Establish clear roles

Establish clear roles

Everyone in a critique has a role they must play. The three roles we rely on are presenter, audience, and facilitator.

  • The presenter is the individual sharing work, their role is to: Succinctly describe the problem being solved (or ideas being explored) and present design or content solutions they have come up with
  • The audience's role is to: Understand the problem statement and context and ask a lot of questions
  • The facilitator’s job is to: Create a schedule for each critique in advance, ensure that everyone in the group stays on the agenda, take notes during critique to help those presenting.

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Four Things Working at Facebook Has Taught Me About Design Critique

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It’s important to know the difference between helpful feedback and unhelpful criticism.

If the goal of critique is to help move solutions forward and empower the team, feedback should primarily be presented in the form of exploratory and guiding questions, with an intent of building up and improving the work, and with the mindset of working together as opposed to criticizing the presenter.

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The point of a critique is to explore problems, nurture ideas, and grow the team, primarily through listening and asking questions.

You can’t accomplish this goal if you’re constantly checking your phone or working on your computer (or checking Facebook).

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It’s immensely helpful to reiterate the problem being solved before showing any work in a critique.

Vocalizing the problem and context for the work—and why it’s a problem or idea worth tackling in the first place—helps establish a foundation from which productive feedback can be given

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The importance of giving feedback

Giving feedback to your employees is good for a number of reasons:

  • It allows people to hone their work in a quick and efficient manner;
  • It opens up the opportunity for them to learn from a more experienced worker;
  • It motivates them to go to work and finish tasks.

However, invigorating a healthy culture of providing feedback is a task in itself. It can feel intimidating and a lot like criticism but if done correctly, it allows a comfortable environment that is open for discussion.

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The best tips for giving formal feedback

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When to Use Icebreakers

Consider using an ice breaker when:

  • Participants come from different backgrounds.
  • People need to bond quickly so as to work towards a common goal.
  • Your team is newly formed.
  • The topics you are discussing are new or unfamiliar to many people involved.
  • As a facilitator, you need to get to know participants and have them know you better.

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Ice Breakers: Getting Everyone to Contribute at the Start of a Successful Event

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Negative Feedback
Negative feedback is a more important component of the feedback cycle than positive feedback. 92% of people say in a study that negative feedback improves workplace performance.

To do it right:

  • Check how it will impact the individual
  • Make it guidance or advice
  • Be direct
  • Let it be an area of improvement information
  • Build a culture of trust.

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5 Ways to Give (And Receive) Negative Feedback | Planio

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