Any meeting can only be as good as the person who facilitates it. 

While some people thrive in this role and make you ask for more, surely you’ve met some who failed to deliver. 

You should take a fair share of the blame. Bear with me on this one.

BTW – If you stay with me on this you will be rewarded with a free copy of my recent meeting feedback 🙂 Tempting!

How many of you have have been invited to meetings that were inconclusive, disorganised and far too long? It’s alright if you can leave as soon as you realise what’s coming your way, but that’s not always the case. 

Have you ever provided constructive feedback to the facilitator? When was the last time you did that?

Water cooler talk 

It’s so easy to criticise and complain. And most people do…

“Now that was a waste of time…”

“I thought it would never end…”

Break the mould in 4 steps

One of my mentors used to say:

If no one comes to you after your meeting with some comments, then you have some homework to do my friend.

Mark adopted a simple four-step template to assess meetings. After many years I still find it effective. 

1. Meeting structure

2. Facilitation tools & techniques

3. Team engagement

4. Recognition

Instead of discussing every step of the feedback model, I thought it would make more sense to give you a real-life example. 

I have been asked recently to join a group of software engineers to provide feedback on their “lessons learnt” meeting. 

Here is an extract from my feedback:

If you want to read the full feedback, please click the link below to download your FREE copy.

Let me know what you think. Have you ever used a similar model for providing feedback? Share your thoughts in the comments section below.