The 2nd question to reflect on is â€˜What are â€˜goodâ€™ odd moments and what are those â€˜badâ€™ ones to avoid?â€™Â Â Â By â€˜badâ€™, I mean those odd moments which are not conductive to the learning objectives.Â Â As such, the answer to this question is really â€˜it dependsâ€™.Â Â On one extreme, if the learning intervention is about topic like group dynamics or self-awareness, I think all odd moments are learning-friendly. Â Â In fact, the odder, the better.Â Â A classic example is the Group Relations Conference which basically provides white space for assumptions to be surfaced. Â Â See my earlier posts -Â Tavistock ExperienceÂ andÂ Tavistock Experience â€“ Learning Design.
How about the workshop I mentioned in the beginning i.e. learning objective around collective wisdom? Â Â Most odd moments are still good for learning so long as the learning transfer mechanism is in place.Â Â See my thought on question 1.
On the other hand, though messiness can help learn collective wisdom, it is probably not a good idea to start a workshop by saying â€˜Welcome to the workshop!Â Â We the facilitators have prepared nothing and letâ€™s see what we can learn together in the coming 3 days.Â Â By the way, we only booked this room till 10am.Â [silence]â€™Â Â Â It probably forces people out of the Learning Zone into the Panic Zone.