https://vimeo.com/97319636 The DasArts feedback method
- co-author karim benammar (another video on his feedback methods https://vimeo.com/193295732)
- co-author Georg Weinand
- co-author Barbara Van Lindt (DasArts managing director)
- co-author Juul Beeren (DasArts counsellor)
it's not only the medium
the images themselves
so how you mediate it
everybody is presenting to everybody
a couple of bigmouths talking all the time, energy was leaking, could get harsh
they would see it not as a gift but as something you have to bare
we wanted to create a process of exchange (not defending work)
empower the one who is receiving feedback
to get more structure and self discipline
to have more precision and more fun
and to raise the level of feedback to go beyond the ventilation of judgements
ultimately we wanted to create a collective learning experience out of every feedback session that we organized
how do we think together, there is thinking you can do by yourself, make that a communal endeavour
the times when we are most free to think is when we are bound by very strict rules
das arts masters of theatre in Amsterdam
how do makers, when they are in their masters program, learn from each other
there is a judgement involved of, good/bad
ten different formats which are not always used
the presenter can choose on their needs
some work best for the beginning of the process and some are better for the final stage
90 minute session:
- 10 minute presentation by author
- 20 minute presentation of work (recording, live performance)
- 10 minute break from artist, feedback givers pair up and empty out with each other. then there is a 10 minute break so that givers get the emotions out (all out, bad,good) rather than let it come into session
- 50 minutes for formats
can choose which work best. not all required. some are better when the idea is raw and in early stages, some are better for later stages of the development of a work. All papers from the session are given to the receiver to take away with them.
- Presenters Question
- person who is receiving feedback says what they want out of the session (aka the presenters question)
- this structure places the giver of feedback in service to the receiver, and as the receiver they have to take that power for it work
- don't go into great detail. for us to give good feedback you should give us a clear understanding of status, question and what you would like from us
- Affirmative Feedback
- on board: "What Worked?"
- what worked
- use "this worked for me" not "i liked"
- say +1, if for you as well, rather than duplicating "feedback in general is one of the main social relations you have"
- Perspectives
- on board: "as ... I need"
- what is it that bothers me but instead of saying "you", you say "I need as a " (e.g. audience member, as a German, as a dog, as an alien)
- Open Questions
- Open Discussion
- Concept Reflection
- write on sticky note one or two max words you think about the work
- opening the reflection space for the receiver, the aim when we provide these concepts is to provide associations with the work
- the moderator should make sure it happens properly
- moderator should give the person space to think about words, to give safety to move in that space.
- moderator takes the notes and aligns them on board. draws a circle with the word "work " inside.
- receiver reads the words out-loud and then places them close or far to their project by placing them inside or outside the circle wherever they choose
- moderator asks receiver to put one or two further in and to describe why
- the receiver can ask who wrote a particular note
- Gossip Round
- fake because person is there but audience speak to themselves, and not receiver and only refer to them in third person
- this could be based on the needs "i need as a" notes
- Tips & Tricks
- advice or references
- professional advice if there are experts that could really help, but short and quick
- have you seen this group or piece it could help, have you read this book
- Personal Letters
- a short letter you write to the receiver but not shared with the rest of the group
- now is an opportunity to write about your specific comments
- this feedback cuts across time as the receiver
- the letters give it an echo as they are read later
- they allow the receiver to triangulate a third perspective
- the feedback offers structures for triangulation for significant collisions
- if feedback sessions really work then you manage with the group to not talk about the specific work any more but exchange on a universal issue that has been brought up by that presentation
- we have the person receiving the feedback, who we've called the presenter, the creator of the work
- they have to present their presentors question or perform or show their work,
- they they have a break,
- then they sit and witness
- there are no answers they have to give
- they do not have to defend
- the one exception is the concept reflection
- we have the people giving feedback
- they give a very active role in comparison the receiver
- they are asked to reflect on question
- then watch performance
- then they speak in pairs
- then they give a lot of contributions through the different formats
- there is a moderator or facilitator
- responsible for keeping time,
- organizing formats
- writing
- they have to collect feedback and write words.
- everything has to be written and legible from a distance
- and one paper for each type of session
- if anyone gives a long monologue, once its given, determine core and write it down
- the most important thing is energy, snappy and active form
- they also have to protect the receiver and be emotionally involved and to say if needed "this is not the way we talk about it"