Quote for the Day

Editors rating: 
No votes yet
Users rating: 
Your rating: None
No votes yet
Level of process: 
Intent or purpose: 
To encourage dialogue about the wisdom we are discovering in working or learning together and to help a group receive permission (and perhaps vocabulary) to talk with one another about their personal wisdom, experience and development. The trust developed in such a short dialogue can also carry over into the working sessions in the course of a programme.
Used as component of: 
We use this for longer workshops and training varying the quote each time. It can also be used for the opening of regular meetings.
Recognizable Components: 
This is based on the Focused Conversation Method of the Institute of Cultural Affairs.
Types of Participants: 
Recommended size of group: 
Optimal amount of time needed: 
3 - 45 Min.
Usual or Expected Outcomes: 
Deeper insight into the thinking of colleagues.
Level of participation: 
Ideal Conditions: 
relaxed atmosphere at the beginning of a meeting or after a break.
Potential Pitfalls: 
Bad quotes
How is success evaluated: 
The group listens to and reflects on the ideas of others.
Type of Facilitator-Client Relationship: 
Level of Difficulty to Facilitate: 
Facilitation skills required
Facilitator Personality Fit: 
Resources Needed: 
The quote selected ahead of time.
Pre-Work Required: 
Put the quote on an overhead sheet, a flipchart or a white board.

1. <i>Post a saying before the group On an overhead sheet or flip chart, write a simple quotation or short poem that has some relationship (however tangential) with the kind of activity taking place in the group. For a new department, something perhaps about the future. For a change workshop, maybe a quote about change. It can be nice to include a graphic or a sketch illustrating the quote.</i><br><br>

1. <i>Introduce the Saying by reading the quote aloud or ask someone in the group to do so. Give them a second to look at it. For groups weak in the language of instruction, begin by introducing any peculiar vocabulary, and give the group a chance to figure out together what the words mean. <br>
2. <i>Ask some questions like:</i><br>
? What do you notice in this phrase?<br>
? What does this quote remind you of?<br>
? How can you say this in your own words? <i>(What is it talking about?</i>)<br>
? Do you have any saying like this in your language? <i>(Give the group a chance to discuss this.)</i>
? What does this quote have to say about our work?<br>
? When might you say this? <br>
- To whom?<br>

<i>Some tried and true quotations include: ?It doesn?t work to leap a 20 foot chasm in two 10 foot junps.? ?Action removes the doubt that theory cannot solve.? ?After bliss, the Laundry?</i>

How flexible is the process?: 
Follow-Up Required: 
Jon Jenkins
Derived from: 
It is based on the Focused Conversation Method of the Institute of Cultural Affairs.
History of Development: 

A similar method was used in daily staff meetings of the Institute of Cultural Affairs.

Spencer, L. (1989). Winning Through Participation, Dubuque: Kendall/Hunt Publishing.<br> Stanfield, B. (2000). The Courage to Lead (ICA Series). British Columbia: New Society Publishers.<br> Stanfield, B., Ed. (1997). The Art of Focused Conversation, Toronto: The Canadian Institute of Cultural Affairs. <br> Wilson, P. H., Harnish, K. & Wright, J. (2003). The Facilitative Way, TeamTech Press, Shawnee Mission, KS.
License Model: 
Free (or unattributable)
Namesort descending City Country
Imaginal Training Groningen Netherlands
Namesort descending City Country
Imaginal Training Groningen Netherlands
Namesort descending City Country
Imaginal Training Groningen Netherlands