Intervision is a structured process for receiving feedback and coaching from peers. This version adds an element in which silent or absent stake- holders (non-humans and other generations, for example) also contribute.
The structure of intervision ensures that everyone has a spacious amount of uninterrupted time to ask clarifying questions and to share their perspective. In its most basic form, 5-6 people are grouped in a table, where one of them introduces a dilemma. In a first round, the rest of the group asks clarifying questions; in a second round, they offer reflections or potential solutions. No interruptions or debates are allowed during the process. This method
is useful because it invites a diversity of perspectives, and it prevents louder voices from imposing on others. In the version we detail here, participants additionally perform the roles of “silent stakeholders”, such as more-than-human actors, or future generations. Including these perspectives adds an imaginative dimension and requires participants to empathetically consider the perceptions of those who cannot be present. Moreover, it can evoke creative or innovative solutions, as well as expanding the participants’ sphere of concern.
One thing to remember is to talk to the animals. If you do, they will talk back to you. But if you don't talk to the animals, they won't talk back to you, then you won't understand, and when you don't understand you will fear, and when you fear you will destroy the animals, and if you destroy the animals, you will destroy yourself.
Chief Dan George, Tsleil-Waututhx of the Coastal Salish people
A time-keeping device.
The standard version of the intervision exercise was shared with us by Job van den Berg of Royal HaskoningDHV.
Intervision: Franzenburg (2009). Educational intervision: Theory and Practice.
Peer-to-Peer Coaching: Parker, Hall, & Kram (2008). Peer Coaching: A Relational Process for Accelerating Career Learning.
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