Responsive Management™:
2008 Public Seminars
Participant Evaluation Summary

Comments from Participants:

1. How satisfied are you that the information provided in this seminar is relevant to the performance of your work or your organization?
Excellent. I'd like to see this after 3-d conference at THS Rainier or ETAC.
Good for my tool box.
Very satisfied.
Very satisfied.
[I] felt information provided was very useful. Always open for new ideas.
Very relevant, especially in regards to interpersonal performance problems.
Great take away tools.
Common issues in all organizations.
Very relevant. We need to encourage a culture of feedback.
I have to give feedback constantly but am new to doing so.
Liked concrete examples.
As a new supervisor, information was very relevant to issues currently coming up with my team.
Focus of this seminar on negative feedback was very relevant.

2. How satisfied are you that the information provided in this seminar is sensitive to and positively responds to the differences between people?
Absolutely. Done in what seemed to be effectively.
Information was good but wish we had more time to go deeper in[to] this.
What is "reasonable" to one person may not be to another. I would like to talk a bit more about these values.
Seminar is sensitive because it speaks to a collaborative relationship between supervisor and
supervisee.
Good but would have liked to address how to deal with people of other countries in a more
relevant manner. Especially when they are unapproachable or do not want to contribute.
Seems precise enough for both direct reports and for use with other more “casual” interactions.
Cultural sensitivity was prevalent and addressed issues of “eye contact.”
Mentioned several times.
Great.

3. How satisfied are you with your ability at this time to apply the information covered in this seminar to your work or organization?
May have a challenge and in part why I'm going to request 3-D seminar on-site(s).
Longer would be great.
Works for me. I find I fall back into old habit of communication.
With practice I think I can be successful.
I felt that I received useful information that I can apply to my position.
Good, especially how to provide and receive negative feedback.
I can see many areas in my work where this will be helpful.
Will probably take practice.
Yes, this is applicable to workplace.
It will take conscious practice.
Material congruent with previous trainings.
Will need practice – plan to do so with my kids.
More time for examples/role plays would make me feel more prepared.
A big shift from current culture.
I can do it with considerable review.
Very helpful information.
Role playing and the Pocket Prompt ® were very helpful.

4. How satisfied are you that you had sufficient opportunities to participate?
Consistently asked for feedback,...
Very open format – encourages participation.
Great! Hands-on communication exercise was perfect in the afternoon.
The exercises are very effective in reinforcing and illustrating the concepts discussed.
Not enough time.
Good use of time... hard to fit more in six hours.
More practical role-playing would be nice. More real-life examples like those at the end.
Very much enjoyed the “real life” problems we are currently having.
Good opportunity. Glad [I] didn’t have to role-play.
Dick asked many times for the group to participate.
Participation allowed me to see areas needing improvement.
Great interactions.

5. How satisfied are you that your questions were answered adequately?
Presentation was thorough and clear.
Good. Answers were on point and not vague.
Very good response and general application in response to specific questions.
Many questions were cut off.
Addressed with specific examples.
Would like more time to go more in depth – otherwise very satisfied.
Open to questions.

6. How satisfied are you that this was a good use of your time?
I learned ways I am currently doing things may not be the most effective.
I would highly recommend this course to others.
Good. Tools are hands-on and tangible to take away.
Time was well balanced; time for lunch.
The information is easy to apply because the theory is general.
Very good.
Would like to go to a longer training covering the information.
Good information.
Great training for supervisors (newly promoted, new managers).
I didn’t want to attend. It was worthwhile. I would have liked more. I understand this is part
of a larger series.
Some more ideas to talk or deal with all different organizational levels.

Other -- What other training topics would you like to have presented?
Difficult employees.
"Corrective action" following the problem analysis feedback would be helpful. Also providing positive feedback on a level equal to the negative.
More on giving negative feedback and unresponsive employees.
Creating a culture of feedback for all staff.
Give positive feedback.
Problems that arise when trying to implement feedback skills; how to deal with difficult
responses from person receiving feedback.
Effective leadership dealing with covert organizational behavior.
Meeting room was not comfortable: too small, poor facilities (i.e., restrooms), too loud,
uncomfortable chairs.
This seminar would work well with a “working lunch.”
Dealing with difficult people and people from different cultures.
Communication between management and staff to increase productivity, morale, value, trust,
open door.
How to develop teamwork and increase morale in times when everyone needs to assume a
greater workload.

Rev:  10/22/08