Quite often someone will bring me a concern they have about a review, something that is keeping them from submitting it and providing their feedback. For my first contribution to The Feedback Loop in 2018, I’ve decided that I want to take some time to address some misconceptions and drop some knowledge bombs to help clear the air and get some people’s pens moving. “Who can read reviews?” That’s a good question, in fact the one I received the most while doing some research
Mentoring. Mentor. Mentee. If you had to choose only one concept to pair with the judge program, most people would nod their head towards this one. From day one as a judge candidate to judges at highest levels of leadership in the program, it is everywhere. I came to judging from an educational background, so I didn’t really think twice about mentoring since it was already a large part of what I did with my time. But as I started prepping for writing an overview of what mentoring is, I came
Just write that review. Don’t mind how short it is. In fact, work on making it shorter.
I coin a lot of words and phrases related to feedback. Usually, these are complete nonsense. But sometimes the framework of this good game we play and judge offers a phrase with usefulness beyond rules enforcement. This is true of protection, a keyword that prevents something from being blocked, targeted, dealt damage, or enchanted [by a quality]. In this blog’s context, we can understand “protection from feedback” to be a characteristic that makes an individual incredibly difficult to
Last year, I was chatting with some judges in the Mid-Atlantic Slack about review counts, and one of them mentioned that he felt that reviews written was not a great metric to track – that quality mattered more than quantity. My response was the idea that quantity is its own quality. Receiving a well-written review is obviously more beneficial than receiving a poorly written review. But the difference in benefit between receiving a review and not receiving one is much greater. And while I always
Coaching a student is much more in line with the traditional idea of coaching than my last topic. We do this all the time in the judge program. We call it mentoring. In fact, L2 judges are required to show a “willingness to mentor” other judges. While this practice is more commonly discussed than coaching a mentor, there are always ways to maximize the effectiveness of your coaching. I’d like to offer a few tips for how to get the most (coaching) bang for your (mentoring) buck. Learn
What kind of coach do you aspire to be? For me, there’s one coach who stands out above the crowd: coach Greg Popovich of the NBA’s San Antonio Spurs.
Grand Prix Milwaukee, my last major event of the year, is in the books. 2016 was a big year for me as a judge – I worked 13 Grand Prix, 5 Opens, 2 Regional Championships, and 5 PPTQs. I served as a Head Judge for my biggest event to date, coordinated about 350 PPTQs in the Mid-Atlantic Region, took headshots for about 200 judges, and presented at 4 judge conferences. And I was promoted to Level 3, the culmination of hundreds of hours of effort by a lot of people, some of whom I’ve never met in
Welcome back to the thrilling conclusion of the self evaluation series. If you’re just joining me, be sure to go back to Parts One, Two, and Three. This week, as the second half of my advice on how to write your Level 3 Self Review, I’ll be covering the final five Qualities of a Premier Judge. TEAMWORK, DIPLOMACY, AND MATURITY Grouped Qualities like this can be difficult to write about because they encompass related, yet different, aspects of you. In fact, this Quality used to be two separate
Hello and welcome to the latest edition of the Feedbag! Last month, we discussed how to encourage judges on your team to review each other. This time, we’ll look at managing teams from another angle, with our question coming courtesy of : I recently was Head Judge of a large event that had teams of judges. One of my goals of the event was to be able to provide a useful review to each team lead as well as several staff, but as the event began and issues began to manifest, I found myself pulled