Comments on: Asking the Right Questions http://rachelmsmith.org.uk/wordpress/2009/12/asking-the-right-questions/ Community Music & Arts in Oxford, UK Mon, 09 Jan 2012 22:54:29 +0000 hourly 1 http://wordpress.org/?v=3.1.2 By: Rachel http://rachelmsmith.org.uk/wordpress/2009/12/asking-the-right-questions/comment-page-1/#comment-785 Rachel Wed, 13 Jan 2010 18:45:12 +0000 http://rachelmsmith.org.uk/wordpress/?p=132#comment-785 Thanks for your comments. I think in answer to the question 'how do we know our changes are having an effect?' the answer is keep reflecting, keep talking to the participants. Action research is a method of research in which the researcher is also an actor. We cannot write ourselves out of the process, so why not acknowledge we are part of it? Thanks for your comments.

I think in answer to the question ‘how do we know our changes are having an effect?’ the answer is keep reflecting, keep talking to the participants.

Action research is a method of research in which the researcher is also an actor. We cannot write ourselves out of the process, so why not acknowledge we are part of it?

]]> By: Kazz http://rachelmsmith.org.uk/wordpress/2009/12/asking-the-right-questions/comment-page-1/#comment-777 Kazz Tue, 12 Jan 2010 17:29:36 +0000 http://rachelmsmith.org.uk/wordpress/?p=132#comment-777 I think they're great things to ask yourself. I think the best thing to do first is step back and evaluate it in a more detached way (i.e. not emotionally). As Chris said, questionnaires are a great thing to do. Feedback is crucial as I've been discovering recently. The key thing to keep in mind is to work out what you want to know. Only ask relevant questions, and very focused questions. If you were to ask 'how to do you feel during one of my sessions?', you would probably get a very vague answer back! Perhaps even do a different questionnaire for each group if you're worried about your wording or topic being suitable for one and not another. The most effective way of evaluating your performance and effect when working with people is to ask the people to give feedback. And also evaluate how you're feeling during it all. If you feel comfortable and are enjoying it then you'll be motivated to do a better job. I think they’re great things to ask yourself. I think the best thing to do first is step back and evaluate it in a more detached way (i.e. not emotionally).

As Chris said, questionnaires are a great thing to do. Feedback is crucial as I’ve been discovering recently. The key thing to keep in mind is to work out what you want to know. Only ask relevant questions, and very focused questions. If you were to ask ‘how to do you feel during one of my sessions?’, you would probably get a very vague answer back! Perhaps even do a different questionnaire for each group if you’re worried about your wording or topic being suitable for one and not another.

The most effective way of evaluating your performance and effect when working with people is to ask the people to give feedback. And also evaluate how you’re feeling during it all. If you feel comfortable and are enjoying it then you’ll be motivated to do a better job.

]]> By: Chris Rowbury http://rachelmsmith.org.uk/wordpress/2009/12/asking-the-right-questions/comment-page-1/#comment-703 Chris Rowbury Fri, 18 Dec 2009 12:10:33 +0000 http://rachelmsmith.org.uk/wordpress/?p=132#comment-703 Hi Rachel Yes, I'm a great believer in reflective practice and asking the right questions. What I find interesting though is how to assess the effects of any changes we might make? We need to have a clear way of judging how our efforts impact on any particular group. If our goal is to get the group to perform better, say, then the proof is in the outcome. But if our aims are more nebulous - e.g. making people feel more comfortable; increasing the size of a group; introducing musical accompaniment; etc. - then how do we evaluate any changes? I've often used questionnaires with my groups, but always find that there are as many opinions as there are choir members! In the end, I reckon that I'm a benign dictator and people are signing up to be part of my approach and vision (which doesn't suit everyone). So although I do reflect constantly on my own practice, at some point I need to go with my gut instinct. How do you evaluate your performance and effect on a group? Chris Hi Rachel

Yes, I’m a great believer in reflective practice and asking the right questions.

What I find interesting though is how to assess the effects of any changes we might make? We need to have a clear way of judging how our efforts impact on any particular group. If our goal is to get the group to perform better, say, then the proof is in the outcome.

But if our aims are more nebulous – e.g. making people feel more comfortable; increasing the size of a group; introducing musical accompaniment; etc. – then how do we evaluate any changes?

I’ve often used questionnaires with my groups, but always find that there are as many opinions as there are choir members!

In the end, I reckon that I’m a benign dictator and people are signing up to be part of my approach and vision (which doesn’t suit everyone). So although I do reflect constantly on my own practice, at some point I need to go with my gut instinct.

How do you evaluate your performance and effect on a group?

Chris

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