How to work on your GAPS - A trainer's context
Sangita Sarkar
"National Lead Talent Acquisition | HR Strategist | Transformational Leader | Certified Life Coach | Expert in Social Media Recruitment & Employer Branding | Champion of Excellence and Integrity in HR"
A recent experience to post which I feel worth sharing . I conducted , few webinars where I spoke on various topics though that' s not new as its a trend nowadays that we have excellent orators and speakers who are trying to make their digital image strong by presenting their topic of expertise .
My intention , was not this towards this topic , as my focus is to develop through methodologies where being a trainer /speaker/orator its my function to deliver but how do I approach to dig out my BEST as its an era to STAND OUT .Its no more with conventional but with innovation .
Post to my webinars , I propose to teams to collect feedback on my session in spite its an one time delivery . The main reason , behind was not to see what I receive but the areas where I have a gap as the self correction and the effort towards the same can bring out the best in me .
This analysis which I did with 100 students' feedback data from three institutions where I conducted the webinars and the scores are interesting :
All are average from the data from separate heads based on content, presentation and delivery ( All are out of scale of 5):
Delivery Methodologies used - 4.6 out of 5
Pace of Presentation - 4.4 out of 5
Pace of Speech - 4.8 out of 5
Content covered as per topic - 4.2 out of 5
Content Knowledge - 5 out of 5
Clarity of Subject Matter - 4.8 out of 5
Explaining the topic - 5 out of 5
Clarity and Oration of the Speaker - 5 out of 5
Usage of Time and addressing to Queries - 4.8 out of 5
I devised a model which I call OASIS where I feel it serves my priority to address to my gaps and though its very simple but it has been pretty advantageous to capture , segregate and address my area of concerns to self analyse for a betterment
O- Observation , A- Accept , S- Segregate, I-Intention ,S- Systematize . This model of thought came in mind when I collected my intuition of what I want to do as a Trainer . What is my actual perspective and where do I need to do a self - check and start my journey towards mastering .
Project Manager @Artis Technologies Private Limited
4 年Yes, feedback is one of the ways to find the gaps and subsequently cemented it. But honest feedback is hardly come by. Many a time I found out that feedback is given for the sake of giving. Among these, it is really difficult to pinpoint the fallacy. It is no doubt, however, the feedback is measurable yardstick through which we can understand our lacunae. Thanks for sharing.
HR Consultant
4 年Correct, one of the easiest way to analyse the gap within ourselves. Informative article though.