sociometry of training

[PATRICIA DESERT]

Yes, I agree with Kate.  Not only as a clinical supervisor and a therapist but as a former trainee I can say that behavioral objectives keep it clear for everyone.  Patti
  ----- Original Message ----- 
  From: Adam Blatner<mailto:ablatner at verizon.net> 
  To: drkatetsi at mac.com<mailto:drkatetsi at mac.com> ; list at grouptalkweb.org<mailto:list at grouptalkweb.org> 
  Sent: Thursday, November 20, 2008 5:20 PM
  Subject: sociometry of training


  Kate Hudgins brings up another point that I want to echo.

  1. She notes "...the way sociometry at work in China.  It is called guan xi......getting 
  something based on your relationship connections."

  2. Notes also that her training is measured by check-lists! Their supervisors assess 
  hands-on skills according to these lists "...people get after each time they are on a 
  team.  As there have been many pulls to pass people based on relationship that I have been 
  able to resist by returning to the checklists."
      Wow! Now that I've thought of this, and the workshops I've done, some training 
  activities, there has been a range of taking-responsibility an demonstration of 
  competence" for which there are few built-in indicators or feedback. People just 
  accumulate "hours," but with what quality participation? Mere attendance should not be the 
  only criterion.

           It is a risky topic indeed. Warmly, Adam 


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