What are the best ways to evaluate your own performance when working with virtual teams in Facilitation?

Assessing virtual facilitation performance requires a unique approach, considering digital communication nuances. Virtual environments demand a deeper analysis of engagement levels and interaction quality. As an introvert, I focus on less obvious signs of participant engagement, like the frequency and quality of digital contributions. Technical aspects of virtual facilitation, such as the effective use of digital tools, are crucial. Reflecting on these aspects, seeking feedback, and adapting to the evolving landscape enhances virtual facilitation skills.

Dynamics of virtual session and class room changes drastically, if we colloerate the similarities for both environments, one can easily evaluate the facilitation performance on both the mediums. Even before checking the participants feedback look the softer aspects like... Self-Reflection: Regularly reflect on your facilitation sessions. Consider what worked well, areas for improvement, and any challenges faced. This introspective approach helps you identify patterns and refine the facilitation skills.( This can be practised irrespective of.environment) This is a traditional approach, Participant Feedback: Collect feedback from virtual team members. Use surveys, anonymous polls, or direct discussions to understand the perspective.

To evaluate your performance when facilitating virtual teams, employ a multi-faceted approach. Regularly solicit feedback from team members through surveys or one-on-one conversations to gauge communication effectiveness and clarity of instructions. Monitor team engagement levels, participation, and collaboration during virtual meetings. Assess project progress against established timelines and goals. Reflect on your adaptability to technological challenges and the use of facilitation tools. Consider the achievement of team objectives and the overall satisfaction of team members. Continuous self-assessment, coupled with open communication and adaptability, ensures ongoing improvement and fosters a positive virtual team environment.

It might be a good idea to send a form out so that your audience can anonymously give feedback without reservations. This will also show where you can work on and what needs to improve.

Sin evaluación no se puede medir el crecimiento, ni reconocer los espacios de mejora, ni relacionarse con pistas para el aprendizaje. Incorporar la evaluación a todos los proyectos es volverla un método ineludible, que dará resultados en forma de experiencia, saberes, capitalización de aprendizajes, feedback y feedforward. Aun en los procesos en que no se tienen pares o superiores o subordinados que puedan aportar evaluaciones, es sumamente interesante encontrar el modo de medir los propios procesos y resultados, reconocer áreas de desarrollo, documentar cambios y reciclar estrategias.

The ultimate evaluation of your performance is if the desired outcomes of the session you facilitated were achieved. You can determine if they were achieved by evaluating the participant's understanding of the content, their level of engagement during the session, and if they were able to execute on the content afterwards. Determine exactly what you want to evaluate, and then create method of receiving feedback. This can be accomplished through surveys, post-meeting discussions, and self-reflection. Analyze the feedback you receive, and then determine what can changes could be implemented to improve the presentation next time.

Seeking direct audience feedback with interactive methods like using reactions, emojis, or words in the chat box is a fantastic idea. It not only keeps participants engaged but also provides an immediate picture of their understanding and satisfaction. I love the simplicity of tasks like a thumbs up or a quick 'Yes or Feeling it' in the chat to indicate comprehension. You could use the ratio of responses to participants as a performance indicator as a way to measure effectiveness. It's a quick, real-time metric that can guide immediate adjustments during the session. Finally, sharing a link to an anonymous form for more detailed feedback ensures that participants can provide additional insights.

As a facilitator, I am extremely conscious of how busy people are. On the other hand, people start losing the retention of their experience, as soon as they leave the workshop. Therefore, it is very important that The feedback is gathered during the workshop itself, rather than afterwards, as you seldom receive it in a timely manner. Therefore, my approach always is to include some sort of feedback activity as part of the closing of the workshop. Some examples are a gratitude activity, where all participants express their gratitude for other participants with specifics. Another example is asking everyone to note down one thing they learnt today or one thing that surprised them.

Someone asked you to facilitate the session, so start there. Let them know in advance of the session that you are looking forward to their feedback after the session, including how you designed the session, how you led the session, how you engaged the participants, and whether you achieved the desired outcome. All participants should be told the same thing at the beginning of the session and given a live way to anonymously give feedback. This way, you encourage feedback at the point you can do something with it. Most sessions are done to effect change over the long-run. Another survey and interview of the sponsor should be done well past the session to make sure a lasting impact is achieved.

En los antiguos barcos había un lugar que se llamaba Bitácora y ahi se guardaba un cuaderno que con el tiempo tomó el nombre del espacio y fue el Cuaderno de Bitácora. En él, el Capitán del barco anotaba las novedades, situaciones, cambios de rumbo, calmas chichas y tormentas que se les presentaban. Y al volver a puerto la entregaba a los due?os del barco para su evaluación. Construir una Bitácora múltiple, que recoja opiniones, documentos generados por los equipos, entregables, feedback de clientes, recuerdos de cada intervención, puede servir como un storyboard de evaluación. Alrededor de una bitácora se pueden establecer conversaciones de reflexión, celebración y capitalizacion de aprendizajes.

The article focuses on evaluation of facilitators during virtual setup , try incorporating the following: Conduct post session debrief with key stakeholders or colleagues after the key sessions. Discuss what worked well, challenges faced, and potential improvements. This collaborative review helps in gaining different perspectives on the facilitation process. Have a Peer who can genuinely share feedback: Seek feedback from colleagues or mentors experienced in facilitation. A fresh perspective from someone outside the immediate context can provide valuable insights into your strengths and areas for improvement.

Evaluar o autoevaluarse es volcar juicios sobre el desempe?o, los resultados, las vivencias. Requiere la cercanía óptima, que habilita el conocer pero no el pegotearse. Necesita de la compasión, la empatía y la plasticidad cognitiva. La evaluación es una historia que contamos o que nos cuentan.