Presentation on theme: "The Leadership Evaluation Bringing Toastmasters Evaluation to Leadership Growth J. Randy Penn DTM for District 15 Spring Conference May 3, 2013."— Presentation transcript:
The Leadership Evaluation Bringing Toastmasters Evaluation to Leadership Growth J. Randy Penn DTM for District 15 Spring Conference May 3, 2013
www.toastmasters.org It aint what you dont know that gets you into trouble. Its what you know for sure that just aint so that gets you into trouble. – Mark Twain Key Learning
The Toastmasters Leadership Program Dr Ralph Smedleys Vision Competent, Advanced Distinguished Leadership What is the Toastmasters Evaluation Program? What do Leadership & Management, Evaluation & Judging have in common? What we can do about it Leadership Evaluations are tougher than Speech Evaluations Especially tougher on leaders Strategic Planning at the Club & District Why are we here? or the Agenda
www.toastmasters.org Limited handouts – Lifes tough when your green! Available on www.JRandyPenn.netwww.JRandyPenn.net Interactive Presentation Ask questions as they arise Respectful heckling appreciated Text, Tweet, Post as much as you like Have a good time! If you dont like it, tell me. If you do like it, Tell Everyone! How are we going to get along?
www.toastmasters.org YMCA Santa Ana, CA 1924 Director Education Observed that young patrons needed: job skills, specifically training in the art of public speaking and in presiding over meetings Decided the training format would be a social club We learn best in times of enjoyment Note the goalEducation & Jobs vs a Social Club Dr Ralph Smedleys Vision
www.toastmasters.org Toastmasters Education System
www.toastmasters.org Toastmasters Leadership Program Competent Leadership (CL) Advanced Leader Bronze (ALB) Advanced Leader Silver (ALS) Distinguished Toastmaster (DTM) Manual 10 projects club meeting roles CC, Club Officer, TLI, 2 presentations ALB, District Officer, HPL, Club Starter ALS & ACG How many Leadership Evaluations?One!
www.toastmasters.org Competent Meeting Leadership Leadership (CL) Advanced Leader Club Leadership Bronze (ALB) Advanced Leader District Leadership Silver (ALS) Distinguished 3% Toastmaster (DTM)How many Leadership Evaluations given? Toastmasters Leadership Program
How does it feel to give an Icebreaker Evaluation? What is the Hardest Evaluation you ever gave? Toastmasters Story Time!
www.toastmasters.org Oscar the Grouch [singing] Let this be the Grouch's cause! Point out everybody's flaws! Something is wrong with everything, -except the way I sing!
www.toastmasters.org Agreements – Leader Willing, Interested, Accepting Agreements – Evaluator Generous, Helpful, Supportive Time Limited One Role Only! Evaluate the performance not the person. Toastmasters Leadership Evaluations
www.toastmasters.org What is a Leadership Role? Does the CL Manual count? What does it teach us? How do you Evaluate a Leadership performance? Take time to Evaluate – Write it down Remind of Agreements & Ask Permission Personalize – What I saw, heard, felt … Sandwich Method, Time Limited, Single Project Toastmasters Leadership Evaluations
www.toastmasters.org Personalize What I saw, heard, felt … not We, Us, Everyone Avoid Judgments good leaders dont, that was the wrong thing to say if you want to do it right, you must Not Right & Wrong More effective for me if you … I was really impressed when you … Leadership Evaluation Techniques
www.toastmasters.org 3 Rs of evaluating: Review, Reward and Respond 1 st Person or 3 rd Person? Both are Strong and Personal Both can Support or Undermine Leadership Evaluation Techniques
www.toastmasters.org Evaluation Judging JUDGING CRITERIA ANALYTICAL QUALITY refers to the effectiveness of the evaluation. Every evaluation should carefully analyze the strengths and weaknesses of the speaker's presentation. Were the evaluator's comments clear and logical? Did the evaluator identify specific strengths and weaknesses of the presentation? RECOMMENDATIONS are an important part of an evaluation. An evaluator not only points out the strengths and weaknesses of a speech, he/she also offers specific recommendations for improvement. Recommendations should be practical, helpful and positive, and they should enable the speaker to improve his or her next presentation. TECHNIQUE refers to the manner in which the evaluator presents his/her comments and recommendations. An evaluator should be sensitive to the feelings and needs of the speaker, yet inspire and encourage the speaker in his/her future speaking efforts. SUMMATION is how the evaluator concludes the evaluation. The conclusion should briefly summarize the evaluator's comments and suggestions, and be positive and encouraging. JUDGES CODE OF ETHICS 1. Judges will consciously avoid bias of any kind in selecting first, second and third place contestants. They will not consider any contestant's club, area, division or district affiliation. Nor will they consider any contestant's age, sex, race, creed, national origin, profession or political beliefs. They will demonstrate the utmost objectivity. 2. Judges will not time the speeches and will not consider the possibility of under-time or overtime when judging a contestant's speech. 3. Judges will support by word and deed the contest rules and judging standards, refraining from public criticism of the contest and revealing scores and ranking only in accordance with official policy.
www.toastmasters.org What is the difference between Evaluation & Management? What is the difference between Evaluation & Contest Judging? Analytical Quality Recommendations Technique Summation Decision Evaluation vs. Management
www.toastmasters.org Evaluating the Wrong Way!
www.toastmasters.org Meeting LeadershipCompetent Leadership (CL) Club LeadershipAdv Leader Bronze ( ALB) 360° Evaluation Strategic Planning5 yr Plan District LeadershipAdv Leader Silver ( ALS) District Leadership Committee Strategic Planning5 yr Plan 360° Evaluation Expanding the Toastmasters Leadership Program
www.toastmasters.org Presiding Officer Evaluation Period from/to The club president opens and presides over every club, business, and executive committee meeting. This means the president takes charge of the proceedings and keeps the agenda moving forward. As president, you are expected to manage procedural matters in the conduct of the meeting and to apply Roberts Rules of Order Newly Revised (Item B30). Describe how the President Succeeded and/or can Improve as the Presiding Officer. __________________________________________ __________________________________ Distinguished Club Recognition. You work together with all of the clubs leaders to achieve success in the Distinguished Club Program DCP by encouraging educational achievements, building and maintaining membership, attending club officer training, and submitting dues, officer lists, and other documents on time. Describe how the President Succeeded and/or can Improve in Distinguished Club Recognition. __________________________________________ __________________________________ Cheerleader. You recognize member achievements by presenting certificates at club meetings, sending personal emails of congratulations, and otherwise publicly praising the good work of your members. Describe how the President Succeeded and/or can Improve as the Cheerleader. __________________________________________ __________________________________ Leadership and Guidance The president serves as the clubs representative at the district and international levels. As president, you must be available to provide leadership for the club whenever its required. This includes creating a nurturing learning environment by conducting well- run, energetic, interesting meetings; actively seeking and connecting with club members and officers; listening patiently and offering assistance; and resolving conflicts as they arise. Describe how the President Succeeded and/or can Improve in Leadership and Guidance. __________________________________________ __________________________________ President Evaluation from Club Leadership Handbook
www.toastmasters.org Continue for: Distinguished Club Recognition Cheerleader Leadership and Guidance From Club Leadership Handbook For District Officers – Lather, Rinse, Repeat From District Leadership Handbook President Evaluation
www.toastmasters.org Club Officer Leadership Training Dos 360° Evaluation Roles & Goals Repeated & Routine Adv Leader Bronze ( ALB) District Approved Training Club Success Plan (This year) Strategic Plan (5 year) Communication Program Continue to grow Manual Speeches CL Manual Encourage & Use Dont Repeat the Past Toastmasters Training Achieving Success as a Club Officer includes scripts for each officer. Attracting New Members to Your Club Charting a Course for Club Success Motivating Achievement
www.toastmasters.org District Officer Leadership Training 360° Evaluation Roles & Goals Repeated & Routine Toastmasters Program Achievement Continue to grow Manual Speeches CL Manual Encourage & Use District Officer Training Roles & Goals Training District Success Plan (This year) Strategic Plan (5 year) District Leadership Committee Recruit & Retain Talent Evaluate Prospects Survey Leaders
www.toastmasters.org Toastmasters International Mission We empower individuals to become more effective communicators and leaders. District Mission We build new clubs and support all clubs in achieving excellence. Toastmasters International Envisioned Future To be the first-choice provider of dynamic, high-value, experiential communication and leadership skills development. Strategic Planning New & Improved
www.toastmasters.org Mission Vision Values Driven Specific & Time Limited Goals Distinguished Area, Division & District Success Plans Goals for club, membership and educational growth clearly focuses on prospecting for and establishing new clubs, emphasizes membership growth in existing clubs and helping clubs achieve and maintain quality club programming through DCP Over Time5 years Strategic Planning
www.toastmasters.org Views TowardBoomers Gen Xers Millennials 1 Level of trust Confident of self, not authority Low toward authority High toward authority 2 Loyalty to institutions Cynical Considered naïve Committed 3 Most admire Taking charge Creating enterprise Following a hero of integrity 4 Career goals Build a stellar career Build a portable career Build parallel careers 5 RewardsTitle and corner office Freedom not to do Meaningful work 6 Parent-child involvement Receding Distant Intruding Who are the they?
www.toastmasters.org Views TowardBoomers Gen Xers Millennials 7 Having children Controlled Doubtful Definite 8 Family life Indulged as children Alienated as children Protected as children 9 EducationFreedom of Expression Pragmatic Structure of accountability 10 EvaluationOnce a year with documentation Sorry, but how am I doing? Feedback when I want it 11 Political orientation Attack oppression Apathetic, individual Crave community 12 The big question What does it mean? Does it work? How do we build it? Who are the they? continued
www.toastmasters.org Its Their Toastmasters, not Your Toastmasters Its going to feel like Leadership is taking more of your time More communication Text, Email, PPT, YouTube, Calls, Mentoring Job splitting, recruit tasks, describe goals Assistant Area & Division Governors Treat information & tasks like a web site Identify, Research, Buy it Now! Waiting for Your Cat to Bark?: Persuading Customers When They Ignore Marketing by Bryan Eisenberg, Jeffrey Eisenberg and Lisa T. Davis (Jun 13, 2006) Final thoughts
www.toastmasters.org The Leadership Evaluation Bringing Toastmasters Evaluation to Leadership Growth J Randy Penn DTM www.JRandyPenn.net Follow me on Facebook, Twitter or Skype Please turn in your Evaluations!