What are the surgical procedures at Genius?
- Rivas Goal Process
- Woop method of goal actualisation
- SSC support partner process
- Choices and consequences
- One-minute reprimands
- 4A’s - Giving Feedback
- Debrief procedure
What is the RIVAS goal setting process?
Result - SMART desired results
Intention - understand why you really want your result (heart of process)
Visualisation - make a memorable visualisation of you achieving results (all senses)
Actions - define the action steps (put SYSTEMS in place)
Support structure - Define and create a simple support structure (spine of process) - accountability
What is the WOOP method of goal actualisation?
Wish
Outcome
Obstacle
Plan
What is “SCC Support partner progress”?
A way for a support partner to reflect and give feedback to what their partner could change going forward
- Stop x
- Start y
- Continue z
Useful as a two-way, partner model
How is the “Choices and consequences” model different to the standard “neg behaviour = punishment, pos = reward”?
- ID possible problem behaviours
- Discuss natural consequences of undesirable behaviours
- Discuss and agree upon appropriate “logical consequences” to the,
- When committed, carry out consequence without exception, anger or a sense of punishment
Why is the “choices and consequences” model superior? (4)
- student is author, not victim
- anger and emotion removed from equation
- conflict and resentment between student and tutor removed
- student knows consequences ahead of time
What are some problems with the “choices and consequences” model (especially when executed poorly)? (3)
- enforced consequences may stir up resentment
- enforced consequences may invite feelings of blame or shame (bad for rel)
- enforced consequences may prevent student from learning to control their own behaviour (without relying on external controls)
How are one-minute reprimands executed? (8)
- Reprimand them immediately
- Tell them what they did wrong - be specific
- Tell them clearly how you feel about it
- Stop for a few seconds of uncomfortable silence
THEN - Let them know you are honestly on their side
- Remind them how much you value them
- Reaffirm them that you think well of them, but not their performance in this situation
- Realise when the reprimand is over, it’s over - no anger/resentment/passive aggression carried forward
Why do one-minute reprimands work? (3)
- it criticises the behaviour and not the doer
- feedback is immediate
- one mistake is pointed out at a tie - easily absorbed
What are the 4A’s in giving feedback?
Giving feedback:
- Aim to assist: check your intention, ensure it is pure (for indi or company, not you)
- Actionable: what they can do differently
Receiving feedback:
- Appreciate: fight the urge to defend,
- Accept or discard: you will receive a lot of Genius - the decision to respond is up to you. (if they are across or down the COC. If it is from above it is instructive correction)
What are the 6 questions in the 6QD debrief?
- What was the mission?
- What happened?
- What went right?
- What went wrong?
- Why?
- Lessons learned?
