Www.theworldcafe.com/pdfs/cafetogo.pdf. Holistic Vancouver Board - The Mindful Brain - Dr. Dan Siegel at the Ridge Theatre. Dr. Siegel was introduced by Victor Chan, a Trustee and founding Director of the Dalai Lama Centre for Peace and Education in Vancouver. Tony Philips was also on hand, as the UBC Institute of Mental Health was a co-sponsor of the evenings talk. Right off the bat, it was clear this talk was a notable attempt to bring two disparate fields together harmoniously, for the purpose of creating avenues for mental health in society and to create a healthy society.
The mood was congenial, despite the long and complicated ticket lineups outside the Ridge. Eager audience members crowded the walls and even sat on the floor in front of the stage to hear Dr. Siegels presentation. Dr. Mindfulness is simply paying attention, on purpose, to the present moment, without judgment. Through his psychological research, Dr. Dr. Intrigued, the three men collaborated and realized that their fields overlapped and all pointed to the same 8-9 qualities: The big question was: HOW and WHY did this convergence occur?!
Overcoming These Six Barriers To Audience Resistance To Participation by MidCourse Corrections | Meeting Support Institute. Even when you’ve adequately communicated the transition from passive attendee to active participant, some audience members will still resist. You’re challenging their comfort zone of passively sitting in a lecture. You are now asking them to engage on a different level which requires being fully present and doing something. And you’re challenging their past school years. Six Common Attendee Complaints To Participation Here are six common attendee complaints (obstacles*) and suggestions for overcoming them. 1. I’m Not Doing This (Poor Habits Of Passivity) After 12 years of school and possibly four years in college, we’ve trained audiences to adopt passive habits. 2.
Many audience members do not like to be put on the spot to answer a question, role play or any other activity where they are suddenly the center of attention. 3. 4. 5. 6. Residing institution (University, company, Group meetings that are reflective and generative | Probe—Create Change—Reflect. Meetings in person or by conference call, as short as 30 minutes or as long as an hour, can make space for reflection and be generative of new work, even without a conventional agenda. The format to follow evolved first in a weekly writing support group, was adapted for monthly conference call meetings to continue interactions initiated in an annual workshop, and continue to be refined with a weekly group of students writing their final Masters papers. 1. Freewriting to: a. get present (clearing away distracting concerns form our busy lives), and b. begin to consider the topic of the day (if there is one, e.g., in the Masters course). 2. 3. 4. 5.
Feel free to adopt or adapt this, and to report back on variants that work for your group. Like this: Like Loading... Donald Schon (Schön): learning, reflection and change. Contents: introduction · donald schon · public and private learning and the learning society · double-loop learning · the reflective practitioner – reflection-in- and –on-action · conclusion · further reading and references · links · how to cite this article Note: I have used Donald Schon rather than Donald Schön (which is the correct spelling) as English language web search engines (and those using them!)
Often have difficulties with umlauts). Donald Alan Schon (1930-1997) trained as a philosopher, but it was his concern with the development of reflective practice and learning systems within organizations and communities for which he is remembered. Significantly, he was also an accomplished pianist and clarinettist – playing in both jazz and chamber groups. This interest in improvisation and structure was mirrored in his academic writing, most notably in his exploration of professional’s ability to ‘think on their feet’. Donald Schon Double-loop learning and theories in use Conclusion.
Chapter 5: Activities - Facilitating Reflection: A Manual for Higher Education. Although the Reflection Circle is a basic structure for reflection, not all groups or group members are comfortable or interested in speaking up in this environment right away. Being creative and using a variety of activities helps to gain the participants' interest and can foster comfort and familiarity in the group. A mixture of approaches can also address a range of learning and communication styles. Some activities break the group into smaller units, allowing participants to become comfortable speaking in a less intimidating environment.
Others spark discussion through the use of quotes, visualization and role plays. Group activities thus offer a framework for reflection, and encourage participants to begin thinking critically about their experiences. Through exposure to a variety of viewpoints, participants develop their understanding of the issues and improve their ability to reflect without relying on structured exercises. A selection of group activities follows. What? What? Field_manual.pdf.