sociometry of training

[Adam Blatner]

In the 1970s, I think the St. Elizabeth's Hospital (Washington DC) Psychodrama Program 
created a syllabus for training---of sorts.
   In the 1980s, Evie Lotze created a 3-volume training manual.
       Eventually, it might be possible to create one that had the input of a number of 
active trainers, reflected a degree of consensus, and might in turn be used for new TEPs 
as an aid in their work.
           Hm?
        The ol' "pooling of different efforts" game?

            The reason I don't do it is that I am not active as a trainer now. It should 
be done by folks who encounter the most common problems in training! What do trainers find 
themselves dealing with that makes them sweat a little?
    (Anyone can handle the easy stuff. As I saw at a tailor's shop: "Our difficult 
customers are the ones that make us earn our money. Otherwise the guy down the block could 
do the job at half the work and half the price.")

   warmly, Adam

----- Original Message ----- 
From: "HV Psychodrama" <hvpi at hvc.rr.com>
To: "Adam Blatner" <adam at blatner.com>; <drkatetsi at mac.com>; <list at grouptalkweb.org>
Sent: Thursday, November 20, 2008 7:30 PM
Subject: Re: sociometry of training


> The Toronto Center has a very elaborate check list of specific skills and
> experiences. Hudson Valley Psychodrama Institute has a less elaborate check
> list, but we do require students to show that they have attained a certain
> competency in basic skills and once a student has had a couple of hundred
> hours we meet with them to discuss their strengths and challenges, and what
> they might need to do to meet criteria for endorsement. I suspect that that
> is true of most ongoing programs. It can't even just be about hours as the
> primary trainer must endorse the student based on clear criteria set out by
> the American Board of examiners..
> Rebecca
> ----- Original Message ----- 
> From: "Adam Blatner" <ablatner at verizon.net>
> To: <drkatetsi at mac.com>; <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
>>
>> Grouptalk mailing list
>> List at grouptalkweb.org
>> http://grouptalkweb.org/mailman/listinfo/list_grouptalkweb.org
>>
>
>


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