It depends on how well you know them. If not well, I would find anything I liked, even if it was what they were wearing and compliment it - honestly. If I knew the individual well, I would compliment what I liked and then offer suggestions for improvements based on their performance. I agree with being honest; but honesty does NOT have to be brutal honesty.
I always try to find something positive to say for starters, then offer suggestions they might consider in future presentations. I do about 30 after-dinner talks per year across North America and occasionally beyond our borders. I too, suggest they watch how people react to what they say, and if there is any interest. If not I suggest the speaker head into a different direction while still staying on the subject. I too suggest they pick out five or six scattered people in the audience and speak to them personally.
Offer to help them. Don't be critical. It is better to be kind than right. The right thing to do is to offer help. If they plan to make speaking a part of their career get them involved in a toastmasters or other program where they can become the best version of themselves.
Be open and honest with them. Give them specific examples from your opinion on what they can improve on. Don't just say you didn't like it. Be specific and don't make it personal attacks.
That's a hard one. As a speaker I would want to know if I missed it, even if it stung. I would have to assess more factors. Was the speaker an employee, were they paid, did they solicit or were they invited, were they suppose to be an expert on the subject, etc. I would not lie. Perhaps one could say, "I think they were needing a little bit more. Let's talk about it." Any speaker who wants to be effective should be open to this.
Be honest. Tell them what they did well (even if it was just the topic or researched information, or the courage to do the speach). Coach on things to change to be better in the future. Offer your help to coach them. Great public speaking takes practice and coaching. Almost nobody is a naturally a great public speaker.
Simple really, be honest, anything else is cowardice and inconsiderate. Of course be tactful and, compassionate but, honest.
This shouldn't even be a question. How else will they improve their craft or, learn from their mistakes? How else will they continue to follow the path they have chosen?
Depends upon the relationship. If it is someone on the "outside" hopefully they will have a feedback or eval form. Be honest. Try to distinguish between content and delivery. Some people just aren't speakers but have great content. Highlight were you thought they were good, and make suggestions were they need improvement.
If it is someone within your organization, first check your own motives. Is this someone you like and care for, or someone that rubs you the wrong way? If you have a good relationship with them, coach them lovingly. If it is someone you don't have a relationship with talk to someone who does who can respectfully coach them up.
In both cases be respectful. It takes courage to speak to an audience.
Three-step process aka Sandwich. I have this occur many times. Here are the steps I offer. 1. I liked this, and this about your speech. 2. I have a few suggestions. 3. I also liked this. Each time I cover the suggestions with great as not to discourage the speaker. I teach this in my one-day Fast Track and Networking seminar. I limit the seminar to 10 only. I trained speakers for Tony Robbins. Feel free to contact me for a FREE discovery call.
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Answers (11-20)
It depends on how well you know them. If not well, I would find anything I liked, even if it was what they were wearing and compliment it - honestly. If I knew the individual well, I would compliment what I liked and then offer suggestions for improvements based on their performance. I agree with being honest; but honesty does NOT have to be brutal honesty.
I always try to find something positive to say for starters, then offer suggestions they might consider in future presentations. I do about 30 after-dinner talks per year across North America and occasionally beyond our borders. I too, suggest they watch how people react to what they say, and if there is any interest. If not I suggest the speaker head into a different direction while still staying on the subject. I too suggest they pick out five or six scattered people in the audience and speak to them personally.
Offer to help them. Don't be critical. It is better to be kind than right. The right thing to do is to offer help. If they plan to make speaking a part of their career get them involved in a toastmasters or other program where they can become the best version of themselves.
Be open and honest with them. Give them specific examples from your opinion on what they can improve on. Don't just say you didn't like it. Be specific and don't make it personal attacks.
That's a hard one. As a speaker I would want to know if I missed it, even if it stung. I would have to assess more factors. Was the speaker an employee, were they paid, did they solicit or were they invited, were they suppose to be an expert on the subject, etc. I would not lie. Perhaps one could say, "I think they were needing a little bit more. Let's talk about it." Any speaker who wants to be effective should be open to this.
Be honest. Tell them what they did well (even if it was just the topic or researched information, or the courage to do the speach). Coach on things to change to be better in the future. Offer your help to coach them. Great public speaking takes practice and coaching. Almost nobody is a naturally a great public speaker.
Simple really, be honest, anything else is cowardice and inconsiderate. Of course be tactful and, compassionate but, honest.
This shouldn't even be a question. How else will they improve their craft or, learn from their mistakes? How else will they continue to follow the path they have chosen?
Be honest but tell them why it was terrible. Always give constructive feedback. Also their reasoning as to why you did bad may not be bad to all.
Depends upon the relationship. If it is someone on the "outside" hopefully they will have a feedback or eval form. Be honest. Try to distinguish between content and delivery. Some people just aren't speakers but have great content. Highlight were you thought they were good, and make suggestions were they need improvement.
If it is someone within your organization, first check your own motives. Is this someone you like and care for, or someone that rubs you the wrong way? If you have a good relationship with them, coach them lovingly. If it is someone you don't have a relationship with talk to someone who does who can respectfully coach them up.
In both cases be respectful. It takes courage to speak to an audience.
Three-step process aka Sandwich. I have this occur many times. Here are the steps I offer. 1. I liked this, and this about your speech. 2. I have a few suggestions. 3. I also liked this. Each time I cover the suggestions with great as not to discourage the speaker. I teach this in my one-day Fast Track and Networking seminar. I limit the seminar to 10 only. I trained speakers for Tony Robbins. Feel free to contact me for a FREE discovery call.