You have to give feedback on public speaking skills to your team. What are the best ways to do it?

When I used to deliver daily military intelligence briefings, the conventional wisdom was, "be brilliant, be brief, and be gone." This mantra not only underscores the importance of conciseness and clarity in communication but also serves as a powerful foundation for motivating others to enhance their public speaking skills. To build on this, encourage your teams' speakers to focus on the core message, stripping away unnecessary details to leave a lasting impact. Teach them the art of storytelling, showing how to weave facts with narratives to captivate audience attention. Stress the significance of preparation, especially to anticipate questions and rehearse their delivery, which boosts confidence and ensures a more polished presentation.

I agree with the above perspective totally.. Sandwich Method is a great way to convey "constructive feedback" While appreciating the plus points in their presentation....The negative points need to be conveyed as points for further improvement. Followed by "how" they can improve or improvise....by your example to have more clarity.

De acuerdo a mi experiencia como entrenador para presentaciones en público, y sustentandome en (Del Prette & Del Prette, (2001) y Medrano, L. A., & Flores Kanter, E. (2014), recomendaría hacer foco en lo positivo. Incluso si es menor a lo negativo. Describir en lugar de evaluar y referirse al comportamiento y no a la persona. También es importante que el feedback sea breve y que pase la menor cantidad de tiempo entre el comportamiento analizado y el feedback otorgado. Es importante elegir un momento y lugar adecuado (o crear un buen clima con una introducción antes de referirse a la performance del evaluado), sino la persona no estará disponible ni receptiva al feedback.

One thing I've found helpful is to first commend before pointing out areas that need extra attention like introducing dignitaries and guests. A public speaker must make sure to pronounce the names right otherwise the audience will become disinterested and focus more on the bad pronunciation. To avoid this, ask questions and practice before the program starts. Also, effective but brief stringing of each presentation will arouse the attention of the audience allowing them anticipate the next speaker and topic. An effective conclusion helps call all participants to action

Realize that people came to your event to gain knowledge on a subject. You have that knowledge just be confident that you are presenting facts and you should have no problem keeping them engaged.

Being specific and genuine in giving feedback helps in communication and growth. Good usage of words makes a difference and one can enhance it by following certain methods and techniques. Writing up genuine feedback pays a contribution to the fullest as it helps to understand the person where he/she needs to improve and develop and also shows your dedication and commitment for taking out time and making it effective.

Le factuel, il n'a que cela de vrai me dit et me rabâche mon coach, Olivier Lavy. Plus je l'utilise et plus je me rends compte que c'est pertinent comme remarque. Il est difficile de le contrer car c'est du concret. C'est précis, objectif comme feedback et le plus souvent inattaquable.

At the core of our belief system lies the recognition that we are all human, susceptible to making mistakes, particularly during presentations. That's why we prioritize the power of positive feedback. We understand that providing constructive feedback is crucial, highlighting key areas for improvement. By fostering an environment that encourages growth, we empower individuals to learn from their mistakes and enhance their presentation skills. Together, let's embrace the opportunity to offer constructive feedback that drives progress and development.

Es muy importante considerar las áreas positivas y negativas que son áreas de oportunidad. Lo cual es de vital importancia al realizar la retroalimentación nunca personalizar y siempre presentar cómo áreas de oportunidad para fortalecer e integrar más al equipo. Buscando el armonizar la operación y en el caso que se tenga que personalizar algún tema la recomendación deberá de ser en privado el comentarlo.

Introspection is good about self! But when you ASK it shows the respect and understanding that you appreciate people's efforts. Asking before feedback gives you clarity of your own perception and thoughts about the person and his work. Once you understand his challenges,you guide and help in an effective way and it definitely gives the better input. Certain questions help in understanding how to evaluate the best and justice the efforts

This is a Great way to encourage people to reflect & self access... Their perception about public speaking is important to be understood...if the basic is wrong then no matter how effective your suggestions are....they might not yield the right result.

It is always good to seek opinion of the audience. Even now, technology has made it cheaper and convenient to reach out to audience. Genuine criticism had to be sought and the need to adjust has to be there. Honest critics must be sought to evaluate the speech. Our best mutual friends might not be sincere regards your evaluation. A neutral feedback from the general public must be sought. This will surely help to improve the next time.

This indeed very systematic & effective way.. What gets measured gets done....I concur with the above perspective. Recording your speech, is like seeing a mirror & self explanatory. The impact of the awarness of the flaws is effective. This also encourages self-assessment... It becomes easy for us to point out the exact defficiencies & demonstrate the correct way getting them to understand the point of improvement much better. What's absorbed through example digests faster.

Using the SMART framework helps individuals and teams clarify their goals, stay focused, and achieve success. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. Specific: Clearly define what you want to accomplish. Measurable: Establish criteria to track your progress and determine when you've achieved your goal. Achievable: Ensure that your goal is realistic and within your capabilities. Relevant: Make sure your goal aligns with your overall objectives and priorities. Time-bound: Set a deadline or timeframe for achieving your goal to create a sense of urgency and accountability.

I agree... True motivation comes in when the taken efforts to improve one's self are recognized & encouraged. This makes you as a mentor look fair, builds trust & opens them towards constant improvement...by self-assessment as well.

I like the combination of sandwich and self-perspective. For starters, staff NEED to know when they are communicating well, whether public speaking or during everyday interactions with other staff… I would argue that the later is more important. Reasonable humans also understand that there is always room for improvement, AND PRAISE when you observe staff who are coachable and using that feedback to improve. Self-awareness is such a critical element in every aspect of everyday existence. Those staff who are open to it and try continuously to improve and be their best selves are those who usually receive the promotions… and continue to pass those skills along to the future leaders.