A fi sau a nu fi...liber

Personal growth ,life-coaching,positive and transpersonal psychology , education for all,INTEGRATIVE MEDICINE. HAPPINESS, WELL-BEING,WISDOM, HARMONY, COMMITMENT TO LIFE MISSION AND VALUES

06/09/2006

Education- let's make a better one!

For further details: www.6seconds.org - The Emotional Intelligence Alliance for Research and Practice ( business, education, health, personal life, peace)

"Knowing" is about finding the one right answer. "Learning" is a process of discovery. Which drives you, your school, your business, your family?Is your school, family, or organization about knowing or learning?

A school, family, or organization that focuses on "knowing" will put the emphasis on measuring being right. The "knowing" culture requires that:

The "system of knowing" has a lot of appeal. It is simpler, more linear, we know what to believe, and ultimately one system can meet all the needs. On the other hand, it is inherently stagnant, dehumanizing (mechanistic), and stifles intrinsic motivation.
The "system of learning" has a lot of challenges. It is messy, controversial, the lack of certainty creates discomfort, and there must be hundreds of different systems to meet diverse and changing needs. On the other hand, it is inherently dynamic, self-improving, supportive of human interaction, and automatically builds lasting motivation.

Some people know, some do not.
Those who know more are in charge.
Those in charge must keep some knowledge secret.
There is one right answer.
Authority comes from having the answer.
Challenging the answer means challenging authority.
There is not enough knowing to go around.
If everyone gets an "A," there is a problem.
People demonstrate their excellence by showing they have memorized.
The authority decides if people have done well and rewards them.
Comfort is essential; confusion and challenge are in the way of learning.
Caring and emotions are only important because they help people know more.
The purpose of knowing is to demonstrate that knowledge and be acknowledged for it.
The ideal is perfection.

A system of learning focuses on growth. The emphasis is on measurable progress. The "learning" culture requires that:

No one knows exactly; there are many perspectives.
Those most committed to learning are in charge.
Those in charge must support others to learn as much as possible.
There are many right answers.
Authority comes from relationships.
Challenging the answer means success.
There is plenty of learning to go around.
If everyone gets an "A," there is a success.
People demonstrate their excellence by challenging existing beliefs.
The authority supports people to recognize that they have done well, and they reward themselves.
Consistent comfort is of secondary importance; confusion and challenge are part of learning.
Caring and emotions essential because they are part of what we're learning about.
The purpose of learning is to make a difference in the world.
The ideal is doing your best.

The "system of knowing" has a lot of appeal. It is simpler, more linear, we know what to believe, and ultimately one system can meet all the needs. On the other hand, it is inherently stagnant, dehumanizing (mechanistic), and stifles intrinsic motivation.

The "system of learning" has a lot of challenges. It is messy, controversial, the lack of certainty creates discomfort, and there must be hundreds of different systems to meet diverse and changing needs. On the other hand, it is inherently dynamic, self-improving, supportive of human interaction, and automatically builds lasting motivation.

HOW TO INTERACT WITH THE OTHERS

Lesson one: Just because it is obvious to you does not make it obvious to them -- and just because it is important to you, does not make it important to them.


Lesson Two: People want to belong to something great because it adds meaning and purpose to their lives.

Motivating is about hooking into that inner sense of purpose. It's about connecting the individual's goals and mission with the organization's goals and mission. True motivation is connected to relationships, belonging, purpose, collaboration, challenge, and dialogue.
Obedience is about leveraging fear or greed. It's about ensuring they know who has power to give rewards and punishments, and finding the hooks that they'll respond to. Obedience grows from one-way communication, dehumanization, and threat.

Lesson three: Long-term greatness outweighs short-term discomfort.

These Lessons are essential in Education, Business ( leadership) , personal and social life( community)

For those who want to make a change, the following link is very useful. A teacher for nowadays generations should be a master in emotional management. If the curricula doesn't contain yet these skills, for the teacher, the transmitted knowledge is vicious. For becoming a master in EQ and VQ ( values coeficient), please do not hesitate to contact me or other specialists. This is a borderline field, it's transpersonal psychology, positive psychology, neuro-psychology and the specialists are usually MD's, with spiritual knowledge.

http://www.shiftinaction.com/node/141

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