The learning spiral, I have applied since I started this course. This was one of the reasons why I did not want to speak about myself. To change perceptions about the purple headed lady – me. I have a lot of fun with this at work as I connect with people on a personal level face-to-face in their offices and enjoy sharing random intellectual topics or even advice to Legal Advisors that have specialized skills andI am only a legal secretary. The learning spiral has made my colleagues listen to me and most of all accept me for who I am. This is an accomplishment that not many companies and colleagues can succeed in. Another interesting factor that Group 3 presented on is accepting and honouring difference. The Three-Dimensional Thinking tool is another personal favourite because not only do you dig deeper into your thoughts an why you think the way you do but now we ask questions about why and how certain systems came to be? , due to what perception? can it be changed? and what behaviour or thinking should take place to do so?Today, Human Dynamics – we paired up and spoke about the case study. Tool 16 known as the Stakeholder Map was again an absolute favourite. Why? because it is here where one embraces different perspectives based on peoples standing point of view. [ And it is ok to have a different point of view].
This links to a further discovery of the Three Domains of Disclosure that holds the public, private and unconscious factor.
Public – What is known of the self by the self and others. It can be visible, felt, actions or be exchanging of words.
Private – What is known to only the self. A part that the self may use to manipulate others because they can’t see or are aware of that part about you. This involves our beliefs, experiences etc.
Unconcious – What is unknown to self and others. Experiences or feeling unaware of.
Even though I discussed these interesting learning tools and how I have used them already. One tool I am planning to use at the end of our Group presentation is The Johari Window at the Blind Spot” where self is unknown to self but others know of. My plan is to ask my group questions about my blind spot. I think this is a safe opportunity to be critiqued by a group that I trust and can self-develop within my workplace in the future.
To conclude with tool 21 – which seems to constantly challenge me to how one deals with senior managers opposition: The resistance Barometer. However, I have successfully remained calm. I have a broader perspective on people and the workplace and how they interact with their positions and characters within their environment. It remains fascinating because some managers may be highly skilled but may not have this precious insight – The Tool facilitations course has given me thus far.
Next week – Let’s do Some writing skills!