Panel discussion facilitated by Veró Tóth (7 October, 2013)

Panelists: Mary Murphy, Eszter Farnady, Dani Faragó

Summary of tips from the panel:

– It is useful to report and share what we heard, what we saw and how it made us feel – to be able to do this, we need to be good listeners. To listen carefully it might be useful to take notes to keep our full focus on the speaker and on the speech. It will become a story, not a shopping list.

 –Evaluation is a speech/presentation. Though it is short, it should still have an opening, 3-4 main points and a conclusion.

 – Feedback should be just-in-time, immediately following the speech/action so that we share our first impressions and do not ’rationalise’/modify/extenuate our feedback afterwards.

 –Objectivity vs. subjectivity: We need to give factual feedback including specific points (for instance we can cite words and expressions, give examples from the speech). Moreover, our view/emotions and feelings should be attached to these and the impact the observed facts had on us. Feedback and evaluation should be subjective anyway.

 – We have to address the audience too, not only the evaluee – give specific feedback to the speaker and then extrapolate for the wider audience.

– Eye contact with not only the speaker but also with the whole audience can back this up (include everyone) as well as comments/tips given to the audience within the evaluation.

– It might be worth trying to talk about the evaluee in third person singular (e.g. Béla did this and that and I liked it when he…) so that not only the evaluee is directly ‘targeted’.

– All other role-takers should give their report in the format of a speech: ah counter, timer, GE, etc.

-It can help to learn more about the speaker and the speech in advance the topic, to be better prepared for evaluation.

– Challenge of the short time available for evaluation (2.5 min in TM) – prioritise and include the rest in the written feedback.

– In case of a personality clash between the speaker and evaluator, it is useful to divorce from personal feelings and give constructive feedback.

– It is OK to let go of the ‘Sandwich technique’:

– Try this technique to improve your feedback but feel free  to abandon ‘good and bad’ or criticism; frame/phrase it as constructive – what went well and what could have gone better.

– Focus mainly on what you liked and the strengths of the speaker since they can be further improved;

– Be encouraging;

– The word ’BUT’ tends to block the positive that may have gone before it.

 – We should ask to be evaluated as evaluators to improve – it is encouraged to ask for feedback.

– To help the speaker even more:

– The evaluator could take a look at previous evaluation projects in the manual and observe the points that have been highlighted several times – to build on what was said before.

– The evaluator could ask the speaker in advance what specific things to focus on, what they wish to improve.

–To be able to improve at giving feedback and evaluation – just do it: sign up for this role in TM!!! 🙂

Start doing it, build this skill up, practice, experiment and develop your own style!