
thing that needs to be managed.
iii. But rather leverage their whole person to their fullest potential.

Conclusion:
I. Signal speech is coming to an End: Let me close by saying this, we need to begin to
evaluate our efforts in these eras with each of the individuals we work with.
II. Summarize main points: We covered the different economic ages of human history. Dove
deeper into the current knowledge worker age, and discussed whole person paradigm. The tool
we can use to evaluate our leadership capabilities in this era.

III. Reiterate the thesis: If you expect to be successful in this era, you can no longer manage
individuals in the workplace (treat them as Things), you will need to learn how to lead them.
IV. End the speech memorably: The financial world treats employees as an expenses and
tools like computers as assets. That is a powerful paradigm shift that needs to change in our
day.
V. Challenge the audience to respond: Though I know it takes time, I encourage each of you
to evaluate what area of the whole person paradigm you can put a little more time into with each
individual on your team.

Works Cited:
FranklinCovey. "7 Habits Leadership Modular Series." 4 Imperatives of Great Leaders. Discover
Financial
Services
Building,
West
Valley
City.
Jan.
2015.
Lecture.
http://www.franklincovey.com/leadership/modular_series.php
O'Rourke, Keevin. "How to Make Millennials Want to Work for You | Keevin O'Rourke | TEDxUNI."
YouTube. YouTube, 11 May 2015. Web. 17 Feb. 2016. <https://www.youtube.com/watch?
v=QhOqki06IGo>.
Hesselbein, Frances, and Paul M. Cohen. Leader to Leader: Enduring Insights on Leadership from
the Drucker Foundation's Award-winning Journal. San Francisco: Jossey-Bass, 1999. Print.
PowerPoint:
Turned in with paper