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This page offers a collection of skills assessment tools and surveys for help in analyzing individual skills, profiling the skills of teams (groups of presenters), or rating speakers based on audience evaluations (collective responses). From published research, an assessment tool has been created to allow individuals to self-assess; or, to give managers a chance to assess others. Below is a SAMPLE EVALUATION FORM (4 pages in all), from a Digital Coaching session, indicating selected observations of challenges and opportunities across 21 skill categories.
The 21 skills are grouped into core categories of PERSONALITY, PROCESS and PERFORMANCE, followed by RESULTS page which calculates the effectiveness of the speaker.
Page 2, above, covers the five PROCESS related areas, focusing on the skills needed to convey the message. If this form is used by a presentations skills coach, there is an area on this page available for specific comments and suggestions for improvement, as shown in the above sample. Page 4, above, highlights (in yellow) areas of concern where challenges exceed opportunities.
The overall speaker index indicates there some additional skills are needed to maximize the potential. HIGHLY effective speakers usually have a Speaker Index of 80 or higher, with a deviation of no more than 2%. From a learning perspective, the research identifies diverse audience types described as: STUDENTS and PROFESSIONALS. A STUDENT learner is defined as one who requires knowledge in order to participate in a desired activity. A PROFESSIONAL learner is defined as one who desires knowledge in order to add to an existing activity. Using a five-point scale, from a low of 1 to high of 5, an audience member uses the SPICE Model (or similar format) to rate the observed skills of a speaker in each of FIVE distinct categories: Speech, Presence, Interaction, Clarity, and Expertise (SPICE). For those who already use audience evaluations, many of these categories are likely being assessed, although the wording may be different. Even though you could measure the effectiveness of a speaker on each individual evaluation, most events treat the performance as a collective, where all evaluations are grouped together into a single assessment. To assist organizations with measuring gathered responses, we designed the SPICE Model Collector. The results allow a speaker to see collective ratings in five areas to help identify specific strategies for improvement at subsequent events. The SPICE Model Collector allows input for up to 1,000 evaluations for a given assessment and the form automatically analyzes the audience (learner) responses, showing the average score in each category, along with a summary of total responses.
The ratings are derived from preferences of student and professional learners, each of whom listens differently, as well as for those of a combined audience.
Think of the index as a barometer for gauging how much of a speaker’s potential talent is being observed by the evaluating audience.
Our complete Skills Assessment Evaluation Tool measures 80 independent characteristics across 21 unique skill categories.


Using the complete assessment tool, a very effective speaker is one who has an index greater than 70, with a consistency deviation of 5% or less. At future events it may be best to assign speakers according to the venue that are best suited, be that a training session or keynote address.
The SPICE Model Collector is used by organizations and institutions that distribute audience evaluations and collate the responses into databases and CRM systems.
FREE Skills Assessment - Instantly evaluate yourself or someone else (see the Digital Coaching sample form).
The first step is for us to meet with you and demonstrate how these approaches coupled with the right software will yield value and productivity to your employees.
The following templates are just a few of the ways that one can use diagrams to represent information.
A diagram like the one below could simplify and accelerate how a manager creates a Employee Performance and Development plan.
The following template is one way to plan a meeting, a sales call, a face to face meeting or a presentation.
The examples above are common ways to use the software in professional organizations, but users are not limited to the templates and symbols that come with the computer program. Challenges in this section can be overcome by actions related to the other two areas of PROCESS and PERFORMANCE. Many of these skills are clearly observed by the audience, and, for that reason, effective presentation training targets the areas of body language, speaking style and interaction.
Keep in mind that this is only the first evaluation (Timeline 0), without the speaker knowing the individual skill areas that need improvement. These are speakers who have very few challenges and take advantage of most opportunities, with little or no deviation across audience types. When comparing groups of students with groups of professionals, the findings indicate that each group places significance differently on each skill category. This group not only includes traditional “students”, but it is extended to also include residents, trainees, and anyone who needs to immediately apply learned concepts. Just knowing that you are a 3 out of 5, does not tell you where you need to improve to become a 4. Therefore, existing evaluation data from standard assessments is very easy to map to the SPICE Model to measure skills.
Using a special input form, audience feedback can be aggregated and analyzed to provide a measurement of a speaker’s effectiveness, across different audience types, arriving at an overall SPEAKER INDEX.
The measurements are equally useful to event coordinators or departmental managers who wish to see how different speakers performed, not only in relation to one another, but across multiple sessions, in order to optimize speakers for future engagements. All results are tabulated according to peer-reviewed published data on audience preferences. Another way to look at the index is as the measurable impression made by the speaker on the group.


However, when using the SPICE Model, we look for an index of 80 or higher, with a deviation of 3% or less, to consider the speaker as being very effective. An event coordinator may notice that some speakers are rated higher for audiences of student learners, such as those attending workshops or hands-on training sessions. Of course, speakers should use these ratings to build skills in deficient areas in order to offer greater utility to event coordinators and managers who are trying to maximize speaking assignments.
Conference coordinators, meeting & convention planners, membership-based organizations, and other public forums are revamping existing audience evaluations to include the five categories, to help identify the more effective speakers for future events. With effective diagrams, writing, planning and executing are much simpler, clearer and faster. The Visual Leap specializes in working with organizations to develop custom templates that suit unique corporate needs. The skills in this area directly affect the personality elements, such as self confidence, empathy, caring, energy, and approachability. For development purposes, a realistic target for this speaker would be an index of about 75, with no more than a 3% deviation, representing about a 20% increase in effectiveness.
The above assessment accounts for these different perspectives and separates audiences into three groups of learners: Students, Professionals and a combination of both. Like students, they are learning, but they are using the knowledge to augment an existing practice or job function over a longer period. In some cases, simply adding one more item to an existing evaluation would cover all of the categories.
The fact that results are based on research data reduces bias and subjectivity when calculating levels of effectiveness.
A lower number indicates a more consistent and therefore more versatile speaker, among varied audiences. The same coordinator may notice that other speakers are rated much higher for professional audiences, such as those attending conceptual or keynote sessions where content is more strategic, persuasive, or theoretical. Additionally, users can use the software flexibly without templates to create their own solutions. In comparative terms, this speaker would better delivering a marketing presentation than conducting a training session.
Thus, the most preferred characteristics (90% of the complete skills) have been grouped into the five categories of the SPICE Model. As a result, we raise the threshold of effectiveness when judging a speaker’s SPICE Model rating, as compared to the individual assessment.



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