National Dance Theatre Company dancers.
I completely understand that reviews can be stressful. There are many different ways to lighten the emotional and intellectual load of reviews. Prepare All Year Ongoing preparation makes filling out a performance review so much simpler and less stressful.
It gives me a balanced retrospective of Dance performance review and it makes it much easier to identify and write feedback on significant events from the past year. Ideally, IC goals will be built around the goals and values of the company and the organization.
As a manager, identify these categories for the IC and have them create their goals so they have more ownership in the successful completion of them. I use a regular 1: My directs are responsible for filling them out and sending them to me the day before our meeting so I have time to come prepared to make it as beneficial a discussion as possible.
It really does help- especially if your 1: Providing Written Feedback on Yourself Be as objective and balanced as possible. Your manager ought to be gathering feedback from your partners, customers and peers, not all of whom will have purely positive things to say.
Providing balanced feedback also means that you should cover the positive aspects of your year. Major deliverables, times when you showed leadership, went above-and-beyond… they should all make it into your review.
Be quantitative in support of subjective topics. Provide as much feedback about your performance as you feel necessary. Agree on the message you would like to convey in each paragraph, section, etc. It makes it easier to give feedback as a manager, and it helps guide the discussion of the review itself.
If an IC submits a short review, take the opportunity to set an example by providing more feedback. If you have the opportunity, pass the review back to the person and ask them to put a bit more thought into it and re-submit it.
Be objective to ward off being emotional in reviews. Most people invest a lot of themselves into their careers, and people who have had a challenging year can become fairly defensive, or even offensive. Keep the tone of your responses consistent and non-confrontational so you can focus on improvement.
Use facts and anonymous quotes from peer and customer feedback to support your message. You should be using regular 1: Sometimes, however, you may receive new constructive feedback from someone from out of the blue. Be firm and direct.
Make decisive statements, and stand behind your them. Treat performance reviews the same way you treat the rest of your job.
If you have the proper supporting feedback, this should be fairly easy. Just be sure to send your write-up to the interviewee for approval prior to using an anonymous version in a review. Running through a performance review ought to be a discussion. Be open to admitting you may have missed something and to changing your mind.
Take your time and think before you speak. Focus on actual events whenever possible. This goes hand-in-hand with being rational. If you can isolate those instances that could be touchy, the chat will be much less stressful.
Supporting evidence for those discussions will help attenuate the situation too. As a manager, concentrate on delivering constructive feedback in a straightforward manner so everyone is on the same page.
Allow time to digest the feedback.Virginia Beach and Chesapeake, VA dance studio - Danceland II School of Dance. Offering ballet classes, as well as tap, jazz, acro, lyrical, pointe, & contemporary dance classes Email us: [email protected] © Danceland II.
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