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Observer Training. Key to Mobility. Agenda. Introduction Principals for observers Rules for teamwork Assessment exercises and evaluation - dice construction - rope exercises - group discussion Organisation for the assessment. Initial point is the job advertisement.
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Observer Training Key to Mobility
Agenda • Introduction • Principals for observers • Rules for teamwork • Assessment exercises and evaluation - dice construction - rope exercises- group discussion • Organisation for the assessment
Initial point is the job advertisement Shop assistant for young fashion in Frankfurt am Main Your job compasses the presentation of goods, the forthright addressing of customers and a professional customer advice prior to the selling. Moreover you’ll be trained in the inventory control and the attendance of the cash. The most important preconditions for this job are the ability to work in a team, to enjoy the work with people and fashion and a committed and assertive behaviour. You should not be older than 35 and you should be able to work full time, 5 days a week. We’re looking forward to your letter of application or your visit in our shop. For more information you can contact us with indication of the reference-id MP0113325- at the following address: Manpower GmbH Personaldienstleistungen Schillerstr. 2 60313 Frankfurt a.M. - City Communication skills Intercultural skills Empathy Resilience …
Principals for the observer • You are observer and not participant • Note your observations continuously and use your rating sheet • Keep all memories and valuing statements out of your notes • Listen carefully to the statements and note keywords without distorting them • Don't rely on your brain on its own
Observation and Description • Helpful feedback always contains a description of the behaviour you have watched and heard • Thereby never happens allocation of the perceptions to defined observation categories • Afterwards the perceptions have to be written in keywords in a rating sheet for each participant
Effects of observation • Outshine effect (Halo-effect) • Contact effect • Strictness and mildness failure
Important for the observation • First you observe the behaviour and take notes, later on you make your evaluation • Every exercise is a new chance • No hasty evaluation of the participant and no voting
Process from observation to the evaluation talk 1.Observation during the exercise • Each observer has specific participants. • The observer evaluates these participants during the exercise by using the rating sheet for each exercise. • The observer notes the remarkable behaviour of each participant or marks its assessment for the observing criteria based on the behaviour of the participant
Process from observation to the evaluation talk 2. Evaluation immediately after the exercise • After the exercise the team of observers discusses its results. • Every observer compares his notes with other observers and they all together give a common evaluation – using the observing criteria - of: ++ = overfilled the criteria + = fulfilled the criteria = average result - = below average -- = not fulfilled the criteria
Process from observation to the evaluation talk 3. Observer conference at the end of the AC • After finishing the actual AC there is again the possibility to complete the preliminary estimate and the strength and weaknesses analysis to a harmonious overall image. Hence, thereby arises the support plan for the participant.
Process from observation to the evaluation talk 4. Feedback to the participant (evaluation talk) • Each participant gets a short feedback of the strengths and weaknesses in the exercise • The evaluation talk should contain an explanation of which criteria are more or less developed and a first appraisal of the achievements of the participant
Observation of perception and evaluation results • Before starting read the observation criteria carefully to focus your perception • You only note behaviour that you really observed!- No subjective judgements!- No interpretation!- Avoid subjectivity! • Avoid the “golden mean”
Make the evaluation after observing the behaviour! • The value of the observation is due to the average value of the evaluations per eachcriteria. • Take courage for extreme evaluations if the participant behaves in this way. • Adjust yourself to each new participant!
Discussion and comparison of the evaluation results • Immediately following the exercise you write the results of your observation in the rating sheets and complete them • Do not tell the results until the participant has left the room • Fast discussion of the evaluation results - Adhere to the times which have been planned for the evaluation
Listen carefully to the perceptions and observation results of your colleagues.- Question yourself about the results- It is not about a right or wrong perception, but about different perceptions. - There is no need for an argument about evaluation results. • If the results are vastly diverging (= difference of 1 step on the rating scale) there should be a exact explanation about the evaluation and you should mark this evaluation with a conflict arrow.
Rules for the teamwork in observer teams • Adjust to the agreed time frames- To make sure every participant will be evaluated under the same general conditions • Neutral behaviour against the participants • Don’t show judgemental behaviour against the participants (gesture / facial expressions / statements) • Choose one team coordinator
He / She explains the exercises to the participants • He / She is coordinating the team work • He / She is taking care to adjust to the time frames and rules of observation • Own observations are the yardstick for the evaluation • Clarify which observer evaluates which participant before the exercises start.
