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What Does Good Look Like?Every member of the audience has some idea of what constitutes good or bad performance
Participants are asked to identify good and bad characteristics individually then share their perceptions with the rest of the audience. In this sample, I have dealt with good and bad management, but any topic of which the audience has an existing knowledge can be incorporated.
1 minute to introduce the activity,
1 minutes for individuals to prepare their list
5 Minutes for collecting the audience list.
1. Ask participants to think of a successful manager. Ask them to list three attributes that contributed to this person’s success.
2. Describe these characteristics as those of a SUPER MANAGER
3. Ask also for three traits of a poor manager and describe the holder of these features as BLOOPER MANAGER.
4. Allow participants time to write out three characteristics in each case.
5. Observe participants as they are writing and call for initial contributions from those who appear to have written at length.
6. Limit initial contributions to one per participant.
7. Write contributions on a flip chart, post it on the wall and refer to it during the speech to relate your content to their nominated characteristics.
Asking the participants to write out the three attributes encourages focus on the subject of your speech.
By seeking a written answer first, the prospect of a participant being unable to contribute is reduced.
Listing the qualities of Super and Blooper on flip chart paper and posting them on the walls for later reference provides a reference point for review during the speech. This checks that the matters that the participants thought important at the start of the session are covered in your address.
Frequently if the issue is good management both flexibility and consistency will be offered as positive attributes, while inconsistency and inflexibility are offered as negatives.
What is the difference between flexibility and inconsistency? Is it one of those irregular verbs: I am flexible, you are inconsistent, he or she is erratic?
I believe that consistency and flexibility can coexist in a goal driven organisation. Inflexibility or inconsistency are evident in a procedure or process driven environment - “There’s no reason for it, it’s just our policy, that’s why!” may be the motto in an inflexible organisation.
To determine the participants level of knowledge on the subject under discussion
To focus their attention on the subject
To establish an environment where their contribution is valued
