It was a great pleasure to welcome Freddie Daniells to ESC to deliver his “Exceptional Evaluations” workshop on Monday 10th April. This was the 139th time he’s given this workshop. His aim is to help us become more effective and exceptional evaluators, because, as he says: “When you give feedback, you have the chance to build people up or to tear them down.”
Feedback or evaluations, are at the heart of Toastmasters’ meetings. Being able to give feedback effectively will build speakers’ confidence and skills.
Freddie joined Toastmasters in 2004, and continues to be a member of Holborn Speakers and Excalibur Speakers in London. He has served in many various Committee roles at Club, Division and District level. As District Governor for Great Britain and Ireland in 2012-13, he met many past District champions of International Speech and Evaluation contests and asked them for their winning ways. He credits his learning and much of the material in his workshop to the feedback he received from these champion speakers and evaluators.
On behalf of Epsom Speakers’ Club and everyone at the workshop, huge thanks to Freddie for travelling to the depths of Surrey to share his experience, insights and learnings. With his magnanimous spirit and personality, he’s inspired us all to give, and get, more feedback in all walks of life, not just at Toastmasters.
Doris
ESC President
Key points from the workshop
1. Mindset
Think of the mindset of people who have given you effective and useful feedback. Freddie identified 7 common attributes of champion Evaluators:
- Motivating
- Empathetic – showed understanding of others’ needs and wants
- Honest
- Timely
- Specific
- Balanced
- Actionable
The first 3 attributes are “emotional” – based on your feelings, and are subjective and personal. The other 4 attributes are more objective – based on what can be observed and accounted for. So, exceptional evaluators take notice of both what is going on inside for them (how they feel in response to the speaker and the speech) AND what is going on outside (what they notice the speaker is doing, saying, being…).
2. 7 Steps
Freddie identified 7 steps that all champion evaluators did. When you are asked to be a Speech Evaluator, there are things you can do to prepare before the meeting; these to do at the meeting; and after the meeting.
Before the Meeting:
1. Speak to the speaker: – find out their personal objectives and past speaking experience, what project or Manual they are on.
2. Read the Manual: look at the project objectives.
At the Meeting:
3. Analyse (listen, observe, critical thinking)
4. Prioritise (which points to focus on)
5. Stand and deliver your evaluation
After the Meeting:
6. Write up evaluation feedback in manual
7. Buy the speaker a drink (check and clarify your feedback with speaker, get their reaction, etc).
3. Analysing the speaker and the speech.
Look at Structure, Content, Delivery and Audience. Freddie referred us to the Competent Communications (CC) manual where each project identified aspects that help build an effective speech – and in turn, these are the factors which can be commented on in your feedback. E.g.
Structure:
OBE: opening, body, ending;
Power of 3
Transitions
Opening impact
Conclusions – ending
Compare & contrast
Content:
General purpose: inspire, inform, entertain or to persuade
Rhetorical devices: alliteration, metaphors, repetition, triads
Active vs passive voice
Descriptive language
Avoid jargon
Simple or complex sentences
Facts / research used
Props / visual aids
Delivery:
gestures, movement on stage
facial expressions
vocal variety: pitch, pace, pause, power, projection…
Audience: WIIFM (what’s in it for me? Why should I listen to your speech?)
How does the speaker CONNECT with the audience? Through story? Humour?
Importance of humour in speeches – laughter helps audience to connect with you.
4. Prioritising
You only have 2-3 minutes to deliver your Evaluation Speech. You need to select a limited number of points to make. Freddie recommends no more than 5 points. Select the top 3 things you liked most (your Commendations) and the 2 things that could make the speech better (your Recommendations).
What order do you deliver each point? Freddie recommends this order: Start with your 2nd best like (Commendation), 3rd best like, then 1st big recommend, 2nd recommend, then your 1st best like. That way, you start off with 2 things you like about the speech, then 2 things that can make the speech better, and end with the biggest thing you like the most about the speech. This order makes your feedback motivating and constructive. This is the Body of your Evaluation.
For each commendation, say WHAT you liked (e.g. use of gestures), WHY this important (e.g gestures help bring the message alive), WHEN you specifically noticed the speaker using gestures effectively.
For each recommendation, say WHAT the speaker could do to improve (e.g. pause more), WHY this is important (e.g pauses allow the audience to take in your message better, and can add more impact), WHEN you specifically noticed the speaker could use this more effectively, and show HOW by demonstrating this.
5. Stand and deliver your evaluation.
Your evaluation is a speech, so you should have an Opening, Body and Ending. You already have the Body. The Opening is no more than about 20 seconds, and should contain an impactful line, something relevant to the speech, to get the attention of the audience. Followed by the greeting. i.e. Fellow toastmasters, guests and Speaker name.
The Ending is no more than 20 seconds. Signal you are moving to the End, e.g. say: In conclusion, or In summary, or Overall…. Then summarise by highlighting simply what you’ve said, using as few words as possible. Then one finishing line. Example: “In conclusion, an extremely inspirational and entertaining speech with clear structure and well researched content; consider pausing more and move with purpose for even greater connection with the audience.” Then a finishing line, that’s relevant and connects to the opening line.
6. Write up evaluation in Manual
Remember to do this for the Speaker.
7. Buy the speaker a drink
Remember: “When you give feedback, you have the chance to build people up or to tear them down”. Take the opportunity to check with the speaker what their reaction to your feedback is – it’s a chance for you both to clarify meaning and understanding, to build a solid bridge for future engagement and mutual learning and development.