Difference between revisions of "Establishing Good Working Conditions"
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===[[Tips for Increasing the Participants' Levels of Ownership and Involvement]]=== | ===[[Tips for Increasing the Participants' Levels of Ownership and Involvement]]=== | ||
− | [[File: | + | [[File:Method.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. |
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===[[The Nail Game]]=== | ===[[The Nail Game]]=== | ||
[[File:Method.png | left]]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. |
Revision as of 22:00, 14 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.