- The player alerts the rest of the group to the beginning of the performance by saying, “Okay, I’m starting now.” Everything the player does after this point is subject to perfecting.
- The player performs his task.
- The player says, “I’m done.” Everything up to but not including this statement is subject to perfecting.
- Specifically, what about the performance was good and what earned the points in the score.
- Specifically, what the performer must do in the next iteration of the performance to be awarded a perfect 10.
- “I rate your performance n.”
- “What I liked about it was p, q, . . . , z.”
- “What it would take to get a 10 from me is a, b, . . . , z.”
The Perfection Game...
PROTOCOL
1. Players sit in a circle.2. Each person in the circle names a task that he believes to be simple and that the individual is willing to perform throughout the game—for example, “snapping my fingers,” “whistling a short tune,” or “acting dead.”
3. The first player performs the task named in step 2. This performance has the following structure:
4. The remaining players rate the player’s performance on a scale of 1 to 10, where 10 is a perfect performance of the task. The rating must be supported with critical analysis of a particular form: After saying the score (for example, “I give your performance a 7”), the scorer must state the following:
The next player then performs his task and is rated by the rest of the group as described above.
5. Steps 1–4 are completed two more times, so that each player performs and is rated three times. Each person plays the role of critic for the rest of the team members in between each of his own performances.
Analysis of the Perfection Game Protocol
Purely or partially negative feedback is not allowed at any point during the PerfectionGame? protocol. For example, “I don’t like the sound of the finger snap.” The important information to transmit in this case may be something like, “The ideal sound of a finger snap for me is one that is crisp, has sufficient volume, and startles me somewhat. To get a 10, you would have to increase your crispness.”If you cannot think of a better alternative performance, you cannot withhold points. The default score is a perfect 10. You must follow the scoring routine exactly:
If one person breaks the protocol, the other team members must politely correct the offending person by pointing out the infraction. They must then remind the offender of the correct protocol immediately by suggesting, “I give it a . . . ” “What I liked about it was . . . ,” or “What it would take to get a 10 is . . . ,” as appropriate.
When playing the PerfectionGame?, the team will develop a sense of the ideal performance of any given act. This aesthetic will take into account the best suggestions made, with lesser suggestions being abandoned.
Including each of the suggested improvements into the next performance rarely yields a perfect performance. The “perfecters” could be wrong about their prior feedback (not intentionally, of course), or the combination of all suggestions may have a negative effect on the performance. As the “perfectee,” you must accept only the superior criticism of your performance and implicitly reject the inferior feedback.
Your ratings must not use a “dislike” to “like” scale, where 1 is “completely dislike” and 10 is “completely like.” The perfection game is not about whether you “like” something. The rating scale goes from 1, “The thing has no value now and I can add all value needed in my feedback,” to 10, “The thing has full value and/or I can’t think of anything that would make it better.” It is important to hold perfecters accountable to this type of scale and respectfully correct them if you see the dislike/like scale coming into play.
In addition, the rating must be reasonable. For instance, if you rate a performance as an 8, you are saying that it is 80 percent perfect and/or you can tell the person exactly how to gain the 20 percent of missing value. You must not give an 8 and then provide only 1 percent of the missing value.
The “what it will take to get a 10” portion of the game may not be performed in writing. It must be performed verbally with the perfectee.
If you feel an impulse to grade on the dislike/like scale, can’t give a reasonable amount of value that correlates with your rating and are unwilling to raise your rating accordingly, or feel the need to write your perfecting down instead of speaking to the person, then you should pass. These impulses can contribute to a negative feedback cycle that distracts the team from achieving the desired results.
Website:
http://www.mccarthy-tech.com/thecore10.pdf
Feedback:
Positief:
++ Goed begrip van succesfactoren
+ Structuur voor positieve en constructieve kritiek
++ Expose hidden requirements
+ Is een agile tool
+ Feedback van anderen werkt inspirerend
+ Helpt onderscheid te maken tussen essentie en bijzaak
++ Leren positieve feedback te geven
Puzzels:
? Hoe ga je om met tegenstrijdige feedback?
? Wat doe je als er wensen bijverzonnen worden?
? Degene die uitvoert is belanghebbende, zou het niet beter zijn als ook de beoordelers zouden beslissen wat de perfectionerende persoon moet doen?
Negatief:
- Positieve feedback geven is lastig!
