Look back and smile on perils past

The word spek– is a really old word root meaning “to observe”. If you prefer a little Greek: skopein means to “behold, look, consider”. Or perhaps some end of the week Latin: specere “to look at”.

You can see spek– is the root of the word perspective. This is something we are all seeking at the moment. Our isolation has meant that we are missing the normal connection and interactions that allow us to “consider” and to “observe” how others are. And so how we are.

The word perspective originates from Latin perspectus meaning “clearly perceived”. We want perspective because we seek clarity.

Let’s look at some other uses of the word and how they are important utilities for us right now.

Introspective

You know this one. Looking inside ourselves. Many of us have had to spend more time with ourselves than we might have liked (!)

It is not just about looking and observing. This is a time for increasing self-awareness of our response to change and the problems that have emerged.

Regular introspection and reflection give us the chance to capture what is happening with our disposition. The ups, downs and spirals.

Write it down, talk to a colleague or loved one. Using language to express how we see ourselves is a powerful way to process what we are going through.

Your Talking Point
What do you notice about how you have responded to the uncertainty of your current experience?


Retrospective

Looking back is a critical position to take in the coming months, as we transition to some sort of normality. Future innovations will build on the success of the past. They are not disconnected.

Our schools need to consider the powerful practices that were already having a high impact. In our enthusiasm for change and the “new normal” we have to look back at what worked for our community.

What were we doing before? What did we value and how is that different? What still works? Which first principles still exist?

In many ways, it is illogical to consider a snap back to the way things were. Learning, leadership and innovation are intricate and complex behaviours. The stories we carry now and the experiences we have gone through will mean it will be irrevocably changed because we have changed.

Your Talking Point
How has your value set shifted and changed?


Prospective

When we add pro- we look forward. We are scanning the horizon and looking ahead. Here in Australia (in early May) we are starting to see a shift in the restrictions and easing of the constraints.

Many of us are looking ahead and figuring out the path through the next few months. Prospective thinking will serve our communities well, as we navigate a return to the normal rhythms of school and consider what is ahead.

There are school events and rituals to be celebrated that will undoubtedly be on our minds. Will we run those as normal? Will they be different this year?

As we lead we need to be prospective. Crucially our students and families will not have had a homogenous experience. Regardless of the synchronous and asynchronous labels we might use. That diversity will mean we might be all looking ahead and prospecting for different things.

Exploring and surfacing that type of insight may help us design a better learning experience in the future.

Your Talking Point
How will you discover what your community members are looking forward to?

As always let me know what resonates.


Look back, and smile on perils past meaning

The blog post “Look back and smile on perils past” is a quote from Sir Walter Scott’s poem, The Bridal of Triermain: Or the Vale of St. John:

That this same stalwart arm of mine, 
Which could yon oak's prone trunk uprear,
Shall shrink beneath, the burden dear          
Of form so slender, light, and fine;
So! now, the danger dared at last,
Look back, and smile at perils past!

**Photo by Emma Dau

The Difference between Dialogue and Discussion

Dialogic Learning is about learning through dialogue. I want to share an essential distinction between dialogue and discussion. This is a crucial lesson I reflect on every day.

Here is David Bohm explaining the subtle difference.

Defining Dialogue

“Dialogue” comes from the Greek word dialogos. Logos means “the word,” or in our case we would think of the “meaning of the word.” And dia means “through” — it doesn’t mean “two.” The picture or image that this derivation suggests is of a stream of meaning flowing among and through us and between us. This will make possible a flow of meaning in the whole group, out of which may emerge some new understanding. It’s something new, which may not have been in the starting point at all. It’s something creative. 

Contrast this with the word “discussion,” which has the same root as “percussion” and “concussion.” It really means to break things up. It emphasizes the idea of analysis, where there may be many points of view, and where everybody is presenting a different one — analyzing and breaking up. That obviously has its value, but it is limited, and it will not get us very far beyond our various points of view.

David Bohm

To sum it up, dialogue creates a new understanding, whereas discussion is analysing different points of view.

An Education Example

I remember a rare moment with a group of teachers I worked with – we had been involved in a rich dialogue/discussion. I explained the difference between the types of talk, and we reflected on the conversation we had just experienced. It was enlightening to consider how long we spent in each.

Talking in groups is messy. It rarely, if ever, fits neatly into one category. Facilitation helps with having clear intentions before starting a meeting or session.

Meeting Protocols

Use these questions to consider framing your session, workshop or meeting.

  • What type of thinking is needed during our time together?
  • Will we be generating new ideas today?
  • What disposition will be most helpful for this work?
  • What do I need to do to be present and prepared for this meeting?
  • How will my mindset help?
  • What are the conditions and protocols we need to pay attention to make the most of our group meeting?

Conclusion

Most of the teacher or leader sessions I am involved in require the group to move nimbly between different types of talk, discussion and dialogue.

By having a strong understanding of the different types of talk, we can create the right conditions for a successful experience.

Have you experienced this distinction? How might you use this new understanding of your developmental work? What other questions do you have that are worth considering?

Photo by Priscilla Du Preez

How to Build Better Relationships

I stumbled on this post from Jamie Portman about building better relationships. He, in turn, was re-sharing a document from L30 Relational Systems that outlines 33 ideas to think about when valuing relationships.

Jamie shared a couple of ideas that resonated and thought I would do the same. Here is what sticks out to me.


11. The language we use creates the reality we experience + 12. The language we use to describe an experience often becomes the experience.

 I am always conscious of the language that we are using. It can make ideas accessible to everyone or put up a barrier. Paying attention to the different types of language we use and how much of it is shared is an essential step towards changing a culture.

Watch your thoughts
Original words by Frank Outlaw – Image by Lori Deschene

27. Most people don’t listen with the intent to understand, they listen with the intent to reply (Covey)

This is from Stephen Covey’s book The 7 Habits of Highly Effective People. You can see an excerpt here where he talks about empathic listening.

When another person speaks, we’re usually “listening” at one of four levels. We may be ignoring another person, not really listening at all. We may practice pretending. “Yeah. Uh-huh. Right.” We may practice selective listening, hearing only certain parts of the conversation. We often do this when we’re listening to the constant chatter of a preschool child. Or we may even practice attentive listening, paying attention and focusing energy on the words that are being said. But very few of us ever practice the fifth level, the highest form of listening, empathic listening.

An excerpt from The 7 Habits of Highly Effective People (1989) by Stephen R. Covey.

Empathic listening is something we can all get better at. I have from continual practice – centre on the speaker, active presenteeism, use their words back to them.

28. Speak only if it improves the silence (Gandhi)

We have so few opportunities to reflect and think in our busy lives. Thinking time is a scarce commodity – especially in discussion and dialogue. I try and build in individual thinking time to most developmental activities ahead of group sharing – it always helps.

Another robust protocol inline with this is the idea of WAIT or Why Am I Talking? A potent reminder about the value we may or may not be adding to the talk.

One of my favourite maxims and something I wrote down when I started Dialogic Learning is to 

“Listen twice as much as you talk.”

One of the strengths of this and the Why Am I Talking? protocol is that it encourages us to carefully reflect on what we are sharing and think about our thinking.

Any habits and protocols that encourage us to slow down a little are precious at improving the quality of our dialogue and discussion — in turn, improving the quality of our relationships.

18. There are always three truths, my truth, your truth and the truth

When I read this, I think about the time I have considered someone else’s perspective or attempted to challenge assumptions about the way things are. Seeking a shared truth is so important in relationships.

I might consider an idea relatively non-threatening, but someone else will bring their lense and bias to it – perhaps feeling anxiety and fear. 

Their perception is their truth.

This connects with our need to increase our empathy quotient (another type of EQ, perhaps) if we are to build better relationships. First of all, we have to be aware that the person we are with sees what we see differently. Then perhaps we can find a way to share the truth with them.


When we see the world through the power of relationships it:

allows us to see the people around us not as enemies or as mere instruments to our success, but as allies in our journey. We are human beings, not “human resources”.

Paolo Gallo – Why positive relationships at work matter more than you think

Have a look at the full list and let me know in the comments below, what resonates with you the most.

Featured image by Andrea Tummons

3 Steps to Improve Your Next Workshop

I have been facilitating lots of different sessions recently with teachers, school leaders and architects. Here are a few tips and ideas to help improve your next workshop.

001 franchise

1) Don’t be afraid of providing independent reflection and thinking time.

All too often, we run workshops in the whole group mode or table group mode. We have to keep the individual mode active to improve the flow of thinking and dialogue.

Typically I use the individual thinking time as I would when running idea generation activities. Most of us are more receptive to other people when we have had time to think on our own. All you have to do is provide time for workshop participants to collect and capture their thoughts before launching into other modes. Compare the workshop scenarios below and reflect on which you think would be most effective:

(A) Take a look at the provocation on the screen [it reads] “If learning were a shape it would be a spiral” [no thinking time] What do you think? [to the whole group]

(B) Take a look at the provocation on the screen [it reads] “If learning were a shape it would be a spiral” [no thinking time] Talk to the people on your table about what you think.

(C) Take a look at the provocation on the screen [it reads] “If learning were a shape it would be a spiral” Spend a few minutes reflecting on your own about this. You might like to draw and make some notes. Gather your thoughts and be ready to share in a small group. [Lots of thinking time, pressure off]

(C+) Now you have had some time to think about the provocation. Talk to the people on your table about your ideas. Make sure you think carefully about stepping up and stepping back so everyone can share.

(C++) It sounded like you have had some time to explore that idea – I overheard a few points I would like to focus on, but who will share something that resonated with them [whole group dialogue, with a few points at the ready to provoke further and draw people in]

Your Next Step: Design your workshop to balance individual small group and whole group dialogue and thinking modes.

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2) Create the right conditions for high-quality dialogue

The most common piece of feedback I get from my workshops and sessions is about time. People wish for more time and hope they can recreate the experience in the future.

More specifically, they express gratitude and appreciation for the time and space to engage in authentic and meaningful dialogue with their peers.

It might sound almost too obvious, but stepping out of the “work” structure and engaging in dialogue about the work, is rare. My workshops put dialogue at heart.

Participants in my sessions enjoy the opportunity to share, discuss and explore with colleagues. It would help if you thought about ways to create these experiences too.

Your Next Step: Plan a little less, allow more time for dialogue, design simple ways to capture thinking, allow more time for dialogue.

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3) Respond to the people in front of you

“Football isn’t played on paper” as the saying goes, we might have a great plan but making it happen can often be the biggest challenge. Let’s keep running with the idea of “planning less” a little further.

I would say that in close to 75% of the time, I have more than I need for a workshop. My ideas flow, but the experience might not allow for deeper thinking and a better experience of meaningful dialogue.

Although I might have spent time refining a workshop plan and shared this with the client beforehand – I never shy away from going off-script. Respond to the people in front of you – use ongoing feedback to check in and gauge the progress they are making. “Everything ok? Do you need some more time?”

If you set up a chunky provocation and create the right conditions for deeper thinking and dialogue – you have to allow participants the opportunity to ensconce themselves. There is nothing more dissatisfying than being pulled abruptly out of this type of activity.

You want people to express appreciation for the time you designed for them, not lamenting the workshop as a missed opportunity.

Your Next Step: Design the workshop with rich provocations, allow time to get ensconced, respond to the needs of those in front of you.

Are you designing workshops or staff meetings and want some inspiration? What are your biggest challenges when it comes to facilitating professional learning sessions?

dialogiclearning.com

This first appeared in the 137th issue of the Dialogic Learning Weekly Newsletter

How to create the ideal conditions for dialogue, creativity and feedback

I thought I would share in a little more detail about some of the different things we can do to positively impact on these topics.

Creativity Can Be Blocked

One of the most interesting areas to read about is the disposition it takes to be able to be creative.

In this context, I refer to creativity as the generation of novel ideas that add value. Much of the time we face a range of blocks that get in the way of this endeavour.

These can often be our own approach and self-censoring, even self-sabotaging. Or the environment around us sometimes has a negative impact through exuberant judgement or too much pace.

During the session, we will have a look at the different types of blocks and explore the ideal conditions for ideas to thrive.

Speak up!

Dialogue is no different and it can be a delicate experience, swayed and influenced by dominant voices or even culled by assumptions and an underlying threat.

Of course, we can control much of these issues through deliberate protocols and practices. Long term it is about establishing a core set of habits that work for you.

Dialogue is different to a discussion, the former being much more akin to building and developing ideas together in a highly supportive environment. Certain conditions will encourage this and some will detract from it.

Feedback, up, down, forward

Getting feedback right has been a focus for thousands of teachers the world over for many years now. And yet we still seem to spend too much time exploring how to give feedback.

Ultimately we might all be expert feedback givers, but unless the recipient is an expert receiver of feedback, and it is done in a supportive and encouraging space – little may change.

In the workshop, we will explore practical tools and activities for providing and receiving feedback effectively.

We will pay close attention to how we might design the ideal conditions for feedback conversations to take place and what we might do to ensure it is heard and acted upon in the most positive way.

Imagine each of these – Creativity, Dialogue and Feedback as three little seedlings, each ready to burst forth – we just need to carefully surround them with the ideal conditions to thrive and grow.

Join me on the 13th April in Melbourne for my keynote and workshop at TeachTechPlay.

#28daysofwriting

Photo by Neslihan Gunaydin on Unsplash