PD Musings: Guided Reflection

I love having thinking protocols to guide reflection. In the opening module from an online training course (professional development) I’m taking on facilitation, we are encouraged to use this protocol to reflect in writing:

• What?  Which aspect(s) of the materials resonated with you most?
• So what?  Why is this information important to you?
• Now what?  How are you going to take action as a result of your new learning?

Let me begin.

Here are some nuggets that resonated with me and why:

• “The group must define and solve its own issues, and even if you have a brilliant solution for them, they won’t own it, believe in it or be willing to implement it if it isn’t theirs.”

In instructional design sessions with my clients, I play several roles and switch between them: the facilitator, leader, recorder, as well as a participating member. As the designer, I contribute pedagogical advice and sometimes, in related fields, a bit of content expertise advice. With difficult clients, I also have to assume the role of the process coach to minimize conflicts and mitigate emotionally charged moments. In these other roles, it is especially needful to help my clients to own the process and the outcome or the project may suffer delay and become a painful journey for the team as we work towards completing the project successfully. This advice is hence especially a significant reminder that I must help the group to own the solution.

• The fundamental problem of self-censorship. “Inherent in group decision-making is the basic problem that people don’t say what they are really thinking.”

This happens occasionally when the tone of the group becomes dismissive and hostile, making it hard for anyone to take risks and be truthful (without being cruel). I’ve seen how this breaks down communication and authenticity, making it a challenge for participating members to loosen up and give off their best work. This is something I definitely discourage and want to watch out for.