Difference between revisions of "Establishing Good Working Conditions"
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<div class=teaser-box> | <div class=teaser-box> | ||
===[[Three basic rules]]=== | ===[[Three basic rules]]=== | ||
− | We provide a STOP, discretion and disagreement rule as basic agreements on the working style. | + | [[File:Method.png | left]]We provide a STOP, discretion and disagreement rule as basic agreements on the working style. |
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=== [[Code of Conduct]]=== | === [[Code of Conduct]]=== | ||
− | [[File: | + | [[File:Method.png | left]]A seminar is an island and we imagine ourselves to be stranded on this island. Now we have to find our own rules. |
</div> | </div> | ||
<div class=teaser-box> | <div class=teaser-box> | ||
===[[Trustbuilding: What facilitators can do]]=== | ===[[Trustbuilding: What facilitators can do]]=== | ||
− | Trust helps people get involved and to integrate in a seminar group. What can facilitators do to support participants in mobilizing trust and a willingness to | + | [[File:Article.png | left]]Trust helps people get involved and to integrate in a seminar group. What can facilitators do to support participants in mobilizing trust and a willingness to |
cooperate? | cooperate? | ||
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<div class=teaser-box> | <div class=teaser-box> | ||
===[[Tips for Increasing the Participants' Levels of Ownership and Involvement]]=== | ===[[Tips for Increasing the Participants' Levels of Ownership and Involvement]]=== | ||
− | Here come five easy and straightforward methods for boosting the participants' involvement in the training organization, delivery and evaluation and thereby increasing their sense of ownership. | + | [[File:Article.png | left]]Here come five easy and straightforward methods for boosting the participants' involvement in the training organization, delivery and evaluation and thereby increasing their sense of ownership. |
</div> | </div> | ||
<div class=teaser-box> | <div class=teaser-box> | ||
===[[The Nail Game]]=== | ===[[The Nail Game]]=== | ||
− | The following activity provides an opportunity to discuss the attitudes in team work and prerequisites of a fruitful team work. | + | [[File:Method.png | left]]The following activity provides an opportunity to discuss the attitudes in team work and prerequisites of a fruitful team work. |
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===[[Name Games]]=== | ===[[Name Games]]=== | ||
− | Basic methods to support participants in remembering each others names. | + | [[File:Method.png | left]]Basic methods to support participants in remembering each others names. |
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<div class=teaser-box> | <div class=teaser-box> | ||
=== [[First Evening]]=== | === [[First Evening]]=== | ||
− | Some methods for a common first evening for a good start of your training. | + | [[File:Method.png | left]]Some methods for a common first evening for a good start of your training. |
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<div class=teaser-box> | <div class=teaser-box> | ||
=== [[Creative Hunting]]=== | === [[Creative Hunting]]=== | ||
− | An activating method for teambuidling. | + | [[File:Method.png | left]]An activating method for teambuidling. |
</div> | </div> | ||
<div class=teaser-box> | <div class=teaser-box> | ||
=== [[Cultural Shock]]=== | === [[Cultural Shock]]=== | ||
− | This method is a brief introduction about intercultural differences and cultural shock. | + | [[File:Method.png | left]]This method is a brief introduction about intercultural differences and cultural shock. |
</div> | </div> | ||
<div class=teaser-box> | <div class=teaser-box> | ||
=== [[Time Machine – updates in group]]=== | === [[Time Machine – updates in group]]=== | ||
− | This method facilitates the process of coming together as a group. | + | [[File:Method.png | left]]This method facilitates the process of coming together as a group. |
</div> | </div> | ||
Revision as of 20:09, 12 January 2017
Trust and Transparency
Trust is important because people should feel safe, especially in heterogeneous groups in which participants and facilitators may feel uncertain. In this sense, we define trust as the certainty that at any stage of the shared learning process, everything will happen according to the values of mutual respect, autonomy, and personal responsibility. This necessitates that everyone monitor his or her own goals and needs and decides what to do based on these values.
Transparency is needed to give orientation and therefore provides the basis for participation: Only those individuals who have all the relevant information can participate in an optimal way. This includes transparency in terms of our motivations and goals as facilitators. The second important aspect of transparency is clarity about conditions and rules. Both facilitators and participants have certain rules in mind, which is fine. But even if as facilitators we think that our rules might be the best for the group, what makes us think that way? Imposing rules on participants leads to an ineffective and dissatisfying cooperation. We should instead share our power and enable participants to discuss their own rules and goals.
Creating Ownership
Name Games and Getting to Know Each Other
You’ve already learned a lot about your participants by discussing their needs and basic working principles. It is essential to a good working atmosphere that both the trainer and the participants know everyone’s names and the correct pronunciation. The deeper sense behind these name games is that learners may interconnect independently of the teacher, and that they build trust, which is a precondition for deeper experiential learning later on.
During:
Trust and Transparency
Ownership and participation
Getting to know each other
- Name Games
- First Evening
- Games for Getting to Know Each Other
- Creative Hunting
- Time Machine – updates in group