pp wanda steps
TRANSCRIPT
Appreciative Analysis of Practices
“Everything you pay attention to grows”
What is Wanda? (Valuing – Analyzing – Doing)
Co-reflection method (group) (Bove, 2009; Mortari, 2009)
Critical analysis of practices from different perspectives
Goal
Gaining new insights and new practices → improving quality for children, families, staff (wellbeing)
through a reflection process
Wanda in practice
Wanda =• 5 steps to reflect on a situation from different
perspectives
• Within one session of 1,5 -2 hours – every 4-6 weeks
• A guided process by a facilitator
• Working on confidentiality and safety (process)
• Accentuating professional and institutional change
• Part of a bigger process
Phase 1: Looking back
What do we still remember about the last session?
What did we learn from the session?
Did we put anything in practice? Contributor Group
Only applicable after the group has already done at least one previous session
Phase 2: Selecting a case Situation that “moved/surprised/shocked” something
inside the person
Concrete case (like explaing a photograph)
The group decides which case will be handled Urgency Group value
The contributor is the “owner” of the caseand has a specific question (can still beundefined in this phase)
Phase 3: Questioning
Explorative open questions (who, where, what, when, how) to make the case more clear
Questions about all the people involved and the context
No interpretation or judgment
Try to find out why the contributorselected this case, what is his need?
We don’t change the others, we change our perspective on the situation
Try to define the positive learning questionof the contributor
Phase 4: Collecting ideas
What are the possible different perspectives, usefull in this case?
Use glasses, or any other method to help participants to take the position of somebody else
What are all the possible differenthypothesis’s
It is not about who is right or wrong
Contributor listens
Phase 5: Giving various kinds of advise
New possible ways to proceed with this situation
Advice on different levels: To the contributor, To the team, To the organisation
Not ‘the’ solution but opportunitiesto explore
Contributor chooses which adviceshe wants to put into action