What is Dreyfus Model ?

 

The Dreyfus Model of Skill Acquisition, developed by brothers Stuart and Hubert Dreyfus, is a framework for understanding how individuals acquire skills and expertise in a particular domain. Initially proposed in the 1980s, the model has been influential in various fields such as psychology, education, and cognitive science.

The Dreyfus model outlines five stages of skill acquisition:

1. Novice: Novices have little to no experience in the domain and rely heavily on rules and guidelines to perform tasks. They follow prescribed procedures and lack a deep understanding of the underlying principles.

2. Advanced Beginner: Advanced beginners have gained a basic understanding of the domain through experience. They can start to make some decisions based on their past experiences but still rely heavily on rules and guidance from others.

3. Competent: Competent individuals have developed a deeper understanding of the domain and can effectively perform tasks without needing constant supervision. They can prioritize tasks, solve problems, and recognize patterns based on their experience.

4. Proficient: Proficient individuals have developed a high level of skill and expertise in the domain. They can intuitively grasp complex situations, make nuanced decisions, and adapt their approach based on the context. Proficient practitioners often demonstrate creativity and can handle unfamiliar situations with ease.

5. Expert: Experts have reached the pinnacle of skill acquisition in the domain. They possess deep knowledge, extensive experience, and intuitive understanding that allows them to excel in complex and unpredictable situations. Experts often demonstrate superior problem-solving abilities, pattern recognition, and the ability to innovate within their field.

The Dreyfus model suggests that individuals progress through these stages as they gain experience and expertise in a particular domain. It also emphasizes the importance of practical experience, mentorship, and reflective practice in skill development. Additionally, the model highlights that expertise is not simply the accumulation of knowledge but also involves the development of intuitive judgment and the ability to adapt to varying contexts.

( link to ) 567 most powerful coaching questions

 Powerful Life Coaching Questions: Enhance Your Coaching Skills (coachfoundation.com)

No of debrief exercises and activities from Coach Club

 Effective Debriefing: Mastering Real-Time Exercises In Coaching (coachfoundation.com) update done. 

Hello Frame Game adaptation to Communication skills by freshers. ( own developed )

Ganiga asked me. I developed on the instant ! Instinctive . 

 HELLO FRAME GAME QUESTIONS 

(1) What is Communication , according to you ? ( your own definition ) . What are various elements ? 

(2) Why good communication is important ? (a) At the work place ? (b) In family (c) With friends (d) In society as a whole ? ( to different groups , different sub topic ) 

(3) What are the various challenges in communication ? For your personally ?   (a) While speaking (b) While writing (c) While listening (d) While reading . 

(4) What do you want to improve , in your communication skill ?( or )  What do you want to learn in communication skill ? 

(5)  What is enjoyable , easy  part in communicating to others ? What is difficult or not enjoyable ?  (a) with one person (b) with small groups or team ( c) with public . 

Step 1 : Individual exercise . Approximattely 15 to 20 minutes . 

Step 2 : Pairing up with others . Tell what you wrote  . LISTEN to what others wrote. Like that, 4 or 5 rounds each time, pairing up with a new person in the room. 

Step 3 : Reflection .  What are important points that you heard from OTHERS while listening to your partners ? 

Step 4 : Addition :  As a result of this pairing up and listening to your partners, do you want to make any changes in what you wrote ? 

Step 2 : Form Groups. Filter your ideas and put them on FLIP CHART .

STEP 3 : One person remains at the team table. Others go to other tables and checks with what the other teams wrote. Ask doubts. 

The one sitting at their own table ( The  Host ) will explain the visitors about their team work, answers their queries . 

STEP 4 : Team presentation .

STEP 5 : Debriefing activity by the facilitator

Debrief questions at the end of the activity by facilitator . 

(ORID format debrief ) 

- What were the main objectives of the activity ? What is is this all about ? What are your observations ? 

( Objective ) 

- How did you feel during the activity ? What did you like or enjoy during this activity ?  What challenges or difficulties did you face and how did you overcome them?  ( Reflective - feelings - emotions ) 

- What communication skills did you practice or learn during the activity? How did you communicate with your teammates and what feedback did you receive or give? What are some areas of improvement or strengths that you identified for yourself or others?

( Interpretational ) 

- How can you apply the communication skills you learned or practiced to your future work or personal situations? - What are some key takeaways or action steps that you will follow up on after the activity?

( Decisional. Thus completing the ORID loop )

Kevin Balm - How FAC creates value

 IAF online free training event .  " How facilitation creates value "  5.30 pm to 7.30 pm 

Facilitator Mr Kevin Balm . 

Initial . Break out rooms. And small introductions .

Shruti Ambegaokar : Facilitation helped to break silo cultures and bring down ' us versus them ' attitude and helpepd break silo culture. 

Kevin Balm : How facilitation created value. Africa example. Engaging 5 communities in collective discussion . 

Facilitation value chain. Value is created, to the individual , groups and to the organization, OVER TIME, and not necesssarily immdieately after a facilitated event ! Touche ! 

Facilitator's sphere of control and facilitator's sphere of influence .

We were divided into 6 groups . 2 each for Convergence, Emergence and Divergence. On Mural . 

Break out room. Ours was ' Emergence ' . Q : What value is created out of facilitation , at this stage ? Emergence ? 

Various ideas are harvested . 

Our brief : As a group, discuss and arrive at the deliverables produced, change achieved and value created during the emergence phase of facilitation . 

Megha Koushik. Opening remarks ( 11.05 )  Passed on the baton to Nidhi . 

Parineeta and Nidhi from Mumbai " holding the space " . 

How we will APPLY the take aways from the session. RLO s. Reusable Learning Objects. Pari will do the ' check in' . 4Key Focus - What are other scenarios where we can apply learnings from IAF Asia Conference

For vikas, it was Kavi's session was highlight. I told about Satir's change model. Our first break out room. Participants : Vikas , Agnelo , Bhavana Arora and me. 

They had 20 sessions in the conference . And refletions. 

Ganesh Dalvi's Facili Training session - 06 & 07 Jan 2024d

 ACILI TRAINING . SAT 06 JAN 2023 Plaza Hotel 

" What happens on the day of training is only 10 % . Diagnosis and design is 90 % which is pre training . " 

Digi Break if participants refuse to switch of their phones . 10 minutes added to the tea break . 

Contracting with the clients is crucial . Not contracting with the particiapnts on the day of training . 

Vinisha : How do you handle, when a participant takes the phone call during the time, goes out , and does not come back till the end of training ? It happens only with finance guys. 

" If the guys does that, I am not responsible for the performance improvement of this guy . 

Bhu Laxmi ; Let the HR know. It happens with the company consent . It's ok to let them go. Conduct an excellent session . Akin to Open Space Technology. 

Parvathy : 

( Except me and Bhairy and Ganesh, all are women )

As a facilitator we need to overcome ' trainer mindset ' . Insisting on time . Penalizing participants when they are late . 

Bhu Laxmi : there should be shift from fear based approach to engagement based approach . 

Horn as a prop : Facilitators use this to seek attention . In IAF they use ' raise hands ' . 

But it should be a part of the contract prior to the beginning of the session . Any prop that the trainer uses, it should be given respect. 

( Send 7 page adult learning pdf to Neha Sharma ) 

Bhu Laksmi ; Senior guy : Why do you want group permission ? Shu Lakshmi : We are all equals here. The facilitator and the learner. Get vetted by participants.  ( During a 3 day retreat ) 

Sun 07 Jan 2023 

Ice breaker . Yesterday session re capture activity . 15 minutes. You need to meet as many peeps as possible and share your main learnings and ' aha' moments with them . This one created ruzzle buzzle . Other have reminded us what we forgot . There was movement physically and an energizer . 

This actually is a  good re usable learning object. Elevator pitch like, speed dating like ice breaker. 

You can use this as a closure tool too. Towards the end. Or in the middle of a session too as a recap. 

Activity 2 : Picture cards . Randomly each of you pick up  3 cards each . Answer questions . 4

net search : tools and processes to use a convergence activty . 

( Review and Recap activity ) 

Q 1; What emerged for me yesterday ?  

Q 2 : What worked for me ?  

Q3 : What can I do today , to gain the maximum learning for myself ? 

4. What can I do today so that my co learners get the maximum learnings ? 

1. Spend a lot of time , 90% of it in diagnosis and client contracting. Also, spend 90% of the time, in designing the session and 10% in implementing it. 

examples : Pre lunch : the jig saw puzzle leading to various aspects of facilitation . Team work. A step by steps. Team work given to 3 tables were too , sequences. 

Example 2 : Quiz and tasks. 

Q2 : Being in the  moment . Attentive and active listening. 

Q3 : Same as above. Having mindfulenss and recording it. Activly. 

Q 4 : Tapping into your reserves of experiene and sharing with the spirit of passing on knowledge. 

10.30 am . One hour is over and the review of yesterday's learning activity is still going on . 

My table mates : Sonali, Neha Sharma , myself and Amruta  , HR generalist brought in by Bhu Lakshmi. 

Bhu Lakshmi and vinisha are absent today . 

3 main learning styles. Discussion . Visual , Auditory and Kinesthetic .

In facili training, we look at 2 more learning styles. 

(1) Social Learning . Ensure social learning . Connectivism . Ensure social learning at the round tables. Frame relevant questions. 

(2)  Structrural or intellectual learning. 

12.15 pm . Debrief of the card activity . First one hour, it's review only. up to 10.30 . Then, the card game started . It was great. Can I buy the cards from Ganesh ? 

Amruta ; Different traits of faciltiator . Good to have must have and nice to have. Desirable and undesirable activity . 

Padma Latha : Perspective sharing . Getting a consensus. 

Bhairi : Possible scenarios of application of competencies. 

Lavanya : It's ok to disagree . 

Neha ; How about trainers can interpret in a wrong way ? 

Cards activity has to be industry specific .  Function specific . Like Leadership traits. Sales person specific. 

Padma Latha ; Facilitation is open ended. How do you bring it all together ? ( Convergence ) 

Card images . (1) What I would do ? (2) What would the team do ? (3) What would the management do ? (4) What other stake holders should do ? ( expectations ) 

Cards.  Senior Managers.  

( You have done leadership traits list in Police. You can convert into a card game ) 

12.45 pm . Debrief . Coming to a closure. Semi circle activity . 

Basic elements of designing an activity ?  (12.45 pm ) 

--------------------------------------------------

(1) Social (2) Structured ( 3 ) VAK - Visual , Auditory & Kinesthetic . (4) Inclusive (5)  Participativr (6) Engaging 

12.15 pm . Debrief of the card activity . First one hour, it's review only. up to 10.30 . Then, the card game started . It was great. Can I buy the cards from Ganesh ? 

Amruta ; Different traits of faciltiator . Good to have must have and nice to have. Desirable and undesirable activity . 

Padma Latha : Perspective sharing . Getting a consensus. 

Bhairi : Possible scenarios of application of competencies. 

Lavanya : It's ok to disagree . 

Neha ; How about trainers can interpret in a wrong way ? 

Cards activity has to be industry specific .  Function specific . Like Leadership traits. Sales person specific. 

Padma Latha ; Facilitation is open ended. How do you bring it all together ? ( Convergence ) 

Card images . (1) What I would do ? (2) What would the team do ? (3) What would the management do ? (4) What other stake holders should do ? ( expectations ) 

Cards.  Senior Managers.  

Inclusiveness , participation and engagement starts from client contracting . 

In facili training, 

(1) Social Learning (2) Structured learning (3) VAK ( Visual , Auditory and Kinestic ) . (4) Inclusive (5) Participative ( 6) Engaging  (7) ORID or 4 F or ELTD method 

(8) Group wisdom harvesting   (9) Debriefing  ( 10) Cross Pollination  (11) Divergence (12) Convergence. 

GWH questions are mostly open ended questions  Debrief has leading questions . Important in facili training. 

ORID format . Debrief questions . Session wrap up questions . 

ORID certification is given by ICA ? What is 4 F frame work in training facilitation ? 

An exhange of ideas between individuals and between groups . 

Individual activies do not lead to cross pollination ,unless sharing is done. 

POST LUNCH . 

Snakes and Ladders leadership game . Leadership dos and don'ts . Snakes and ladders. 

Activity : 30 mins. Bad qualities. Impact. Corrective action . 

Debrief ( 3.20 pm ) :  Where all can we use it ? ( Ganesh ) . 

Audience : Many places. 

Ganesh : You can give them sankes and ladders empty  sheet. Come up with 15 desirable and undersirable traits of a leaders and paste on each snake and ladder . Discuss impact and corrective action . And benefit .

This is an activity that can go on for 2 hours .  

Leadership traits . Negatives . Positives. Impact . Corrective action . Discussion among the table mates. 

" Leadership " definition varies from company to company . Industry to industry . 

3.30 pm . ACTIVITY DESIGN , PRESENTATION 

Pick any prop . Based on the prop come up with a big activity . How would you deliver one particular activity . 

OPTICS methods . O = Outcome .  P = participants details . T = timeline for each activty . I = Infracture 

C = Cost . 

RECAP : 

Me : 12 ingradients of a facili training . Neha ; Social learning and structured learning . 

Sonali : Picture card activity of facilitator traits.  Designing of the activity in the post lunch session . 

Amruta : Bigger picture. How to design a training program . Mood O meter. Activity design . Digi break concept . Client contracting . Preparation . 

Srini Bhairi : Empowered with divergence and convergence concepts . ORID concept reinforced. Learning structure and social learning . Apply : Career coaching . Communication skills.  Parenting coaching. CFTP Converging, fulfilling , thoughtufl and precious. 

Lavanya Shankar : Moodomerter is an aha moment . So many new terminologies that I learned. Ambassadorial sharing . Cross polination of ideas . Divergence and confergence. Picture cards. Closure tools were intactive and useful. 

Padma Latha ; Delighted to be here . With what sensibility and consciousness should be design the activity . Right activity design impacts the individuals and organizations . Facilitators were non judgmental, neutral. We were doing to fiture it out. 

Clark Quinn session . Online. "Fri 12 Jan 2024 . Talking transfer. Learning transfer to the work place. 

Participants : Many   

Sat 20 Jan 2024 . Pepe Numme Session , Ideologue method.  11 am to 1.30 noon. 

23 break out rooms of 3. Q : Why is this session imp for me ? 

My partners. both from Pune. Ashish Gauvar and BL Joshi . purpose of joining ; To know more about faciltation skills and methodology . 

23 break out rooms. Time limit ; 3 minutes. 

When you talk to just one participant in the room, you will FEEL SAFE to share . Hence dividing participants into groups of 2 or 3 is important . It is comfortable to shy people and introverts. It should be structured with a question. 

" In organizations, people don't necessarily agree on strategy, and problems and solutions. But in groups, people agree based on peer pressure. This leads to group think. Healthy conflict is ignored. " 

After divergence and emergence, you sepatate the idea generation and idea selection . 

PN was hired in 2002 for a creativity session . Printing machine company , does printing for news papers. 

/ * Mr PN does not read chat. Not a typing person. Only depends on direct, voice and video interactions. 

Did not conduct a Poll when he could have. " choose the best idea for the outdated printing machine . * / 

Break through idea is basically a cross pollination . Also ' Synthesis ' in Bloom's Taxonomy . 

(1) Cold ideas (2) Warm ideas and (3) Break through ideas. 

Make the cold ideas warm, with the dialogue. 

Slide . Challenges in group ideation and decision making and solution generation. Have you experienced these problems in your facilitation sessions ? 

Slide 6 : Break through decision making. 

12.18 . ACTIVITY 1 ( INDIVIDUAL ) 

List 3 or 5 Indian products and services for International tourism . On paper. I wrote , (1) Medical tourism (2) Higher Education and universities (3) Heritage monuments and sight seeing. Let's listen from others . 

Chat saved with ' India ' file name. 

4 minutes exercise. 

Lof of peeps are interested on telling their ideas but not intersted to LISTEN ! This needs to be forced. 

12.25 . 

BREAK OUT ROOM NO 2 . 

You have to ask ' why is your idea , a good idea ? ' Get the idea behind the idea . 

12.45 noon. Break out room 2 activity is over.  Me, Puja Thakur and Himani Vasudevl. 

Best group size is 3 . IF it's 2, the group dynamics don't work. If it's more than 4 or 5 , there are silent people who tune out of the group discussin . PN   It's more introvert friendly. The other 2 put pressure on the silent person to share their ideas. 

12.46 . 

BREAK OUT ROOM NO 3. With groups of 3. 

1.00 noon . 

Break out room no 3 is oveer. Me with Ryan Baretto and Sara Kachwalla . 

I discusse my 2 pet ideas . Medical tourism . Educational Tourism . India should be culturally more diverse . Beaf and pork. 

Ryan asked me ' what is world class ' ? Is it only in international rankings ? Products of reputed colleges are not good enough. I answered . 

Sanjay Kanakia , send linked in req . Sara

/ * Session ended at 1.35 pm . It's 35 minutes longer. But session content covered. It's a week end. It's a good practice to hang on for 15 minutes after FORMALLY the workshop is over . Ganesh too did that after his facili training at Hotel Plaza. On both days . " I will stay on for 15 minutes more. " . It's open space tech method . People who want to leave, can. Ok. People wh want to hang on, will hang on and clarify their doubts that he did not want to ask in the public or doubts which are outside the purview of the workshop theme ! " * / 

People can be informal and honest in small groups because they feel it's private conversation . In big groups, people take POSITIONS because they represent their functions or group or team. 

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facili Learning Initiative Chennai Hub 31 Jan 2024 . 7 pm to 8.30 pm

 Wed 31 Jan 2024 Chennai Hub. Facili Learning Initiative . Continuous process. Episode 1 . 7 pm to 8.30 pm 

Subha opening remarks : Is the client actually looking at facilitation ? IF they don't need, can we frankly tell the client so ?  Mixing some activities with a formal training - is not called facilitation . 

Why L&D ? We want to put this into a Departement . 

Nidhi : With 7, can we add documentation as well ? As step 8. 

Break out room 1. CVR, Binu G, Jessilina , Prasanna. 

Binu G : Marketing oneself.  Jessilina : Follow up for results. Prasanna SP  ;Evaluation follow up . 

Presentation .Deepa Mahesh : Documenting what we have delivered . Follow up . Training evaluation post training . Neither clients nor trainers know, how to measure the impact. 

Sanjeev Suraya kuamar : lot of learning. 

Dhwani Shah from her break out room : Need to work more on client probing on learning outcomes . Asking for testimonials and referrals . Being passive. 

Break out room - Oscar Trimboli session . Sat 03 Feb 2024

 Sat 03 Feb 2024

My break out room colleagues : 

Me, Vikram Sathe, and Shalaka Gundi . 

1st to speak : Shalaka ; I would like to speak to  you on 5 issues. The other person speaks after I complete one issue  . That is distracting . About her teenage daughter interrupting . While I am having one one one meeting , people go on and on speaking. Listening challenge. Empathetic listening and genetative listening .  

Me : Bad listener . 

Vikram Sathe : If I keep on listening without interruption , I forget important data . 

If someone is not listening , I tend to withdraw. Or raise my voice and become louder, if the other person is not listening . Fight or flight response . I tend to sleep in meetings . 

IAF session - cost of not listening by Oscar Trimboli Sat 03 Feb 2024

 

Oscar Trimboli’s Linked In page : 

(7) Oscar Trimboli | LinkedIn

Listening Quiz on Oscar Trimboli’s web site. 

https://www.oscartrimboli.com/listening-quiz-questions/?u=115929965&p=xdynfrmn

Join over 31,000 workplace listeners who have discovered their listening barriers and reduced the number of meetings and shortened meetings that they attend. - Oscar Trimboli | Deep Listening: Impact Beyond Words

An audio - on listening to Low Trust groups. 

Podcast Episode 123: the hidden clues when you listen well in low trust group meetings - Oscar Trimboli | Deep Listening: Impact Beyond Words

About Oscar 

Oscar Trimboli Listening Expert Deep Listening

SESSION 1 :  We were sent a form , asking us to mention our biggest listening challenge, personally, during one on one conversations . At the beginning, Mr Oscar Trimboli ( OT ) has asked us to type our responses in the Chat Box. He is one type of facilitator I observed, who uses the potential of Chat box effectively , to generate or elicit number of responses in  quick time or in limited time. Here are the responses of listening challenges of our participants today . 

CHAT RESPONES - LISTENING CHALLENGES. 

Oscar asked in pre session chat " What's your listening problem ? " answers came in chat . 

Listening without bias

Messages addressed to "Meeting Group Chat" will also appear in the meeting group chat in Team Chat

Madhujit Singh 10:03

Not allowing my mind to wander when the speaker is speaking for too long and repeating

Chander Sharma 10:03

Deep focussed listening

You 10:04

Not interrupting others. Not coming up with quick fix advice

Vikas Jain 10:04

Listening without emotional entanglement and judgement

M P Sriram 10:04

staying fully present

Deepak Kotak 10:04

patient listening

Nisha Hassan 10:04

Listening to what is the ask

Raghu 10:04

Listening without processing solutions

Neha Lonari 10:04

Not jump out to offer solutions

lata Gopati 10:04

not to interrupt

Maheshwari Jani 10:04

Connect with emotions 

Jitendra Sharma 10:04

Thinking while listening and trying to find solution

Suresh Ramdas (He/Him) 10:04

Avoid distractions and focused listening

agnelo 10:04

Listening with intent

Marita 10:05

Listen without bias and judgement

lata Gopati 10:06

acknowledging

Deepa Mahesh 10:06

deepening my silence and therefore listen better

Brunda Manurkar 10:07

I aim  to enhance my ability to understand and interpret nuanced information from diverse sources

SECTION 2 : PPT SLIDES.  5 LEVELS OF LISTENING. 

Why is it difficult to pay full attention while listening 

INSTRUCTIONS :  ( POSTER ) 

SECTION 3 : INTERACTION . CONCEPT ABOUT LISTENING . Q & A by OT 

We all have a listening battery . Charged ? Or discharged ?

OT : On using AI on listening add on s in Google Meet. How much each participant talked and what percentage they listened to . 

OT : We listen differently to different people. You listen to your mother for emotion . You listen to your mechanic for content . So, one style is not sufficient. Our " Listening Compass " is important . Our adaptablilty in listening techniquest is important . 

Listening for differences. Listening for similarities. Listetning for both . Lisetning for facts. Listening for emotions and feelngs. 

When the Team is forming, you listen for similarities and differences. 

Listening is situational, contextual and relational. 

We are Stories people or statistics people and mix of both. As speakers, as listeners. 

If you love stories and someone is presenting numbers and statistics to you, you find them boring and disconnect. But stories have numbers in them and data has STORIES inside them ! Be flexible listener. 

Dr Pradeep : Should we listen with the purpose ? Or should we listen with open mind ? 

OT : What purpose ? Whose purpose ? As long as there is a shared purpose, it's ok. 

When it comes to listening , your best key is to be , to stay  in the moment. 

Multitaksing is for routine tasks. You can keep cutting vegetables and listen to music . 

 3 minutes one has to speak continuously . Even if the person exhausts in 2 minutes . U need to give 1 minute 

SECTION 4 : BREAK OUT ROOM ACTIVITY  : TRIADS. NO MORE THAN 3 PER BREAK OUT ROOM.

SECTION 4 : PARTICIPANTS RESPONSES OF THEIR BREAK OUT ROOM LISTENING EXPERIENCE : 

SESSION WRAP UP RESPONSES IN CHAT 

BREAK OUT ROOM EXPERIENCES 

The speakers were trying to make meaning and i found some struggle in relating the context to content which i found happening in the next 2 min

Raniya Razaque 11:49

We were more conscious about the timing and couldn't complete the 5 minutes talk in a flow. The overall mood was calm, friendly :)

Rashmme 11:49

At the beginning the thoughts were divergent 

But by the end of the five minutes , the speakers were able to bring in the focus on the challenge - making it almost like a call for action for themselves

Parineeta Mehra 11:50

I realized that i listened differently to both the participants

Sujatha 11:50

I was trying to Listen with mind, body and soul. The 5 levels of listening was very useful

Parineeta Mehra 11:50

And it made me slow down my sharing when i spoke next

Nidhi S. 11:50

Problem lies with myself first than other levels

Raniya Razaque 11:52

True!

Deepa Mahesh 11:53

silence esp in a coaching conversation has been my biggest tool .. Here the agency is always with the coachee.

Parineeta Mehra 11:54

Thats a muscle  i use most in coaching-silence to listen more intently and listen to what was said

Parineeta Mehra 11:54

Very powerful examples of of 8!!

Suresh Ramdas (He/Him) 11:55

wow this is powerful !!! i will use this example of 8...

Roopshree surana 11:55

indeed

Sindhu Narayan 11:55

Listen for "Meaning"

Angie 11:56

Hearing what they mean!

Rajesh Gangwani 11:56

hear for differences

Vikas Jain 11:56

Listen and explore for similarities and differences

Raniya Razaque 11:56

That perspective matters!

Neha Lonari 11:56

Listen to similarities and differences

Parineeta Mehra 11:56

Listening at all 3 levels 

VIkram Sathe 11:56

Patient listening 

Raghu 11:56

Pre, During, Post and listening tools

Suresh Ramdas (He/Him) 11:56

as the 3 questions to get to understand the unsaid

Nidhi S. 11:56

BEING EMPTY

Nisha Hassan 11:56

Silent Listening

Deepak Kotak 11:56

check in with listening battery

Chander Sharma 11:56

Silence …...

CVR 11:56

Half of 8 is 4 ( mathematically ) and also 3  ( when vertically cut ) and 0 ( when horizantally but )  depending on which way you cut 8 ( geometrically speaking ) . If you are trained mathematically, you find it difficult to appreciate a geometrical division .

Shalaka Gundi 11:56

Listen for context

Nisha Hassan 11:56

Seconding you on that Bharti

Madhujit Singh 11:56

Listening for what is unsaid

CVR11:56

 " Silence does the heavy lifting for you .

Deepa Mahesh 11:56

Really grateful Oscar..

Binu G 11:56

Look for meaning in what people are saying .... I need to deliberately practise this.

Angie 11:56

Thank you Oscar and IAF this is great event.

Puja Thakur 11:56

Tell me more

Ketki Anand 11:56

Silence will do the heavy lifting 

Samita Nag 11:56

the example of 8 and the listening battery, the relational, contextual and situational

Purnima Kanojia 11:56

plz share

Preethi G 11:57

Listen to be flexible to for similarities/ difference

Brunda left

Dr. Pradeep Salgaonkar 11:57

Listening to bring in similarities, decreasing the differences

Nidhi S. 11:57

Talking and listening are energy exchanges for me. When Talking doesn't happen silence becomes more powerful with energy flowing through it

VIkram Sathe 11:57

Pl give me recording. I missed initial part 😕

Madhujit Singh 11:57

This was a wonderful session. Thanks a ton

Ashish Gurav 11:57

I will try listening to the unsaid things as well 

Kamaldeep Kaur 11:57

Please share it Bharti Please - I had sessions in the morning so joined late - Please  share RECORDING BHARTI

Manisha Grover 11:57

Request a recording is shared

Purnima Kanojia 11:57

Plz share the recording❤️

Shalaka Gundi 11:57

Does Zoom have the tool for capturing listening of participants?

M P Sriram 11:58

some of us are story people, some are data ...

Parineeta Mehra 11:58

Thank you for an amazing and truly rich session!!

Sujatha 11:58

Grateful for this beautiful session Oscar. It has been a rich and well spent Saturday morning

Suresh Ramdas (He/Him) 11:58

This has been such an amazing session!!! Thank you Oscar for doing this!!! and thank you Bharati for organizing this!! 🙂

Rashmme 11:58

What I will do at work immediately : 

1. Listening is before and after not just during the conversation 

2. Listening for meaning - use silence

VIkram Sathe 11:58

Thank you so much Oskar 

Marita 11:58

My morning well spent, thanks a trillion, will keep mapping at which level I listen and of course listen for differences without fear

Padmakumar Ananthakrishnan left

Jitendra Sharma 11:59

Thanks you Oscar !! wonderful session.

Ketki Anand 11:59

Thank you so much Oscar for the wonderful session

SECTION 5 : SOME BOOK AND INTERVIEW RECOMMENDATIONS