Len Bulmer's 10 Commandments for Evaluation




(Mostly speeches, but for other times too!!)

1.    Address the room and always the Speaker individually;

2.    Always indicate your evaluation is your personal opinion

3.    Face the person you are evaluating frequently during the evaluation, especially when you are emphasizing a point.

4.    If you have some special connection to the topic of the speech you are evaluating, do mention it BRIEFLY and comment BRIEFLY why it is important to you... “I really enjoyed hearing about your trip to Ireland...my family and I went there last year , it brought back some great memories.” STOP. It is important to build rapport, but evaluators can sometime start telling their own story, especially if they don’t think the objectives of the speech were really met. They can take cover behind giving a speech of their own. Remember, you are evaluating against a set of objectives. Do it.

5.    Don’t cover every point you can think of. If you thought there were three areas that could be improved upon, mention the one that needed the most work, or was most germaine to the objectives. Covering the entire waterfront isn’t usually specific enough in any particular aspect for improvement. It is not helpful

6.    If you do mention something in the “constructive” vs “positive” category, you HAVE to give examples of technique or practice that would lead to improvement. Frankly, if you can’t tell them how to improve, don’t bring it up, you won’t display the credibility needed for them to really listen to you. Remember, the ONLY reason you should be evaluating anyone is to help them improve.

7.    You don’t always have to give “constructive “feedback. Many people I know would disagree with this, but these are My Personal Commandments, so I get to say whatever I want!! If it’s teeny weeny, relax -no one likes a picky wicky- they will just tune you out.

8.    You will have heard about using the “sandwich” approach of evaluation. Yes and No. Construct the sandwich correctly. Research has consistently shown that it takes 5-6 positive compliments to balance out every “constructive” comment.  Doesn’t matter if its Speech Evaluations, Performance Appraisals, Your Kids, Your Partner, The People who report to you.... If your sandwich, is one compliment, one “constructive” comment, and one compliment, they will remember only the middle layer, and forget the other two. Your pieces of bread, especially the bottom one have to be a lot thicker than the filler in the middle.  (this is also the reason, you should also find reasons to compliment others when you can – yes that is you I am talking to, supervisor/manager. If the day comes you have to give “constructive” feedback , you better have a bank of goodwill built up).

9.   Despite what I said in #8, don’t whitewash your evaluation. How is someone supposed to know and grow. Besides, one of the reasons you are in the room is to learn how to say the difficult diplomatically. See #10

10.  Always respect and honour the dignity of the person you are evaluating – in any situation. Specifically, in a Toastmasters situation, they have taken their courage into their hands and put themselves out there in front of everyone else. They want to succeed and your motivation to succeed is a big part of why they will succeed.

11. I know there are only supposed to be 10 but one of my bug -a- boos. Just say it. I twitch every time I hear someone say- “It's not a big thing...but ( don’t say it- see #7). You kinda do this or that (leave out the minimization language – if its that minimal don’t mention it, and if you are trying to soften impact, it doesn’t work- what does work is explaining how it can be done differently, with more positive results going forward.

 

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