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Writing, Workshops, and Talks (big picture)

Some notes on the big picture side of presenting ideas.

Teaching and learning

Four phases of learning

  • Preparation
    • Interest. Positive feelings, optimal state for learning.
  • Presentation
    • Encounter. Interesting, enjoyable, relevant, multi-sensory.
  • Practice
    • Integration. Incorporate new knowledge.
  • Performance
    • Application. Apply and extend knowledge.

Ingredients of Accelerated Learning

  • Somatic
    • moving and doing
  • Auditory
    • talking and hearing
  • Visual
    • observing and picturing
  • Intellectual
    • problem-solving and reflecting

Better > Worse

  • Movement > Sitting
  • Talking > Listening
  • Images > Words
  • Writing > Reading
  • Shorter > Longer
  • Different > Same

Training From The Back Of The Room

  • Connections
    • to each other
    • to the topic
    • to learning goals and outcomes
  • Concepts
    • Teach only the need to know information
    • Use graphic organisers
    • Include 1 minute reviews
  • Concrete Practice
    • Mistakes are allowed (expected!)
  • Celebrations

Change and motivation

A, B, C

  • Asking: the statement or action you’re asking for.
  • Becausing: the data and facts that explain why.
  • Convincing: the response to anticipated challenges.

Motivate change

  • Direct the Rider
    • Follow the bright spots
    • Have a destination postcard
    • Script the critical steps
  • Motivate the Elephant
    • Find the feeling
    • Shrink the change
    • Promote a growth mindset
  • Shape the Path
    • Tweak the environment
    • Rally the herd
    • Make it a habit

Careful of the Fundamental Attribution Error: maybe it’s the situation and not the person.

Three realms of disagreement

  • What is true?
  • What is meaningful?
  • What is useful?

Things to check:

  • Is everyone arguing in the same realm?
  • Is it actually about urgency, priority, grieving, solidarity?

Diagreement Template

  • Learn
    • Facts and evidence
    • (Multiple, diverse) Interpretations
    • (Multiple) Values
  • Orient
    • Shared values
    • Proposal
    • Discussion
  • Act
    • Commit
    • Check-in tripwire
    • Measurement of success

Heirarchy for motivating change

  • Intrinsic motivation (enlighten, inspire)
    • Feels like: the right thing to do; the smart thing to do; making a difference; helping people.
    • From seeing the real world benefits to people.
  • Extrinsic motivation (rewards)
    • Helps, but focuses on the practitioner, not beneficiaries.
    • Can result in doing it just for the reward.
  • External control (guilt, punishment)
    • Sets a low bar. Can result in doing the minimum amount of work necessary and othering the beneficaries.

Planning the change

  • Attractive
    • Link a reward with a good action
  • Satisfying
    • Use a habit tracker, visual record of progress
  • Easy
    • Start with small, quick, wins
  • Obvious
    • Use Implementation Intentions, tweak the environment

Sources