Our training experience this time was about self-reflection. We again practiced the ability to articulate our own needs. The most successful task was the formulation of their own development goals. For the first time, everybody got stuck in this and we were able to set valid goals only with help to each other. The criteria for validity were compiled together: 1.) the goal is starting from your own needs; 2.) it manages the situation (not the participants); 3.) it develops the participants; 4.) it can be measured 5.) stakeholders also agree 6.) If there are more development goals, I will prioritize them.
We then learned about the scope of experiential learning and understood that the goal of development is not important in itself, but rather that it is organized into a learning cycle. Many of us have highlighted the importance of experiencing success, failure, adventure and risk taking uncertainty – we need to understand that the outcomes of experience are not predictable. This opens the heart to the other and to myself, and the emphasis is increasingly placed on the process of learning. All this creates a safe environment for the group.
We had another important experience: while somebody else was in focus, the others exercised an observing role in recognizing and releasing their prejudices and preconceptions. This is the basis for encouraging the learning process of others.
Since the formulation of their own development goals has started slowly, the participants have undertaken to write this up until the next meeting as part of their own work.