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Bad Speaker Rating
Training & Organizational Development
Bad Speaker Rating
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
How do you handle providing constructive criticism to a speaker who repeatedly receives low scores? I want her to be open to the suggestions and not get defensive. Any suggestions on how to handle?
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Forums » Topic Forums » Training & Organizational Development » Bad Speaker Rating
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Bad Speaker Rating
posted at 3/2/2010 5:51 AM EST
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Posts: 1
First: 3/2/2010 Last: 3/2/2010 |
Sadly we see this all too many times. An empployee is put into a position with no training to perform. In response we established a speakers workshop to enable these individuals with the tools required to perform. Our most recent "Bootcamp" sold out in 3 weeks. There appears to be a need. I agree with the other comment, change speakers. Find the individual who will see it as an opportunity and a challenge not another task. Just some thoughts... |
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Bad Speaker Rating
posted at 5/26/2010 7:11 AM EDT
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Posts: 1
First: 5/26/2010 Last: 5/26/2010 |
If your program is on-going, and the same course offered repeatedly, you might be also be able to target the issue with a more detailed Level 1 evaluation, as that's where the problem seems to be. Add more specific questions about the instruction and course design to pinpoint the cause for dissatisfaction, such as expertise of the instructor, level of interaction, engaging the participants, addressing the questions, the flow of the design, the quality of the materials etc. I'd also ask about the reasons why the participants are selected to participate in the class.
Another approach might be to have the training manager come to the class after the speaker has left and do a mini focus group with the participants using a flip chart, asking what went well and what could be improved. I agree that it is a red flag if the speaker is not interested in the class feedback. |
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Bad Speaker Rating
posted at 5/26/2010 7:29 AM EDT
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Posts: 1
First: 5/26/2010 Last: 5/26/2010 |
I think "wanting her to be open and not get defensive" is the issue. If this is the real problem, then it sounds like a bigger issue than just skills. If a presenter gets defensive about receiving feedback, he/she should perhaps be considered for another position. |
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Bad Speaker Rating
posted at 5/26/2010 10:56 AM EDT
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Posts: 1
First: 5/26/2010 Last: 5/26/2010 |
Have you thought about videotaping one of the presentations and then asking the speaker to view and rate it? Also, presentation skills have many component parts - stance, body gestures, tonality, speaking rate, facilitating the group, etc. Trying to change everything at once could be overwhelming - break it down into the most critical to improve and then move on to the next one. Training may not be the answer. Also, is this person in the wrong job or career path? |
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Bad Speaker Rating
posted at 5/27/2010 1:36 AM EDT
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Posts: 1
First: 5/27/2010 Last: 5/27/2010 |
Give specific examples and offer, if possible, some corrective coaches or classes. If they are really professional trainers then they should ultimately accept the constructive criticism. As for being defensive, I always tell people it is not about being right or wrong, it is about the perception of the audience and that is what they are really dealing with. Makes it less personal and I really do believe it to be true. |
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