Aspirations
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Summary of feedback
- Feedback is a continuous process that is important for success, but unhelpful feedback can lead to demotivation and impede learning, while constructive feedback taken in the right spirit can foster growth.
- There are approaches like the "sandwich approach" and "start-stop-start method" that are commonly used to give feedback.
- How feedback shapes our own feedback-giving depends on individual factors like the words used, the experience of the receiver, and the environment. Feedback aims to direct self-reflection and self-actualization.
Do’s and don’ts giving and receiving feedback
Sometimes feedback is taken as a criticism and people get defensive. When people are defensive they don't listen. Be mindful of how to give constructive feedback
Giving and receiving feedback
The document discusses giving and receiving feedback effectively. It recommends that when giving feedback, one should be specific, sensitive to the recipient's goals, timely, descriptive, and non-judgemental. When receiving feedback, the recipient should be open-minded, attentive, and avoid making excuses to disregard the feedback. Giving and receiving feedback are skills that improve with practice.
Giving and receiving feedback daths cpd
This document discusses giving and receiving feedback. It covers:
1. The benefits of feedback such as improved performance and building better relationships.
2. Different learning styles like activists, reflectors, theorists and pragmatists and how these may impact receiving feedback.
3. Tips for both giving and receiving feedback effectively, including being specific, focusing on behavior not personality, and using active listening skills.
4. Potentially difficult scenarios for giving feedback and things to watch out for like biases. Regular practice is emphasized for developing feedback skills.
Giving and Receiving Feedback for Faculties
This presentation aims towards expanding the horizons of understanding the know hows of Giving and Receiving feedback by faculties or academicians.
Giving and Receiving Feedback
Learn to give and receive feedback effectively with this sample workbook. For more information visit http://www.everywoman.com/development
Tracy Thomas – What I lost and how I gained
Tracy Thomas talks about her travels through South Africa, and what they taught her about the power of shifting perspectives.
Inspirational feedback
Motivational interviewing is a counseling technique used to encourage behavior change by helping subjects identify personal reasons for making changes. It is based on the stages of change model and involves expressing empathy, developing a discrepancy between current behavior and goals, avoiding argumentation and rolling with resistance, and supporting self-efficacy. The core principles include expressing understanding of the subject's perspective, creating an awareness of how current behaviors do not align with goals, shifting perspectives when met with resistance rather than confronting, and emphasizing the subject's ability to change.
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Summary of feedback
- Feedback is a continuous process that is important for success, but unhelpful feedback can lead to demotivation and impede learning, while constructive feedback taken in the right spirit can foster growth.
- There are approaches like the "sandwich approach" and "start-stop-start method" that are commonly used to give feedback.
- How feedback shapes our own feedback-giving depends on individual factors like the words used, the experience of the receiver, and the environment. Feedback aims to direct self-reflection and self-actualization.
Do’s and don’ts giving and receiving feedback
Sometimes feedback is taken as a criticism and people get defensive. When people are defensive they don't listen. Be mindful of how to give constructive feedback
Giving and receiving feedback
The document discusses giving and receiving feedback effectively. It recommends that when giving feedback, one should be specific, sensitive to the recipient's goals, timely, descriptive, and non-judgemental. When receiving feedback, the recipient should be open-minded, attentive, and avoid making excuses to disregard the feedback. Giving and receiving feedback are skills that improve with practice.
Giving and receiving feedback daths cpd
This document discusses giving and receiving feedback. It covers:
1. The benefits of feedback such as improved performance and building better relationships.
2. Different learning styles like activists, reflectors, theorists and pragmatists and how these may impact receiving feedback.
3. Tips for both giving and receiving feedback effectively, including being specific, focusing on behavior not personality, and using active listening skills.
4. Potentially difficult scenarios for giving feedback and things to watch out for like biases. Regular practice is emphasized for developing feedback skills.
Giving and Receiving Feedback for Faculties
This presentation aims towards expanding the horizons of understanding the know hows of Giving and Receiving feedback by faculties or academicians.
Giving and Receiving Feedback
Learn to give and receive feedback effectively with this sample workbook. For more information visit http://www.everywoman.com/development
Tracy Thomas – What I lost and how I gained
Tracy Thomas talks about her travels through South Africa, and what they taught her about the power of shifting perspectives.
Inspirational feedback
Motivational interviewing is a counseling technique used to encourage behavior change by helping subjects identify personal reasons for making changes. It is based on the stages of change model and involves expressing empathy, developing a discrepancy between current behavior and goals, avoiding argumentation and rolling with resistance, and supporting self-efficacy. The core principles include expressing understanding of the subject's perspective, creating an awareness of how current behaviors do not align with goals, shifting perspectives when met with resistance rather than confronting, and emphasizing the subject's ability to change.
Confidence
The document discusses two types of confidence: internal and external. Internal confidence refers to how one feels on the inside and is strengthened through practice and experience, while external confidence is how one appears to others and can be "faked" through techniques like good posture, eye contact, and preparation. Both types of confidence are important, but external confidence can be more easily influenced since it relies on outward appearance rather than internal feelings. The document encourages building confidence through regular practice of confidence-inducing activities and believing in oneself and one's teammates.
Attachment I How To Give Feedback
1) The document discusses how to provide positive and negative feedback to students. It outlines tips for giving each type of feedback effectively.
2) For positive feedback, the tips include giving it right away, evaluating if it should be public or private, ensuring the praise matches the effort, and providing frequent feedback on both big and small successes.
3) For negative feedback, the tips are to get your emotions under control first, give it privately, focus on the behavior not the person, give it right away, and allow the student to process and respond after delivering the feedback.
Improving Self-talk
1) The document describes a case study of Simone, a mature aged university student who wants to study for 1.5 hours per night between 6-7:30pm at least 4 times a week but is struggling to do so.
2) She has monitored her study behavior for a week and found she only studied for 10-24 minutes per session, often leaving the table distracted by other tasks like eating or making coffee.
3) The case study is being used to demonstrate how to help Simone improve her self-talk and acquire the desired study behavior using techniques like identifying unhelpful thoughts, triggers for distraction, and formulating more functional self-talk.
Portfolio project
1. This portfolio project discusses Christopher Glunt's reflections on various class discussions and journal entries from his general studies courses.
2. He found discussions around stress, metacognition, self-awareness and career assessments particularly insightful as they helped him better understand himself and identify areas for improvement.
3. Key lessons learned include realizing flaws in his study habits, gaining cognitive strategies, and recognizing his strengths in self-motivation but weaknesses in organization and working with others.
Framing Feedback for Maximum Effect
This document outlines a 6-unit program for reducing stress through emotional intelligence techniques. Unit 4 focuses on reducing stress through understanding what causes stress, managing stress reactions through the Yerkes-Dodson law, and reframing stressful situations using techniques like the 3 lenses approach and PERMA model. Practicing these stress management techniques can help shift self-talk and behavior for more effective stress regulation.
The full presentation - Giving and receiving feedback
This is the talk I gave in Amsterdam on Giving and Receiving Feedback. There are a lot of images but I will also be sharing blogs to explain the images. You can also join me on my next talk when I dive more into the topic :)
Flipcharts
This document provides tips and guidance for effectively giving and receiving feedback. It discusses that feedback is important to help people improve, check that desired results are achieved, and get others' opinions. It then outlines five tips for providing feedback, including doing so at an appropriate moment, using objective language, stating the impact of behavior, making a suggestion for improvement, and checking for understanding. The "sandwich method" of putting negative feedback between two positive comments is also described. The document stresses the importance of receiving feedback well by not being defensive and being open to feedback even if you don't agree. It proposes doing an activity where participants practice giving feedback to each other using the tips learned.
Effective Feedback at Work
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Feedback that works
This course was developed to assist Supervisors, Quality Staff or additional Leadership in delivering effective feedback sessions to staff. Deck also includes a list of do's and don'ts, as well as proven communication methods.
Effective feedback delivery
The document discusses principles and strategies for providing effective feedback. It describes feedback as timely, specific, descriptive, and focused on behaviors that can be improved. Effective feedback involves setting goals, monitoring progress, and developing action plans. Feedback should be given frequently and include both positive reinforcement and constructive criticism to promote learning and professional development.
How to Evaluate Effectively
This deck help public speakers to give good and effective evaluations to others, provide step-by-step guide on how to win an evaluation contest in a Toastmasters competition, and why evaluation matters in our daily life.
Effective Feedback
The document discusses effective feedback and its impact on student motivation and achievement. Effective feedback focuses on the learning goals and success criteria, reduces the gap between current and desired performance, and provides direction for next steps. The most effective types of feedback are self-regulatory and process feedback, which support self-assessment and learning strategies. Less effective types include personal praise and right/wrong feedback, which do not relate to the learning goals. Providing clear, focused feedback and giving students time to reflect and improve are important for maximizing its benefits.
The art of feedback powerpoint
Feedback in the workplace. Developed by EMPL Instructor Matthew Walker at Savannah Technical College.
How to facilitate
This document provides guidance on effective facilitation techniques. It recommends that facilitators challenge participants' thinking, help make connections between different ideas, paraphrase and summarize what has been discussed, and encourage participation from all. Facilitators should not be afraid to admit when they do not know the answer to a question. They should use open-ended questions to probe for more details and closed questions to redirect or summarize discussions. Barriers to effective facilitation include poor planning, lack of relevant knowledge, weak delivery skills, inappropriate timing, word choice or non-verbal communication, interruptions, lack of courtesy, making personal judgments, and inadequate feedback. The document also outlines different approaches to community engagement from program-centered to community-managed
Giving developmental feedback
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Evolution Week 2 - Alignment, Feedback, Culture
The document discusses aligning teams through feedback. It introduces the Johari window model for understanding feedback and blind spots. It provides principles for giving effective feedback, including using "I" statements and making the feedback specific, goal-oriented, and understandable. It also discusses receiving feedback with an open mindset. The document outlines different contexts for feedback and emphasizes regular feedback between all team members. It provides tips for structuring constructive feedback conversations and aligning teams around a shared vision, goals, roles and cultural norms. The ultimate goal is for all team members to freely give feedback to one another.
Managing Emotion in Conflict Situations
One of the biggest challenges in conflict situations is to effectively control emotion. Without adequate control over emotions, it is probable that the situation will be poorly managed. This session considers a series of practical ways to think rationally, in a calm and considered way to get the best result from a conflict.
Management Consultanting/Product Management Behavioral Interview Questions
I pulled together the EQ portion of this interview guide, while hiring my product team a PowerMyLearning.org. The rest of the interview guide is based off some amazing work from friends at Diamond Management and Technology Consultants.
Sources: Diamond, Krishan Patel
InnerSpace / Able Health Communication Workshop
This document discusses effective communication and feedback. It introduces a model called "The Net" which describes three realities of communication: intent, impact, and behavior. It emphasizes focusing feedback on specific, observable behaviors and describing the impact on you rather than making judgments. Examples are provided of giving effective feedback by stating the behavior, your feelings, and your perspective. The benefits of self-disclosure and vulnerability in communication are discussed. Guidelines are provided for giving feedback, including checking in, focusing on goals and intentions, and making requests for change rather than demands. Receiving feedback effectively includes looking for truths and asking questions to feel heard. The document concludes with topics that are appropriate for feedback.
The feedback process
Some of the most important data we can receive from others consists of feedback related to our behaviour. Such feedback can provide learning opportunities for each of us if we use the reactions of others as a mirror for observing the consequences of our behaviour.
Having Hard Conversations
The document discusses the importance of having difficult but important conversations. It notes that extraordinary leadership comes from having fierce conversations with ourselves and others. It also discusses why people often avoid hard conversations, such as a desire to please others or protect personal comfort and safety. The document provides tips for preparing for and having difficult conversations, such as getting clear on the problem, crafting how to address it, considering various scenarios and outcomes, and maintaining composure during the conversation.
502 d grawitch cuddeback handout
This document provides guidance on managing conflict and empowering volunteers. It discusses [1] different approaches to managing conflict, including competing, accommodating, avoiding, compromising, and collaborating. Collaborating is presented as the most effective approach. It also addresses [2] potential issues when confronting conflict such as people who refuse to negotiate and issues of trust, and provides suggestions for handling those situations. Finally, the document outlines [3] different roles leaders can take to empower volunteers, including being a discoverer, illustrator, encourager, enabler, and smoother.
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Confidence
The document discusses two types of confidence: internal and external. Internal confidence refers to how one feels on the inside and is strengthened through practice and experience, while external confidence is how one appears to others and can be "faked" through techniques like good posture, eye contact, and preparation. Both types of confidence are important, but external confidence can be more easily influenced since it relies on outward appearance rather than internal feelings. The document encourages building confidence through regular practice of confidence-inducing activities and believing in oneself and one's teammates.
Attachment I How To Give Feedback
1) The document discusses how to provide positive and negative feedback to students. It outlines tips for giving each type of feedback effectively.
2) For positive feedback, the tips include giving it right away, evaluating if it should be public or private, ensuring the praise matches the effort, and providing frequent feedback on both big and small successes.
3) For negative feedback, the tips are to get your emotions under control first, give it privately, focus on the behavior not the person, give it right away, and allow the student to process and respond after delivering the feedback.
Improving Self-talk
1) The document describes a case study of Simone, a mature aged university student who wants to study for 1.5 hours per night between 6-7:30pm at least 4 times a week but is struggling to do so.
2) She has monitored her study behavior for a week and found she only studied for 10-24 minutes per session, often leaving the table distracted by other tasks like eating or making coffee.
3) The case study is being used to demonstrate how to help Simone improve her self-talk and acquire the desired study behavior using techniques like identifying unhelpful thoughts, triggers for distraction, and formulating more functional self-talk.
Portfolio project
1. This portfolio project discusses Christopher Glunt's reflections on various class discussions and journal entries from his general studies courses.
2. He found discussions around stress, metacognition, self-awareness and career assessments particularly insightful as they helped him better understand himself and identify areas for improvement.
3. Key lessons learned include realizing flaws in his study habits, gaining cognitive strategies, and recognizing his strengths in self-motivation but weaknesses in organization and working with others.
Framing Feedback for Maximum Effect
This document outlines a 6-unit program for reducing stress through emotional intelligence techniques. Unit 4 focuses on reducing stress through understanding what causes stress, managing stress reactions through the Yerkes-Dodson law, and reframing stressful situations using techniques like the 3 lenses approach and PERMA model. Practicing these stress management techniques can help shift self-talk and behavior for more effective stress regulation.
The full presentation - Giving and receiving feedback
This is the talk I gave in Amsterdam on Giving and Receiving Feedback. There are a lot of images but I will also be sharing blogs to explain the images. You can also join me on my next talk when I dive more into the topic :)
Flipcharts
This document provides tips and guidance for effectively giving and receiving feedback. It discusses that feedback is important to help people improve, check that desired results are achieved, and get others' opinions. It then outlines five tips for providing feedback, including doing so at an appropriate moment, using objective language, stating the impact of behavior, making a suggestion for improvement, and checking for understanding. The "sandwich method" of putting negative feedback between two positive comments is also described. The document stresses the importance of receiving feedback well by not being defensive and being open to feedback even if you don't agree. It proposes doing an activity where participants practice giving feedback to each other using the tips learned.
Effective Feedback at Work
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Feedback that works
This course was developed to assist Supervisors, Quality Staff or additional Leadership in delivering effective feedback sessions to staff. Deck also includes a list of do's and don'ts, as well as proven communication methods.
Effective feedback delivery
The document discusses principles and strategies for providing effective feedback. It describes feedback as timely, specific, descriptive, and focused on behaviors that can be improved. Effective feedback involves setting goals, monitoring progress, and developing action plans. Feedback should be given frequently and include both positive reinforcement and constructive criticism to promote learning and professional development.
How to Evaluate Effectively
This deck help public speakers to give good and effective evaluations to others, provide step-by-step guide on how to win an evaluation contest in a Toastmasters competition, and why evaluation matters in our daily life.
Effective Feedback
The document discusses effective feedback and its impact on student motivation and achievement. Effective feedback focuses on the learning goals and success criteria, reduces the gap between current and desired performance, and provides direction for next steps. The most effective types of feedback are self-regulatory and process feedback, which support self-assessment and learning strategies. Less effective types include personal praise and right/wrong feedback, which do not relate to the learning goals. Providing clear, focused feedback and giving students time to reflect and improve are important for maximizing its benefits.
The art of feedback powerpoint
Feedback in the workplace. Developed by EMPL Instructor Matthew Walker at Savannah Technical College.
How to facilitate
This document provides guidance on effective facilitation techniques. It recommends that facilitators challenge participants' thinking, help make connections between different ideas, paraphrase and summarize what has been discussed, and encourage participation from all. Facilitators should not be afraid to admit when they do not know the answer to a question. They should use open-ended questions to probe for more details and closed questions to redirect or summarize discussions. Barriers to effective facilitation include poor planning, lack of relevant knowledge, weak delivery skills, inappropriate timing, word choice or non-verbal communication, interruptions, lack of courtesy, making personal judgments, and inadequate feedback. The document also outlines different approaches to community engagement from program-centered to community-managed
Giving developmental feedback
Providing feedback is not that easy. Its an skill which is learnt over time. This workshop shares best practices on providing feedback
Evolution Week 2 - Alignment, Feedback, Culture
The document discusses aligning teams through feedback. It introduces the Johari window model for understanding feedback and blind spots. It provides principles for giving effective feedback, including using "I" statements and making the feedback specific, goal-oriented, and understandable. It also discusses receiving feedback with an open mindset. The document outlines different contexts for feedback and emphasizes regular feedback between all team members. It provides tips for structuring constructive feedback conversations and aligning teams around a shared vision, goals, roles and cultural norms. The ultimate goal is for all team members to freely give feedback to one another.
Managing Emotion in Conflict Situations
One of the biggest challenges in conflict situations is to effectively control emotion. Without adequate control over emotions, it is probable that the situation will be poorly managed. This session considers a series of practical ways to think rationally, in a calm and considered way to get the best result from a conflict.
Management Consultanting/Product Management Behavioral Interview Questions
I pulled together the EQ portion of this interview guide, while hiring my product team a PowerMyLearning.org. The rest of the interview guide is based off some amazing work from friends at Diamond Management and Technology Consultants.
Sources: Diamond, Krishan Patel
InnerSpace / Able Health Communication Workshop
This document discusses effective communication and feedback. It introduces a model called "The Net" which describes three realities of communication: intent, impact, and behavior. It emphasizes focusing feedback on specific, observable behaviors and describing the impact on you rather than making judgments. Examples are provided of giving effective feedback by stating the behavior, your feelings, and your perspective. The benefits of self-disclosure and vulnerability in communication are discussed. Guidelines are provided for giving feedback, including checking in, focusing on goals and intentions, and making requests for change rather than demands. Receiving feedback effectively includes looking for truths and asking questions to feel heard. The document concludes with topics that are appropriate for feedback.
The feedback process
Some of the most important data we can receive from others consists of feedback related to our behaviour. Such feedback can provide learning opportunities for each of us if we use the reactions of others as a mirror for observing the consequences of our behaviour.
What's hot (20)
The full presentation - Giving and receiving feedback
The full presentation - Giving and receiving feedback
Management Consultanting/Product Management Behavioral Interview Questions
Management Consultanting/Product Management Behavioral Interview Questions
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The document discusses the importance of having difficult but important conversations. It notes that extraordinary leadership comes from having fierce conversations with ourselves and others. It also discusses why people often avoid hard conversations, such as a desire to please others or protect personal comfort and safety. The document provides tips for preparing for and having difficult conversations, such as getting clear on the problem, crafting how to address it, considering various scenarios and outcomes, and maintaining composure during the conversation.
502 d grawitch cuddeback handout
This document provides guidance on managing conflict and empowering volunteers. It discusses [1] different approaches to managing conflict, including competing, accommodating, avoiding, compromising, and collaborating. Collaborating is presented as the most effective approach. It also addresses [2] potential issues when confronting conflict such as people who refuse to negotiate and issues of trust, and provides suggestions for handling those situations. Finally, the document outlines [3] different roles leaders can take to empower volunteers, including being a discoverer, illustrator, encourager, enabler, and smoother.
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- Types of group discussions include topic-based discussions and case studies. Evaluation criteria include communication skills, analytical skills, knowledge, creativity, and leadership.
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Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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Event Link:- https://meetups.mulesoft.com/events/details/mulesoft-mysore-presents-mule-event-processing-models/
Agenda
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● Distinction between the reactive, parallel, blocking & non-blocking processing
For Upcoming Meetups Join Mysore Meetup Group - https://meetups.mulesoft.com/mysore/YouTube:- youtube.com/@mulesoftmysore
Mysore WhatsApp group:- https://chat.whatsapp.com/EhqtHtCC75vCAX7gaO842N
Speaker:-
Shivani Yasaswi - https://www.linkedin.com/in/shivaniyasaswi/
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Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Giridhar Meka - https://www.linkedin.com/in/giridharmeka
Priya Shaw - https://www.linkedin.com/in/priya-shaw
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- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
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Aspirations
- 1. Essential Questions How can we foster a loving and supportive environment that enables our students to thrive academically, socially and emotionally? How can we create learning environments that foster meaningful student involvement and shared decision- making? How can we create a school culture where respectful, constructive communication is the norm?
- 2. Probing Protocol Step 1: Intro/clarification of "probing" questions (5 min) Step 2: Reflecting/writing your dilemma (5 minutes) Step 3: Sharing the 1st dilemma (approx. 15 minutes total) Step 4: Sharing the 2nd dilemma (approx. 15 min. total) Step 5: Sharing 3rd dilemma (approx. 15 min. total) Step 6: Debrief (5 minutes)
- 3. Individual Dilemma Sharing 1. The volunteer reads his/her dilemma to the group. (1-2 min.) 2. The group asks clarifying questions (quick, yes/no, factual). (1-2 min.) 3. The individuals in the group reflect/write probing questions (2-3 min.) 4. Anyone in the group asks a probing question/the presenter writes the question down. Continue as time permits. (5 min.) 5. The presenter considers each probing question and decides which one is most on target in terms of deepening his/her thinking about the dilemma. The presenter may want to take a minute to reflect aloud on the meaning of the question in relation to the dilemma. (2-3 min.) Total: 15 minutes
- 4. Good Probing Questions • Help the presenter think more deeply about the issue at hand • Are usually brief but cannot be answered with a simple yes or no • Are general and widely useful • Don't have a "right" answer and allow for multiple responses • Don't place blame on any one • Are not a recommendation • Empower the person with the dilemma to solve his/her problem • Move thinking from reaction to reflection • Encourage taking another party's perspective
- 5. Debrief What makes a good probing question effective? Was this process helpful to you either as a presenter or as a participant? Why?
- 6. “Far away there in the sunshine are my highest aspirations. I may not reach them, but I can look up and see their beauty, believe in them, and try to follow where they lead.” - Louis May Alcott
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