Transcript: THE ART OF FEEDBACK :D what are you talking about what are you talking about! Learned this Feedback Model in Wilderness setting SUBTOPIC 1 Feedback was ceremonial TEXT TEXT PICTURES PICTURES Participated twice a week SUBTOPIC 2 TIMELINE 2017 TIMELINE MAP MAP CHart Label 1 Label 2 Label 3 Label 4 CHart Or the person sharing feedback should ask permission first Feedback must be requested Rule 1 Theory= Receptiveness makes feedback easier to apply Feedback must be balanced rule 2 Strengths and "growths" Even in specific instances, find positives! "Am I sharing this feedback from a supportive place?" Feedback must be unbiased and supportive rule 3 Feedback must be specific rule 4 "YOU'RE A JERK" ineffective "I'd prefer you didn't call me birdbrain" SPECIFIC MEASURABLE ACHIEVABLE REALISTIC TIMELY GOALS If it fits let it sit IF IT DOESNT APPLY LET IT FLY idea 5
Transcript: Ani, Shanna, Abdel, Gabi, and Lauren Brassica Rappers: feedback presentation Background Broad Study Question How do plants respond physiologically to sound stimulus? Background Root Growth Plants have been documented to respond to sound stimulus with growth (phonotropism) Gravity has also been documented to influence growth direction of plants (gravitropism) We are concerned with root growth Interaction between gravity and sound Model Organism Arabidopsis thaliana Heavily documented gravity and sound response Well understood pathways Quick germination Ideal for our study Previous Studies Previous Research Change in growth angle observed in response to sound Moreno et al 2017 Sound and Auxin interaction documented Knowledge Gap How do phonotropism and gravitropism compete in Arabidopsis Thaliana? Biological Rationale Biological Rationale Gravity vs sound Assmptions: 1. gravity is larger driving force Gravity Gravity Sound Sound Introduction of Sound Expected to Increase Root Growth Length and maintain Root Growth Angle negative in Arabidopsis thaliana Hypothesis Methods Methods Treatment: 200Hz frequency previously shown to be physiologically relevant Treatment groups: Control: +gravitational force, -200Hz Treatment: +gravitational force, +200Hz Monitoring of light and temperature Set up 20 seeds/ plate, 5 plates/ treatment group, 3 trials Timeline germination data collection& analysis Safety Safety! 200Hz is not harmful to human hearing ! Plants are friends, not food! Statistical Plan Statistical Plan Two-Sample T-Test of Independence (for both variables). Two-Tailed Level of Confidence 95% reject null Hypothesis if p < 0.05 Df = 98 Null Hypothesis: Root Length: No statistical difference Root Angle: Root Growth Angle is zero (Vertical Root Growth) Raw & Processed Data: Excel Files (.xlsx) Statistical Summaries: Text Files (.TXT) Graphs: Picture Format (.png) Shared access: Google Drive Team Communication: E-mail & GroupMe DMP DMP Root Length Results Results I Expected Results * Alternative Results Root Angle Results Results II Expected Results * Alternative Results * Implications Implications Increase confidence that the sound vibrations imitate auxin to cause an increase in root growth angle and length towards the sound Increase confidence that gravitropism is more effectual than sound phonotropism. Expected Results Obtained Expected Suggest that sound vibrations do not imitate auxin in Arabidopsis thaliana Increase confidence that sound phonotropism is more effectual than gravitropism. Alternative Results Obtained Alternative How can we phrase our hypothesis to be neutral between gravitropism and phonotropism? Questions Questions
Transcript: Useful Rules & Mindsets for Feedback Advanced IT-Project-Management (PM101) Summer Term 2017 (Fiebeler/Samberg/Husmann/Wojcieszak/Weßels) Group 4, Team G, “Self-Organizing Teams” Wiki Norway Argentina How to give & get Feedback Focus on Objective. Relay what you see, Not what you believe or assume. Feedback should be neutral, Not judgemental. Focus on behavior not their personality. Getting Feedback Rules for efficient feedback Netherlands Further general obstacles Communication barriers Conflicts within team Lack of trust Demotivation Unclear roles ... Canada UK Blogs US Cultures are giving feedback in drastically different ways Direct Cultures / "upgraders" "totally wrong", "absolutely unsatisfactory" Cultural differences & feedback The self-learning self-organizing Team - Feedback Roadmap Israel Create an environment where feedback is viewed as an opportunity. Feedback Models: - "what, what and why" - "what and why" Indonesia 19.06.2017 Japan Pairing How to get a self-learning self-organizing Team? Newsfeed Indirect negative feedback Advanced IT-Project-Management (PM101) Summer Term 2017 (Fiebeler/Samberg/Husmann/Wojcieszak/Weßels) Group 4, Team G, “Self-Organizing Teams” Individual obstacles & how to overcome them Germany The self-learning self-organizing Team - FEEDBACK Indirect Cultures / "downgraders" "a little", "a bit", "slightly", etc. "This is just my opinion", "We are not quite there yet" Nigeria 19.06.2017 India Ask help in finding solution to difficulties. Be open to negative feedback. Understand the specific of feedback. Stop avoiding feedback. China Ghana Feedback as chance for improvement Individual obstacles Unclear goals Individual focused on themselves and not the team Lack of information's Specific and Clear. Appropriate Time and Place. Utilize Tools. Prepared and Factual Feedback. Positive and Negative Feedback. Direct negative feedback Giving Feedback Mindset for feedback Team Chat Ways of sharing knowledge & how to use them Italy Thailand Thank you! The self-learning self-organizing Team Arabia Feedback for improvement Russia Accept feedback from others. Should ask more questions to get more insight on given feedback. Inform not advice. Be supportive , Not blaming or threatening. Source: The Culture Map by Erin Meyer France Mexico Denmark Direct vs. Indirect negative Feedback
Transcript: What Have You Learned From Your Audience Feedback? Collecting Feedback How Did I Collect My Feedback? I had two ways of collecting feedback Linoit and Survey Monkey. Linoit Linoit Linoit is a interactive postit board that allows multiple users to post sticky notes with comments or pictures to the board. I used this format to get feedback on my first cut. Survey Monkey Survey Monkey Survey monkey is a platform that allows you to make and distribute surveys in a visually appealing manner. It allows you to create several questions and apply different ways to answer said question. I used Survey Monkey when I was getting feedback on my ancillary tasks. Analysing Feedback Analysing My Feedback My first cut has some very valuable feedback about the editing and construction of my video particularly when it came to any errors that I may have missed. The ancillary tasks were rated highly across the board with none of the average ratings being below 70. The 70 was on how well the ancillaries worked with the final cut and as such gave me an area of which i could improve my work. Evaluation On my first cut I recieved generally positive feedback that also had some constructive criticism within it. The aid with spotting errors that I had missed was also very helpful with improving the piece. On my ancillary's I have had good rating of my pieces for not only how well they are constructed but also how well they worked in conjunction with each other. Evaluating Feedback Linoit Negatives Linoit Negatives The negatives of using the linoit are few but major. Such as it being completely anonymous when the when released to a lot of people. This in conjunction with people being able to post and remove anything means the feedback could have very quickly gone sour. Survey Monkey Negatives Survey Monkey Negatives Strengths Weaknesses COMPANY LOGO The negatives of using survey monkey are much less impactful than when using Linoit. The drawbacks are such as the lack of interactivity, the rigid structure of the software and its limitations when it comes to displaying results to the public. As such Survey Monkey offers a more rigid style of feedback that can be very effective. It is also very hard for users to give detail when ansering a Survey Monkey due to its answering methods often being limited. Summary Summary Overall I believe my feedback has been valuable and constructive. The methods I have used to collect this feedback though not perfect were very useful and not abused. I could have also have collected feedback at more points of my coursework such as after my ancillary task drafts.
Transcript: FEEDBACK Good Feedback Bad Feedback Builds Erodes Trust Takes Time. Is lost and gained. Consideration Is asking enough? Do I know enough about this person to know how they might feel? Understanding Understand your own motivations. You have to judge! Minimize Assumptions Compassion Give them space. Don't make the little stuff too big. Think through what you're saying. Keep it about the work. WHY? Quality of services... for the consumer! Make a better work environment... for us! Show support to our colleagues. Standardization of practice and skills. Repair. Listening Watch and listen for repairs, not just mistakes. Find the feedback and record examples. Don't just hear the mistakes. Do you want some feedback? Is now the best time and place? Size of the feedback changes everything. Saying no and saving face. How to say it? Look them in the eyes. Show consideration for their response. Small stuff Patterns Big stuff Comprehension of discourse Production of lexicon Composure and Appearance Comprehension of lexicon Structuring space Size / Shape specifiers VS. Fingerspelling Numbers A to E Delivery Composure and Appearance E to A Vocabulary (Lexicon) Production of discourse Grammar Interpreting
Transcript: "Here is the usual observation form; do you have any questions before we observe?... What would you like me to focus my observations on this time?...Now that you have finished your meeting, are you ready to review?...The story you told about Starbucks really broke the ice with the student and seemed to make them more comfortable. However, the student didn't seem to understand what flash cards were because they could not explain how they would use them... Based on our discussion, how could you make changes for future meetings?" Advice: guidance or recommendations offered with regard to prudent future action. Guidance: advice or information aimed at resolving a problem or difficulty, especially as given by someone in authority. Feedback: "Here is the usual observation form; do you have any questions before we observe?... What would you like me to focus my observations on this time?... Now that you have finished your meeting, are you ready to review?...The story you told about Starbucks really broke the ice with the student and seemed to make them more comfortable. However, the student didn't seem to understand what flash cards were because they could not explain how they would use them... Based on our discussion, how could you make changes for future meetings?" Example What is Feedback? Feedback: information about reactions to a product, a person's performance of a task, etc. which is used as a basis for improvement. "Good work! You might want to try using a different way of explaining that study technique, though." "Good work! However, the student didn't seem to understand what flash cards were. You might want to try using a different way of explaining that study technique." Feedback Should be... "What would you like me to focus my observations on this time?...The story you told about Starbucks really broke the ice with the student and seemed to make them more comfortable. However, the student didn't seem to understand what flash cards were because they could not explain how they would use them." Timely User-Friendly What did you notice? Not Feedback: "Good work! You might want to try using a different way of explaining that study technique, though." "The story you told about Starbucks really broke the ice with the student and seemed to make them more comfortable. However, the student didn't seem to understand what flash cards were because they could not explain how they would use them. You might want to try using a different way of explaining that study technique." Ongoing So Feedback is... "What would you like me to focus my observations on this time?...Now that you have finished your meeting, are you ready to review?... The story you told about Starbucks really broke the ice with the student and seemed to make them more comfortable. However, the student didn't seem to understand what flash cards were because they could not explain how they would use them." The following clip shows supervisor critiquing an employee, who then critiques the supervisor. While the clip plays, please write down at least one piece of feedback given by each person: Feedback in the Workplace Consistent Goal - Oriented What is NOT Feedback? Goal-referenced Tangible and Transparent Actionable User-Friendly Timely Ongoing Consistent Tangible and Transparent "Good work! However, the student didn't seem to understand what flash cards were because they could not explain how they would use them. You might want to try using a different way of explaining that study technique." Actionable "What would you like me to focus my observations on this time?...Now that you have finished your meeting, are you ready to review?...The story you told about Starbucks really broke the ice with the student and seemed to make them more comfortable. However, the student didn't seem to understand what flash cards were because they could not explain how they would use them... Based on our discussion, how could you make changes for future meetings?" Feedback is information about how we are doing in our efforts to reach a goal. Feedback in the Workplace Let's Compare! Introduction to Feedback
Transcript: Results managing change takes time and patience being inclusive includes addressing emotions more awareness -> more expectation Daira, Alexandra, Michaela, Philipp, Nicolas Conclusion Step 1: Create Urgency Step 2: Form a Powerful Coalition Step 3: Create a Vision for Change Step 4: Communicate the Vision Step 5: Remove Obstacles Step 6: Create Short-Term Wins Step 7: Build on the Change Step 8: Anchor the Changes in Corporate Culture 8 stages in 4 phase Culture Change Road map Feedback presentation Organization Entertainment with audience Presentation skills Practical elements Kodak case Google case Answers to questions Cooperation with TMC (Industrial Testing Cooperation) - 2004: survey -> share value system for Diversity an Inclusion ->problem: individual managers didn't demonstrate it -> need: close gap betwen beliefs and behaviour ->project: 90 000 employees, 180 countries, 24 time zones, 40 languages -> goal: globally, inclusive, unifying, organizational structure Pepsi case Referencing Body language Gestures Speech CHANGE MANAGEMENT Kotter's eight-step plan Purpose of presentation Opening statement / conclusion statement Focusing on 1 or 2 theories Introduction and conclusion / recommendation Time management understanding D&I increase f women representation operational success in global Content Local ownership and relevance Awareness Capability Sustainment Visual design / layout Theories used: Lewin’s three-step model Forces to change Innovation pyramid Overcoming resistance to change
Transcript: Publisher and Audience Publisher Feedback The method I used to collect feedback for the presentation from the publisher was by having a one to one interview with him. This interview was recorded on camera so that it can be used as evidence. The questions I chose to ask were for the purpose of collecting feedback, from the publisher, for all areas of the presentation. Another question I asked was how I could keep the presentation within the 10 minute time period. He answered that it is very difficult to keep inside the time limit, especially with the audience asking questions at the end, the important thing is that you covered the areas of the presentation in enough detail which is more important. In addition, the survey also found out how engaging the presentation was for the audience, which is important for convincing potential investors. The results revealed that 33% of audience members found the presentation engaging all the way through, 50% of audience members found it mostly engaging, and 17% of audience members only found that parts of the presentation were engaging. This is positive as it concludes that 83% of the audience found the majority of the presentation engaging. However it also suggests that there are elements that need to be improved as 17% of audiences only found parts of the presentation engaging, meaning that they didn’t take in a lot of the information. Finally, I asked if I was able to answer the feedback questions at the end of the presentation professionally. The publisher answered that the answers were clear and professional despite some hard questions given by the audience, and that I clearly knew my magazine inside out. Before Changes: When the publisher was asked if the slides of the Prezi were clearly linked to the spoken information, he answered that there was clearly no confusion between the slides and spoken information, and that I clearly knew the presentation and effectively linked the spoken information with the slides. Audience members were also asked if the presentation could be improved in any other ways, and if so how? Audience members gave individual answers to this question, such as: “Be more passionate and expressive about the magazine” “Nope” “Maybe add a phrase like ‘Time to pass the torch’” “More confidence and self-belief in the product when pitching” These results portray that the majority of the audience felt that there was some way that the presentation could be improved, but there were also some audience members who felt the audience was fit for purpose with no improvements needed. The results of the survey revealed that the presentation was clearly presented both on the slides and verbally, as 33% of people said that all of the presentation was clear, and 67% of people said that most of the presentation was clear. This is a positive reflection on the presentation as the information was clearly presented on the slides and verbally to the audience. I first asked the publisher whether or not the presentation was professionally presented. He responded positively, answering that the format of the presentation through using Prezi was appropriate and fit for purpose, as well as the presenters’ appearance and mannerisms. Presentation Feedback Another question asked about if there was any information that was missed in the presentation. The publisher responded with suggested improvements to the marketing area of the presentation, including examples such as Facebook and Twitter pages and posters. He further suggested that I needed more marketing terms such as above and below the line marketing, and including a readership profile. I also asked the publisher what the main strengths and weaknesses of the presentation were, he answered that in his opinion the focus on the magazine pages was very impressive, and to improve them I could change the headline on version 2 as it isn’t as clear as version 1, and I could also show the feedback I received that told me what improvements to version 1 I needed to make. He went on to say that it would have been nice to see some annotations of codes and conventions for the front cover. He also said that it was good that I gave the opportunity for the audience to give feedback at the end, and sent out a survey to receive further feedback. Further improvements that the publisher recommended included that there needed to be more detail with the pre-production material. Audience Feedback When asked whether the presentation made Manic magazine seem like a good investment, the publisher again responded positively, saying that the budget summary and breakdown was very clear, making Manic magazine seem like a good investment. The method I used to collect feedback from the audience of my presentation was Survey Monkey. I asked a range of questions that enabled them to evaluate the clarity of the presentation, how engaging it was, the content of the presentation and whether it made the magazine seem professional and successful. The survey also
Description: For grant requests, funding pitches, program proposals, or any other kind of education or nonprofit presentation, this Prezi template is the way to generate interest and momentum. Like all Prezi education templates and Prezi nonprofit templates, it’s easily customizable.
Description: A well-organized training presentation template is a critical tool for education professionals. From roadmaps to reviews, this training template will help you take your next EDU training presentation to the top of the class.
Description: For grant requests, program proposals, or any other nonprofit or education presentation, this globe-themed creative Prezi template is the way to generate interest and momentum. Like all Prezi education templates and Prezi nonprofit templates, it’s easy to customize.
Description: Show the big picture, zoom in on details, and explain clearly how it all relates with this Prezi executive brief or Prezi nonprofit template. The lively image and bold colors make it easy to create compelling, engaging executive brief or nonprofit presentations.
Now you can make any subject more engaging and memorable