Satir workshops

This is Nynke's growing personal list of do's and don'ts when training.

1. Keep it safe. Do NOT wake up the reptilian brain on purpose, unless there is an explicit contract agreement that downshifting into awareness facilitation will or may be part of the engagement. Make sure experienced facilitation trainers lead such emotionally intelligent communication training.
2. Make time for reflecting on learning.
3. Be conscious of keys in the learning or meeting environment.
4. Avoid negative phrases. The limbic brain passes them on to the reptilian brain. When facilitating awareness, be sensitive to ghosts. You know, those things from the past that can haunt us ...
5. Lack of stimulus creates boredom and anxiety. Our wholebrained learning prefers diverse and attractive input, not linear and stripped down information. Present new materials in a wide variety of modes, at least 4 times for impact, and in different ways, to keep the interest of learners going.
• Using ten intelligences as litmus tests ( tests that use a single indicator to prompt a decision) we can ensure learner needs will be met.
• Honoring these ten intelligences we also honor the different intakes for easy (re)cognition by our learners.
• Create flow: make a workshop 80% experiential, 20% lecture.
• Map exercises to the multiple intelligences.
• Map across multiple exercises.
• Be very attentive to balancing interpersonal and intrapersonal time to maximize learning energy.
• Map existing material and make it fun.
6. Do preparation steps together with client/customer. Meaning, you, as client or customer, steer everything, from beginning till closing.
• Creating an overview of what needs to be learned by asking and answering some good questions.
• Stepping in an energetic, physical and mental state for training.
• Designing a choreography with the steps we will take in the accelerated or experiential learning.
• Exploring and choosing association, visualization, expression, simulation, performance and repeat techniques. These help memorize information for the long term.
• Gathering and using preferences of training participants, and making the most of those for the training.
• Providing a way to plan and track activities for the training, and to establish a measure of success of the training.
7. Closing is best done with a small retrospective where participants are asked for feedback, and some fitting celebration of a kind, sometimes folded in one.