Fluent Essays

Help needed with peer reviews instructions attached due in 16 hours Part 2.  Evaluate the presentations of two of your peers and evaluate yourself.  To do this, you will fill out an evaluation form that I have composed under Helpful Documents. On this form, you will grade your peers’ presentation on a scale of 1-100 based on several criteria. Think like a teacher and you are assigning a grade, so 90-100 is an A, 80-89 is a B, and so on. Upload your evaluations as a reply to the presenters original upload. In other words, do not start a new discussion topic for your evaluation. Upload your critiques in the form of a Word document to the forum.  Dont forget you have to also evaluate yourself. Any evaluations uploaded late will not be accepted and will miss out on 60 points. Helpful Information:  You will review the presentations of 2 of your peers, and each completed peer evaluation will be worth 20 points for a total of 40 points. You will also evaluate your own presentation for 20 points. So, the total point value for this review forum is 60 points. Your evaluations will be graded as follows: · 20 points for a critique that is thorough, accurate, and detailed · 10 points for a thrown-together or not well thought out and superficial critique · 0 points for a sloppy and obviously inaccurate critique.  I know it can be uncomfortable reviewing/grading a peer.  However, in the real world you will be put in uncomfortable situations like this, so use this assignment as an opportunity to work on this skill. The best gift you can give your peers is an honest evaluation. I expect your critiques to be professional and not condescending.  So, if the presentation has too many words and the slides are too crowded, you might make a suggestion like this:  According to our textbook, you should use minimal words on a slide so that your slides are not crowded.  I suggest you spend more time finding pictures that demonstrate your point rather than filling up the slides with words.  Additionally, it can be hard to receive critical feedback from peers and even instructors. This critical feedback is essential, however, to be able to see where you need to work harder to improve. Remember, you have looked at this presentation so many times that you have lost your objectivity, so you need outside help! I fully expect you to see your peers comments as valuable, and I want you to incorporate their suggestions into your next draft. If you do not feel like a suggestion from a peer is correct, please send me an email, and I will review that suggestion for you. I will be looking to make sure you are honest in your evaluation of your peers. If an obviously 50 (F) presentation is given a 90 level score (or vice versa), you will receive negative points for the evaluation.  This rule is in place to prevent the very common student practice of rating all student peers between 90 and 95 on everything.  Honor, integrity, and trustworthiness are required of evaluators. Peer Evaluation Download and save this sheet as a Word document according to your and your peer’s last name. For example, if I was evaluating Amanda Deason’s report, I would save the document as weeksevaluatedeason.doc. Name of Book and Author: Name of Presenter (your classmate doing the presentation): Evaluation of the Presentation Rate each of the following by using this grading scale: 90-100 = A: 80-89 = B: 70-79 = C: 60-69 = D: 0-59 = F ********************************************************************************** · How well was the book covered: ________ · How well prepared was the presenter: ________ · How seriously was the assignment taken: ________ · Slide grammar and punctuation: ________ · Slide design: _______ · Overall evaluation of the presentation: _______ Write one or two sentences to briefly answer the questions below. ********************************************************************************** · What are two things the presenter did well? · What are two things the presenter could do better? · What is one slide that could be better designed? How so? · What one slide had the most impact visually? Explain? · Did the presenter’s narration coordinate well with the slides? · Did the speaker speak with enthusiasm? With knowledge of the subject? · Did the speaker bring in outside sources other than just using the book (i.e., videos, quotes, pictures)? · Is there one point that was over explained? One point under explained? · What are the two most important points or concepts you got from the presentation? · Did the presentation make you want to read the book? Why or why not? · If you owned a company, would you want this person to present a slide to your employees? Why or why not? · Write a short critical review that you would tell this presenter about his overall methods, organization, narration, and visual impact. Think about yourself as his/her boss. What would you tell him/her on what he/she did well, ways to improve, and overall professionalism? Peer Evaluation Download and save this sheet as a Word document according to your and your peer ’ s last name . For example, if I was evaluating Amanda Deason ’ s report, I would save the document as weeks evaluatedeason .doc. Name of Book an d Author : Name of Presenter (your classmate doing the presentation): Eval uation of the Presentation Rate each of the followin g by using this grading scale : 90 - 100 = A: 80 - 89 = B: 70 - 79 = C: 60 - 69 = D: 0 - 59 = F *********************************** *********************************************** · How well was the book covered: ________ · How well prepared was the presenter : ________ · How seriously was the assignment taken: ________ · Slide g rammar and p unctuation: ________ · Slide design: _______ · Overall evaluation of the presentation: _______ Write one or two sentences to briefly answer the questions below. *********************************** *********************************************** · What are two thing s the presenter did well? · What are two things the presenter could do better? · What is one slide that could be better designed? How so? · What one slide had the most impact visually? Explain? · Did the presenter’s narration coordinate well with the slides? · Did the speaker speak with enthusiasm? With knowledge of the subject ? · Did the speaker bring in outside sources other than just using the book (i.e., videos, quotes, pictures)? · Is there one point that was over explained? One point under explained? · What are the two most important point s or concept s you got from the presentation? · Did the presentation make you want to read the book? Why or why n ot? · If you owned a company, would you want this person to present a slide to your employees? Why or why not? · Write a short critical review that you would tell this presenter about his overall methods, organization, narration, and visual impact. Think about yoursel f as his/her boss. What would you tell him/her on what he/she did well, ways to improve, and overall professionalism? Peer Evaluation Download and save this sheet as a Word document according to your and your peer’s last name. For example, if I was evaluating Amanda Deason’s report, I would save the document as weeksevaluatedeason.doc. Name of Book and Author: Name of Presenter (your classmate doing the presentation): Evaluation of the Presentation Rate each of the following by using this grading scale: 90-100 = A: 80-89 = B: 70-79 = C: 60-69 = D: 0-59 = F **********************************************************************************  How well was the book covered: ________  How well prepared was the presenter: ________  How seriously was the assignment taken: ________  Slide grammar and punctuation: ________  Slide design: _______  Overall evaluation of the presentation: _______ Write one or two sentences to briefly answer the questions below. **********************************************************************************  What are two things the presenter did well?  What are two things the presenter could do better?  What is one slide that could be better designed? How so?  What one slide had the most impact visually? Explain?  Did the presenter’s narration coordinate well with the slides?  Did the speaker speak with enthusiasm? With knowledge of the subject?  Did the speaker bring in outside sources other than just using the book (i.e., videos, quotes, pictures)?  Is there one point that was over explained? One point under explained?  What are the two most important points or concepts you got from the presentation?  Did the presentation make you want to read the book? Why or why not?  If you owned a company, would you want this person to present a slide to your employees? Why or why not?  Write a short critical review that you would tell this presenter about his overall methods, organization, narration, and visual impact. Think about yourself as his/her boss. What would you tell him/her on what he/she did well, ways to improve, and overall professionalism? Daring Greatly: what it is and how to do it Introduction: What does it mean to “Dare Greatly”? 2 Hello! Brené Brown, Ph.D, LMSW -research professor at the University of Houston 3 Key Points -debunking myths -understanding shame -vulnerability as a weapon -cultivating change -rehumanizing education -”wholehearted” parenting Scarcity: Looking Inside Our Culture of “Never Enough” -We long for connection and belonging, but we’re afraid of not being “enough”. -Constant measuring of what we have and what we don’t have, or how things used to be 5 Debunking the Vulnerability Myths We’ve all experienced shame; it’s our perception of what others think of us. 6 To truly understand shame, we must first understand connection, love and belonging. -Shame derives its power from being “unspeakable” -Simply believing that we’re enough helps us to remove the “mask” 7 Understanding and Combating Shame The Vulnerability Armory We found ways to protect ourselves from vulnerability as children, but as adults, we must be vulnerable. “We must take off the armor, put down the weapons, show up and let ourselves be seen.” – Brown, p. 112 8 We don’t have to be perfect, Just engaged and committed to aligning our values with action. Cultivating Change and Closing the Disengagement Divide Sometimes we disengage to protect ourselves. Sometimes we disengage because the people who are leading us aren’t living up to their end of the social contract. 9 Disruptive Engagement Daring to Rehumanize Education and Work Brown talks about how shame is permeating our culture in schools and organizations; people use bullying, criticism, etc. in order to achieve what they want, and how we should mind the gap with feedback. Wholehearted Parenting: Daring to be the Adults We Want Our Children to Be Who we are and how we engage with the world Is a much stronger prediction of how our children will do in the world in the future. 11 Wholehearted Parenting: Daring to be the Adults We Want Our Children to Be The question isn’t “are you doing this right?” It’s more like “are you the adult that you want your child to grow up to be?” 12 13 Wholehearted Parenting: Daring to be the Adults We Want Our Children to Be The basic idea is: Are you leading by example? As children, one of the most crucial things we do is watch and see how our parents are engaging with the world Final Thoughts Brown writes “daring greatly is not about winning or losing. It’s about courage. In a world where scarcity and shame dominate and feeling afraid has become second nature, vulnerability is subversive. Uncomfortable. It’s even a little dangerous at times. And, without question, putting ourselves out there means there’s a far greater risk of feeling hurt.” 14 My Final Thoughts 15 New Recording 2 com.apple.VoiceMemos (MH iPhone (null)) LINCHPIN Are You Indispensable? - Seth Godin - You Are a Genius…So Start Acting Like One! By: Matt Smeltzer A Synopsis Of: “You Are A Genius, So Start Acting Like One” by Matt Smeltzer. A synopsis of “Linchpin: Are You Indispensable?” by Seth Godin 1 Agenda: Who is Seth Godin? The New World of Work Indoctrination: How We Got Here Becoming the Linchpin Doing the Work The Resistance The Powerful Culture of Gifts There is No Map The Culture of Connection The 7 Abilities of the Linchpin When it Doesn’t Work Conclusion This synopsis will begin with a brief background of the author, Seth Godin, followed by a brief summary of the key points and ideas contained in “Linchpin” starting with…and ending with the conclusion and closing remarks. 2 Who is Seth Godin? Successful Author Businessman Public Speaker Marketer Who is Seth Godin? He is a successful author, having written over 20 worldwide best sellers. He is an entrepreneur, having launched several businesses over his career including his first marketing venture, Yoyodyne, where he helped popularize the idea of “permission marketing”. He is also a well-known fixture in the public speaking world, but if you were to ask Seth who he is, he’d tell you “I’m a teacher, and I do projects.” He is a member of the Guerilla Marketing Hall of Fame, the Direct Marketing Hall of Fame, and the Marketing Hall of Fame. 3 The New World of Work The PERL The Rule of Ordinary People The Law of the Mechanical Turk The Myth of the White-Collar Job Average is Over Remarkable People - PERL-Percentage of Easily Replaced Labor -The Rule of Ordinary People – From “The E-Myth Revisited” by Michael Gerber. Explains the perfect business model would be operated by people with the lowest possible level of skill. High Skill = expensive at a premium in the marketplace. -The goal is to hire as many obedient, competent workers, as cheaply as you possibly can. -The difference between what an employee is paid and how much value he/she produces leads to profit. -The internet has improved the process of finding interchangeable, disposable labor -The Law of the Mechanical Turk-Any Project, if broken down into sufficiently small, predictable parts, can be accomplished for awfully close to free. -The Mechanical Turk – chess playing “Computer” built in 1770, actually a small person in a box - Amazon.com service “Mechanical Turk” transcribe audio example -Henry Ford-Mass Production-Interchangeable parts-interchangeable workers. Since 1925 the goal was to hire the lowest-skilled laborer possible, at the lowest possible wage…That is the labor market we were trained for. -A century of interchangeable, disposable labor -This has only been the way of things for the last 100 years, it wasn’t always this way. We have been culturally brainwashed to believe that accepting the hierarchy and lack of responsibility that come with a factory job is the one way, and the best way. -Most white-collar workers today are still factory workers. It’s factory work because its planned, controlled, and measured. You can optimize for productivity. You know how your entire day will go before you even start. When work cannot be replaced by a machine, workers are turned into machines. -Average is Over-Our world no longer fairly compensates people who are cogs in a giant machine. What we need are gifts and connections and humanity, and the artists that create them. -We have reached the end of the days where you get paid just for showing up, successful organizations are paying for people who make a difference and shedding everyone else. -Remarkable people – The Linchpin – The essential building blocks of tomorrow’s high-value organizations. The only way to succeed is to be remarkable, to be talked to about. People will talk about what you do, not who you are. You don’t become indispensable merely because you are different. But the only way to be indispensable is to be different. That’s because if you’re the same, so are plenty of other people. To get your worth, you must stand out. 4 Indoctrination: How We Got Here Mediocre Obedience From Superhero to Mediocreman (and Back Again) What They Should Teach in School Becoming The Linchpin You Can’t Get Far Without One Linchpins and Leverage The Pursuit of Perfect Do You Need a Resume? Doing the Work What is Art? Who’s Your Boss? Who is it For? The Passion to Spread The Resistance Real Artists Ship!!! The Powerful Culture of Gifts Friendlies What Art Will You Do? There is No Map The Culture of Connection The 7 Abilities of the Linchpin Providing a Unique Interface Between Members of the Organization Delivering Unique Creativity Managing a Situation or Organization of Great Complexity Leading Customers Inspiring Staff Providing Deep Domain Knowledge Possessing a Unique Talent When it Doesn’t Work Conclusion Works Cited: Godin, S. (2010). Linchpin: Are you indispensable?. New York: Portfolio.