Comments on: This is your score out of 10 http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/ Do less good work. Do more GREAT Work. Tue, 07 Feb 2012 18:33:38 +0000 hourly 1 By: James Carr http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/#comment-67 James Carr Tue, 23 Dec 2008 03:02:44 +0000 http://boc2.zooninidev.com/?p=706#comment-67 Re: Phil Dooley That is really interesting. I am involved with a student group at my university and have run a few trainings on things like "personal effectiveness" etc. I have always used feedback forms but recently whenever I challenge people to change something I have a follow up a few days later (completely optional) to hear from people what has changed. I found that the feedback was always slighlty muted when I discussed times I had failed, compared to when I just talked about success. But then more people started showing up to the follow up training. I always wondered why more people considered it worth coming back when the feedback was more 6-7 then 8-10. I guess I know now that I was leaving them confused... ;-) Re: Phil Dooley

That is really interesting. I am involved with a student group at my university and have run a few trainings on things like “personal effectiveness” etc. I have always used feedback forms but recently whenever I challenge people to change something I have a follow up a few days later (completely optional) to hear from people what has changed.

I found that the feedback was always slighlty muted when I discussed times I had failed, compared to when I just talked about success.

But then more people started showing up to the follow up training. I always wondered why more people considered it worth coming back when the feedback was more 6-7 then 8-10. I guess I know now that I was leaving them confused… ;-)

]]> By: Michael http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/#comment-66 Michael Fri, 24 Oct 2008 00:43:45 +0000 http://boc2.zooninidev.com/?p=706#comment-66 Phil - that's cool ... and interesting. Phil – that’s cool … and interesting.

]]> By: Phil Dooley http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/#comment-65 Phil Dooley Fri, 24 Oct 2008 00:22:09 +0000 http://boc2.zooninidev.com/?p=706#comment-65 Recent Physics education research done here at the Uni of Sydney showed that students who saw a presentation of the right answer learnt less, than those who saw a presentation of both the right and the wrong answers. What's particularly interesting is that the second group, although they'd learnt more, felt less confident and more confused. Their pre-conceptions had been challenged! Recent Physics education research done here at the Uni of Sydney showed that students who saw a presentation of the right answer learnt less, than those who saw a presentation of both the right and the wrong answers. What’s particularly interesting is that the second group, although they’d learnt more, felt less confident and more confused. Their pre-conceptions had been challenged!

]]> By: Kate http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/#comment-64 Kate Tue, 21 Oct 2008 20:27:33 +0000 http://boc2.zooninidev.com/?p=706#comment-64 I have learned that high numbers on feedback forms do not necessairly stretch me into doing "Great Work". They sometimes make me comfortable with the status quo. It may temporairly feel good knowing my training was entertaining and well received and enjoyed, but it may be the low numbers that indicate I am calling forth participants to step up and do their "Great Work". That stretching may initally be uncomfortable for them, hence a lower score may show up on the evaluation form. I have learned that high numbers on feedback forms do not necessairly stretch me into doing “Great Work”. They sometimes make me comfortable with the status quo. It may temporairly feel good knowing my training was entertaining and well received and enjoyed, but it may be the low numbers that indicate I am calling forth participants to step up and do their “Great Work”. That stretching may initally be uncomfortable for them, hence a lower score may show up on the evaluation form.

]]> By: Michael http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/#comment-63 Michael Tue, 21 Oct 2008 17:39:24 +0000 http://boc2.zooninidev.com/?p=706#comment-63 Suzanne Thanks for your comment. "Great Work" is a subjective measurement, it's the work that matters to you, stretches you, inspires you, helps you grow. Of course, that exists at an organizational level too - the work that goes beyond the quarter on quarter returns and is the source of innovation, strategic difference, Blue Ocean strategy etc Suzanne

Thanks for your comment. “Great Work” is a subjective measurement, it’s the work that matters to you, stretches you, inspires you, helps you grow. Of course, that exists at an organizational level too – the work that goes beyond the quarter on quarter returns and is the source of innovation, strategic difference, Blue Ocean strategy etc

]]> By: Suzyn http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/#comment-62 Suzyn Tue, 21 Oct 2008 16:04:11 +0000 http://boc2.zooninidev.com/?p=706#comment-62 Ooooooh, this is a great train of thought for me. I'm a feedback junkie - I actually keep a "positive feedback" folder at work, and as well as forwarding all of it to my boss, I sometimes just look through it for a feel-good boost. But that job is not my great work. Which is probably why the feel-good boost doesn't last long ;) Ooooooh, this is a great train of thought for me. I’m a feedback junkie – I actually keep a “positive feedback” folder at work, and as well as forwarding all of it to my boss, I sometimes just look through it for a feel-good boost. But that job is not my great work. Which is probably why the feel-good boost doesn’t last long ;)

]]> By: Suzanne Carter, Ph.D. http://www.boxofcrayons.biz/2008/10/this-is-your-score-out-of-10/#comment-61 Suzanne Carter, Ph.D. Tue, 21 Oct 2008 12:31:53 +0000 http://boc2.zooninidev.com/?p=706#comment-61 A strong top-two-box score is common in training evaluations ... makes me think about the rater's comparison group ... I could be in this training session, developing myself, perhaps even having fun - or I could be doing my regular job. It's the negative or neutral ratings that get the real attention. So I'm wondering a couple of things, one of which is: what your criteria are for Great Work (the link to them, anyway) ... are they like the criteria distinguishing Good from Great Companies - a la Jim Collins? A strong top-two-box score is common in training evaluations … makes me think about the rater’s comparison group … I could be in this training session, developing myself, perhaps even having fun – or I could be doing my regular job. It’s the negative or neutral ratings that get the real attention.

So I’m wondering a couple of things, one of which is: what your criteria are for Great Work (the link to them, anyway) … are they like the criteria distinguishing Good from Great Companies – a la Jim Collins?

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