Event Feedback Collection

Most workshop evaluations questions are ineffective. Try these two questions to drive behaviour change and generate insights. In my 23 years of designing and running learning and development experiences, I've found that asking the right questions can be a gamechanger. Especially if you're self-employed. And you want to charge more for your services. Because you drive behaviour chance. So, forget the mundane sliding scale rating: ❌ The session ❌ The material ❌ The facilitators Here are two simple questions that support impact 📝 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐨𝐧𝐞 𝐤𝐞𝐲 𝐚𝐜𝐭𝐢𝐨𝐧 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐭𝐚𝐤𝐞 𝐚𝐬 𝐚 𝐫𝐞𝐬𝐮𝐥𝐭 𝐨𝐟 𝐭𝐡𝐢𝐬 𝐰𝐨𝐫𝐤𝐬𝐡𝐨𝐩? This question forces participants to commit to a specific action. ↳ It’s not just about learning; it’s about doing. 📝 𝐖𝐡𝐚𝐭 𝐛𝐚𝐫𝐫𝐢𝐞𝐫𝐬 𝐦𝐢𝐠𝐡𝐭 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐲𝐨𝐮 𝐟𝐫𝐨𝐦 𝐭𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐢𝐬 𝐚𝐜𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐜𝐚𝐧 𝐰𝐞 𝐡𝐞𝐥𝐩? This question uncovers potential obstacles. ↳ It also shows that you care about their long-term success, not just the workshop. Why these questions work: ✅ Prompt reflection on learning. ↳ A critical step in the learning process. ✅  Provides proxy measure of impact ↳ Reflections guided to consider action. ✅ Provides insights on obstacles ↳ Allowing you to improve the workshop Next time you run a workshop, ditch the old evaluation forms. Try these questions instead. Support behaviour change Demonstrate impact Increase your fees Give it a go. ~~ ♻️ Share if you found useful ✍️ What other powerful questions do you use in your evaluations?

My workshop feedback method has a 100% response rate — and uses zero forms. I ditched post-workshop surveys because… no one filled them out and the ones who did wrote things like “Great workshop 🤗 ” (helpful… ish ⁉️ ). So now I use my four-question, four-colour sticky-note system at the closing of a workshop. It’s fast, visual, and human. It surfaces real language, real commitments, and real insight. Reflection becomes baked into the workshop instead of bolted on. Here’s the magic. I ask everyone to respond to these phrases individually 🟡 “I learned / liked / aha!” - Quick bursts of insight. One idea per sticky. No faffing. 🟢 “I will…” (What ideas do you plan to implement immediately?) - The gold. Actual commitments. I can instantly see what’s going to live beyond the room. 🔴 “I wish…” (What support do you need or what else do you wish we had explored today?) - Constructive, honest improvement ideas and what they need to succeed post-workshop. Better than any anonymous text box. 🔵 One word (What single word best describes your overall reaction to the session?) - These become my word cloud*, and it tells me the emotional temperature in one glance. Then, in small groups, participants choose their top insights, star them, and share them with the room. It turns into this joyful moment where you can see what activities really landed and what learning truly stuck. Impact? • I can literally see what resonated. • The “I will…” notes show behaviour change starting before people even leave the room. • The “I wish…” notes help me evolve each workshop immediately. • And the one-word cloud gives me a pulse check that’s surprisingly accurate. (see word cloud from 10 workshops* - 210 words - in comments) Yes, I still type them all into a spreadsheet by hand (there’s something human and connective about reading people’s handwriting). Then I let AI help me spot themes and patterns. It’s simple. It’s human. It works. And gives clients tangible, meaningful insights... Curious: how do you gather feedback that actually helps you get better? #PlayMore #JudgeLess #feedback #facilitation

A lot of the value of attending or speaking at a conference doesn’t come from being there. It comes from what you do afterwards. How many times have you come back from a conference or event and thought, “I should’ve done more to maximize that experience”? Not just attending the sessions or showing up at the networking receptions, but turning it into something meaningful for your visibility, your relationships and your business development efforts. Me too 🙋🏼♀️ It’s easy to get caught up in our busy lives, especially after returning from a conference and then move on to the next thing without following up. What you proactively do after the event is what can turn conversations into relationships and visibility into opportunity. Here are some ways to make the most of attending your next conference: ✔️ Prioritize the people you met and follow up with context on LinkedIn or by email, referencing your conversation and suggesting a clear next step ✔️ Follow up with organizers to share feedback and express interest in speaking or getting involved in future programming ✔️ Turn your conference notes into key takeaways and share them as content (LinkedIn post, blog post or short video) connected to your work, your clients or what you’re seeing in the market ✔️ Host your own webinar to recap key themes and extend the conversation ✔️ Interview speakers or attendees whose perspectives stood out and use that content in a webinar, blog post or on social media ✔️ Host an internal recap to share key insights and connect them to your team’s work ✔️ Turn questions or conversations from the event into content or targeted outreach ✔️ Share insights from the event in an email newsletter ✔️ Add relevant new contacts to your email list so you can stay visible with them ✔️ Create a simple system to stay in touch with the people who matter most ✔️ Review the attendee list and reach out to people you didn’t meet ✔️ Follow up with speakers you admired, even if you didn’t connect in person ✔️ Identify one trend or theme you kept hearing across conversations and proactively share that perspective with clients or colleagues You already put in the time and energy to be there. This is how you carry that momentum forward. Which of these ideas resonated most with you? #LegalMarketing #ClientDevelopment #LinkedInTips #BusinessDevelopment #PersonalBrandingTips

80% of feedback never changes behavior. Not because people don’t care… But because of how it’s delivered. Your style and tone makes a difference. The feedback you give can spark change or trigger resistance. It’s not about being “nice” or “tough.” It’s about being strategic. Here are 5 approaches that turn tough conversations into growth opportunities: 1. COIN Method For when performance needs a reset. Most people jump straight to criticism. But starting with context creates safety. “In yesterday’s meeting…” feels specific. “You always…” feels like an attack. The magic is in the Next step: Don’t just point out problems. Co-create solutions. 2. SBI Model For when you’re recognizing wins or addressing gaps. Vague praise like “Great job” doesn’t teach. Specific feedback does. “When you asked that clarifying question, the client leaned in…” That’s something they can actually repeat. 3. STAR/AR Method For when someone’s ready to level up. Most feedback looks backward. This one builds forward. Review what happened → then explore alternatives. You’re not just fixing mistakes. You’re expanding capacity. 4. DESC Script For when you need to set boundaries. Boundaries don’t push people away. They build trust. The key is Express. Own your experience without blame. “I feel…” lands. “You make me feel…” doesn’t. That’s how accountability shifts. 5. GROW Model For when someone needs guidance, not answers Old-school feedback = “Here’s what to do.” GROW = “Let’s uncover it together.” The power move? Stay curious longer. Ask “What else?” at least 3 times. The best ideas usually come last. One more truth: timing beats technique. Give feedback within 48 hours when memory is fresh. Don’t fire off complaints in the moment. And don’t wait for the once-a-year performance review. Find the sweet spot where perspective is clear and the moment still matters. That’s when feedback creates growth. ♻️ Repost if this helps you (or your team) have conversations that actually create change. 👉 Follow Desiree Gruber for more tools on storytelling, leadership, and brand building.

Most leaders don’t struggle to give feedback because they lack good intentions, they struggle because they lack the right frameworks. We say things like: 🗣 “This wasn’t good enough.” 🗣 “You need to speak up more.” 🗣 “That project could’ve been tighter.” But vague feedback isn’t helpful, it’s confusing. And often, it demoralizes more than it motivates. That’s why I love this visual from Rachel Turner (VC Talent Lab). It lays out four highly actionable, research-backed frameworks for giving better feedback: → The 3 Ps Model: Praise → Problem → Potential. Start by recognizing what worked. Then gently raise what didn’t. End with a suggestion for how things could improve. → The SBI Model: Situation → Behavior → Impact. This strips out judgment and makes feedback objective. Instead of “You’re too aggressive in meetings,” it becomes: “In yesterday’s meeting (Situation), you spoke over colleagues multiple times (Behavior), which made some feel unable to share (Impact).” → Harvard’s HEAR Framework: A powerful structure for disagreement. Hedge claims. Emphasize agreement. Acknowledge their point. Reframe to solutions. → General Feedback Tips: – Be timely. – Be specific. – Focus on behavior, not identity. – Reinforce the positive (and remember the 5:1 rule). Here’s what I tell senior FMCG leaders all the time: Good feedback builds performance. Great feedback builds culture. The best feedback builds trust, and that’s what retains your best people. So next time you hesitate before giving hard feedback? Remember this: → You’re not there to criticize. → You’re there to build capacity. Save this as your cheat sheet. Share it with your teams. Let’s make feedback a tool for growth, not fear. #Leadership #FMCG #TalentDevelopment #PerformanceCulture #FeedbackMatters #ExecutiveDevelop

Like a medical diagnosis, criticism in the workplace serves to pinpoint problems, inefficiencies, or shortcomings. It highlights areas that require attention, whether in individual performance, team dynamics, or organizational processes. However, criticism that stops at identification, without providing a roadmap for improvement, is incomplete. It can lead to frustration, demotivation, and a sense of aimlessness, akin to a patient knowing their ailment but having no means to cure it. The transition from merely diagnosing to offering a treatment plan in the business context involves providing actionable feedback. This step requires skill, empathy, and a deep understanding of the individual or the situation at hand. Actionable feedback is specific, achievable, and relevant. It not only points out the area of concern but also offers practical steps, resources, or guidance on how to rectify the issue. This approach transforms criticism from a potentially negative interaction into a constructive and empowering one. Incorporating actionable plans into criticism yields multiple benefits. For employees, it provides a clear path to improvement and facilitates growth. For teams, it encourages a culture of continuous improvement, collaboration, and open communication. And for organizations, it leads to improved results and a competitive edge. Implementing this approach is not without its challenges. It requires a culture that values open communication and continuous learning. Leaders and managers must be trained to provide balanced feedback that is both honest and constructive. Additionally, there must be an understanding that the 'treatment plan' might require adjustments and flexibility, as every professional scenario is unique. The takeaways ... [1] When offering criticism, accompany it with a specific, measurable action plan. For instance, if an employee's performance is lacking in a certain area, don't just highlight the problem; provide clear, achievable goals and a timeline for improvement. Offer resources, if needed. [2] Constructive criticism should not be a one-way street. Encourage employees to engage in the feedback process actively. This can be achieved by asking them for their input on potential solutions or improvements. Such an approach not only empowers the employees but also builds a culture of mutual respect and collaborative problem-solving. [3] Criticism and action plans are not a 'set it and forget it' scenario. Regular follow-ups are crucial to ensure that the action plan is being implemented and to assess its effectiveness. [4] Recognizing and acknowledging progress is equally important, as it reinforces positive behavior and outcomes, leading to sustained improvement and development. ✅ Share this to your network ✅ Follow me on LinkedIn for expert insights ★ DM me for a conversation to learn how we can help you grow & succeed #business #people #leadership #management #growth #success #feedback #communication

🎯 Yesterday’s YPO Germany–Switzerland–Austria Day Chair training turned big ideas into how we actually do it. Amazing insights that make it look so easy but are super hard to execute like a pro. Plus these are frameworks you can (and should) use for any meeting, company event or client workshop. What landed for me: 🪑 The Three-Legged Stool (make every event stand): 📚 Learning — design for actionable takeaways (not keynotes-for-show) 🤝 Networking — engineer peer exchange (tables, rotations, F2F moments) 🎯 Experiencing — offsites/socials that anchor memory & momentum 🧭 E-CODE in practice (not on a slide): 👥 Engage Peers: create a safe haven; use member expertise & peer-to-peer formats 💥 Compel Content: clear outcomes, diverse voices, thought-provoking activities 🧠 Open Minds: multi-sensory, whole-person learning; challenge assumptions 🏁 Deliver Value: know the audience; exceed expectations in planning & follow-through 🌟 Extraordinary Resources: the right facilitators, venues, and tools to lift the bar 🛠️ Sell the event like a pro (the 60-sec Elevator Pitch): ❌ Don’t speak too fast / cram 15 minutes into 1 ❌ Ditch jargon & acronyms—make it understandable ✅ Practice until conversational (human > robotic) ✅ Actually use the pitch to do targeted follow-ups 🔁 Close the loop (so learning compounds): ✚/Δ Plus/Delta at the end → what worked / what to improve 🧪 Separate content feedback from logistics → cleaner signal for next time Events aren’t “nice to have” — they’re our engagement engine for peer-to-peer exchange and new ideas. Proud of this learning group and grateful for an excellent facilitation. 👥 I’ll tag our facilitator and the team on the photo. 👉 Question: What’s one detail you’ve used to turn a good event into a transformational one? #YPO #GSA #Learning #EventDesign #ECODE #Community #BetterLeadersThroughLifelongLearning

Stop Sponsoring Events Just for glossy photos — Start Demanding Real Data Too many brands are throwing money at events without a clue about the ROI. They’re happy with a slick reel, a few polished photos, and a flashy logo plastered across the venue. But the real question isn’t how good it looks—it’s whether it’s actually working.  Shiny Content Isn’t ROI   Here’s what brands should be asking for: hard data. Who exactly is attending these events? Where are they from, what age group are they in, and—here’s the kicker—how many of them are even familiar with the brand? If brands only care about surface-level content, they’re missing the whole point. Data-driven sponsorship means diving into the demographics, geographics, and psychographics of event attendees, which tells you if you’re actually reaching your target audience or just the most conveniently available crowd. Brand Awareness and Perception  Knowing how people feel about your brand matters more than a photo op. Events should be providing detailed analytics on brand awareness and brand perception—both before and after. If you’re a CPG brand, it goes further: are people even trying your product? Do they like it? Do they care? We’re talking about behavior metrics. Events shouldn’t just be content factories; they should be a platform for tracking real engagement and gauging whether your product is making a memorable impact. The Problem with Just Showing Up Here’s where many brands fall short: they’re okay with just “being there.” They put their name on a festival banner without any plan to dig into the details of what that exposure means. A big logo on a stage is nice, but if it’s not moving the needle, it’s nothing more than an expensive placeholder. If you’re not taking the time to measure how attendees actually interact with your brand, you might as well be invisible. Demand Data or Don’t Bother   To fix this, marketing leaders need to make data a non-negotiable part of any sponsorship deal. Before signing on, get specific about the analytics you expect. Whether it’s demographic insights, behavior tracking, or post-event follow-ups, know exactly what you’re getting and make sure it aligns with your goals. It’s time to prioritize substance over appearance and demand data that tells you whether your sponsorship dollars are really working. What to do about this nonsense? In today’s world, event sponsorship without data is just noise and wasted cash. It’s time to demand more than glossy photos. Get the insights, understand your impact, and make sure your brand is getting more than just a fleeting spot on someone’s Instagram feed. When done right, event sponsorship can be transformative—but only if it’s backed by data that actually means something.

Events are noisy. We turn them into signal... At most conferences, a few things are predictable: Panels say “we need to collaborate more” Sponsors hand out coffee or tote bags Feedback surveys go largely ignored So we asked a different question: What if we could turn every session into structured, actionable insight? We’re rolling out Lorefully again at a major industry event in November - this time, as AI Partner (not just the “cool tech at the back of the room”). Here’s what’s different: 🎤 Live audio is transcribed, analysed, summarised 🤳 Attendees scan a single QR code to share thoughts - no app, no faff 📊 Sponsors get real audience feedback, not guesswork ⚡ Organisers get same-day reports, not weeks of “we’ll get back to you” 📚 Attendees get something better than a branded lanyard: actual insight We’ve gone from being a nice-to-have to the “slido on acid” (their words, not mine - though I might put it on the pitch deck). The goal? To make every event more valuable - not just while you’re in the room, but after you’ve left it. If you’re running events, sponsoring them, or wondering what the future of conferences looks like with AI - let’s talk.

6 things to do after the workshop that most facilitators skip. The session ended. Everyone said it was great. Now what? Most facilitators pack up, drive home, and move on to the next one. That's where the value leaks. The 24 hours after a session are where you lock in impact and sharpen your craft. Skip them and you're leaving results on the table. Here are 6 things to do before the day is over: 1. Send the commitments email before 5pm. Not a summary. Not the slides. Not a thank-you note. → Each participant's commitment in their words. Accountability partner. Check-in date. By tomorrow the details are fuzzy. Same-day email locks it in while the session is fresh. 2. Debrief yourself for 10 minutes. → What worked and I should keep? → What fell flat and I should change? → What surprised me? Write it down. Not in your head. This is your session intelligence. Capture it today or you'll have a vague memory instead of a specific improvement. 3. Thank the sponsor with outcomes, not pleasantries. Don't send: "Thanks, great group!" → Send: "The team produced 3 commitments with owners and check-in dates. Main tension was decision-making authority. Here's the follow-up structure." The sponsor wants to know what the session produced. Outcomes-based reporting builds repeat business. 4. Share the parking lot items with owners. Three things got parked. If nobody follows up, the people who raised them will remember. → Email each item to the relevant person: "This came up during the session. Outside scope but clearly matters to the team." 5 minutes. Shows the group their input wasn't ignored. 5. Archive the outputs somewhere findable. Commitments. Flipchart photos. Frameworks. Agreements. → Shared folder, team channel, or doc every participant can access. If the outputs live in your facilitator bag, they don't exist for the team. 6. Write what you'd change next time. Not what went wrong. What you'd adjust. → "Activity 2 needed 10 more minutes." → "Opening question too broad. Narrower next time." → "This group needed more individual writing time." One line per adjustment. Store it with the session design. Next time you're starting from a better version. The pattern: → Lock in commitments → Debrief yourself → Report outcomes, not feelings → Close the loops → Improve the design The workshop is finished when the follow-through is set and the design is better for next time. ___ Save this for later (three dots, top right). Share with friends → ♻️ Repost. Get consultant-grade workshops every Sat → https://lnkd.in/eSfeUapJ