EVALUATION Tips and Notes

3 Step Method
Step 1: Take Notes, according to goals. Just 2 columns, what I like & what can be improved. Look at 3 things: Speech Organization (flow, strong opening, middle, conclusion), Speech Mechanics (gestures, vocal variety, eye contact), and Speech Emotions (convincing and enganging).

Step 2: Quickly Prepare for Evaluation. Keep it simple. Find 1 thing that was special, above expectation. Also 3 more things that I also liked that relate to the goal. Finally, provide 1 thing that takes her speech to next level.
​
Step 3: Deliver the evaluation. I need to educate and motivate. Starts positive, smth to improve, and finally some encourangement. Give smth memorable and specific. Get quickly on the points. 

Next some general notes I find quite useful.

• ​The evaluation speech is not a simple speech, but it should be a creative performance that could capture audience attention.
• Don't be afraid to go deeper into details. Don't be afraid to hurt feelings. You need to provide extra value. Be unique in your comments.
• Give examples on how to become better speaker or provide vivid examples from the speech and highlight them.
• Focus on the speech objectives, not general remarks.
• Acknowledge your tone and body language while delivering an evaluation. ​
• Use your time wisely: Start with a strong opening line --> one great highlight from speech --> Two things the speaker can improve and presenting the examples on stage --> summary

General Remarks
​Feedback is information about what was observed. This allows the speaker to better understand how he or she is being perceived.
Typically feedback is given in 

a positive, improvement, positive format and is stated in “I” language.  The “I” format puts emphasis on what the evaluator observed rather than faulting the speaker. When positive feedback is given, the member’s confidence is boosted and he or she is often more willing to try to improve upon their speeches. Try to keep the constructive criticism to no more than three points so as not to overwhelm the speaker.
Feedback is more easily received when specific examples are cited from the speech. Advice is an opinion. This may be beneficial if the evaluator is offering suggestions on ways to improve.
Rewrite any advice statements as feedback statements.
Use the verbs like " I saw, I noticed, I observed".
"I had difficulty hearing you" -->Feedback
"You should improve your eye contact" --> Advice ▪ Example rewritten: I saw that you were averting your eyes from the audience
"You used different tones throughout your speech" --> Advice ▪ Example rewritten: I noticed you used great vocal variety throughout your speech ​

In a contest, the following four factors are judged:
1) Analytical skills.
2) Specific and helpful recommendations.
3) Technique. How empathetic and motivated are you to the speaker.
4) Conclusion

When giving feedback, present your observations in a positive manner.
POSITIVE FEEDBACK
Studies show positive feedback leads to increased confidence and a greater likelihood of achieving goals. During a Toastmasters evaluation, bring attention to areas of the speech you thought were done well. Reinforce the speaker’s effective behaviors.
Seek a balance that favors positive remarks over negative. If you are struggling to identify positive remarks, look to the areas the speaker indicated as her personal goals. For example, if she wanted to improve eye contact and did a good job, lead with a positive comment about successfully meeting that goal.
CONSTRUCTIVE CRITICISM
Constructive criticism is the practice of pointing out areas that require improvement in a respectful way. Use the evaluation criteria for the member’s chosen project to form the basis for your evaluation. Focus your attention on aspects of the presentation specified in the evaluation criteria.

Toastmasters ORG remarks

• During the speech, take notes when necessary, but be careful not to put all of your focus on note-taking. Give the speaker the respect and attention you would want to receive.

• Start your evaluation by stating the observed behaviors in an honest, respectful way.

• Concentrate on the action, not the person. Use “I” messages when you give your feedback. “I” messages keep the focus on behaviors, not the person.

• “You were inspiring,” is about the person. “I observed how passionately and energetically you inspired the audience with your personal story,” is about the behavior.