Transformative Conversation Groups

I love it when you find a book that speaks to a current interest!

Transformative Conversations: A Guide to Mentoring Communities among Colleagues in Higher Education (Felton, Bauman, Kheriaty, & Taylor, 2013) seems to really fit the bill as a framework in which to invite faculty members to experience some of the social-emotional learning practices that I learned in Berkeley.

Parker Palmer describes the nature of these conversations in the preface of the text, with the following description, ” [This text] focuses on the development of small groups…on college and university campuses. [These groups] differ from professional meetings of the kinds that normally fill our days. [They are] not a planning meeting, a task force, or a problem-solving session. Nor would it be a gathering to develop a joint professional project. The group’s “project” so to speak, would be the group members themselves. The agenda would consist of reflecting on our work and life, remembering our callings, exploring meaning and purpose, clarifying personal values, and realigning our lives with them. The goal of [the group] would be to use meaningful conversations to reinvigorate ourselves, our work, and by extension, the academy.”(pg. ix)

The following are the qualities that should be cultivated as the group meets over time (pg. 32):

  • Hospitality
  • Safety
  • Courage
  • Honesty
  • Trust
  • Diversity
  • Humility
  • Accountability
  • Friendship

Groups should be between 4-6 people. Some useful guidelines for the group to get started are (over time, groups can obviously refine these as needed, pg. 85):

  • Choose a consistent meeting space and time.
  • Begin and end on time
  • Prioritize the meeting on calendars
  • Practice confidentiality
  • Listen generously and openly without interrupting the speaker
  • Avoid dominating the conversation; leave time and space for everyone to participate
  • Speak from personal experience without getting lost in abstract theory or academic discourse
  • Own what you are sharing. Use “I” statements.
  • Give advice only when directly asked for it.
  • Allow silence when it occurs naturally
  • Gently remind one another of these norms if they are breached.
  • Periodically revisit the norms and agreements as a group

“Generous listening” means listening without:

  • trying to “fix” the person speaking or their issue.
  • Agreeing or disagreeing
  • deciding to like or dislike what is said
  • comparing the speaker to yourself or others
  • without trying to assign motives for why a person thinks or feels as they do.

It means listening simply to know what is genuine for another at the time they are speaking. Listening this way provides a safe place to share and encourages openness and the possibility to transform ideas. (pg. 90).

I think these kinds of “groups” could have the potential to help reinvigorate ourselves, create an atmosphere of wellness, and build meaningful community on our campus! I am reminded of the presentation on micro-moves for organizational change. It doesn’t take big leaps or lots of money to start positive change… Just small, meaningful acts. This may help us to take a step forward!

We will also be using the materials from the Summer Institute at Berkeley – http://sites.psu.edu/selpsy/daily-posts/  and http://ggia.berkeley.edu/

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