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cohort by Mind Map: cohort

1. 6) What are the cohort’s unique gifts?

1.1. seeing and working with nuance

1.2. various group and community work experience

1.3. some cohort members have researched empathy, collaboration and other topics that might inform group dynamics.

1.4. open mindedness

1.5. sustainable communication and "right relations" practices - cohort positive dynamics building before we think we need it. preventative vs. reactive

1.5.1. on going - investment in the future

1.6. I remove myself to think away from the dynamic that is causing stress

1.7. define "community" (or "communities")

1.7.1. define "cohort"?

1.8. ongoing/continually changing

1.8.1. 6) What are the cohort’s unique gifts?

1.8.1.1. creativity

1.8.1.2. art

1.8.1.3. seeing and working with nuance

1.8.1.4. various group and community work experience

1.8.1.5. some cohort members have researched empathy, collaboration and other topics that might inform group dynamics.

1.8.1.6. open mindedness

1.8.1.7. sustainable communication and "right relations" practices - cohort positive dynamics building before we think we need it. preventative vs. reactive

1.8.1.7.1. on going - investment in the future

1.8.1.8. I remove myself to think away from the dynamic that is causing stress

1.8.1.9. define "community" (or "communities")

1.8.1.9.1. define "cohort"?

1.8.1.10. ongoing/continually changing

1.8.1.10.1. New node

1.9. creativity

1.9.1. art

2. 7) How do you increase or decrease tension or dramatic moments that happen between you and loved ones (family/lovers/friends)?

2.1. group goal setting

2.2. established comfort saying when we feel seen, unseen, heard and unheard

2.3. give space. focus on other things

2.4. calling each other out when defense is more offense

2.4.1. if someone is changing the subject and saying, "you're accusing me of x, well you do y!!" there is a comfort saying, "let's go back to x and add y to the list of topics to discuss"

3. 1.) How often do you engage in group/movement reflection?

3.1. maybe we could do more of this

3.2. not enough

3.3. like twice a month

3.4. sometimes

3.5. we need more of a space

3.5.1. physical space- how does it affect people ?

3.6. daily

3.7. happened more in person, not so much online now

3.7.1. time isn't used correctly when we do meet

3.7.2. takeovers- unexpected agenda items

3.7.3. more clarity about Grad Rep roles

3.7.3.1. how can we engage this role to help communicate with faculty and the department?

3.8. trasnsparecy

3.8.1. more transparency

3.8.1.1. too many emails

3.8.1.1.1. a few rutgers email inboxes you can only access with Outlook

3.8.1.1.2. too many email accounts

3.9. movement practices before class starts

4. 2.) What are your individual resilience practices?

4.1. workouts/running

4.2. cooking for myself

4.3. exercise (endorphins) and fresh air

4.4. spending time alone to recalibrate.

4.5. 2. Seeing and working within nuance

4.6. doing "nothing"

4.6.1. resting

4.6.2. sitting

4.6.3. Earthing

4.6.4. time to think

4.6.5. conversations about nothing

4.6.6. laying on the ground

4.6.7. noticing things around you you don't usually pay attention to

4.7. Sleep

4.8. masturbating music & nature

4.9. poop on the bosses dime

4.10. slowing down

4.11. less multitasking

4.12. resilience can be resistant

5. 3) How do you increase or decrease tension or dramatic moments that happen between you and coworkers/comrades?

5.1. not engaging in things that arent fruitful

5.1.1. whoever wrote this: how do you define fruitful/ not fruitful?

5.1.1.1. something that can get to a resolution?

5.1.1.2. not giving energy to things that aren't productive

5.1.1.3. mutual growth?

5.1.1.4. think of your future ancestors: what would make them proud?

5.2. asking questions for clarification

5.2.1. checkins... "i hear you saying..."

5.3. asking about goals: what do you want out of this conversation?

5.3.1. <3

5.3.2. continual checkin on goals too

5.3.3. "It’s lifework, with benefits. I regularly check in with my vision for our collective future and make adjustments on how I am living, what I am practicing, to be aligned with that future, to make it more possible." (pg 34)

5.4. giving space

5.5. conflict resolution

5.5.1. ask if people feel like they can emotionally engage in an emergent strategy?

5.5.2. don't go in alone!!!

5.5.2.1. community (friends/mediator/mentor)

5.6. being there to listen

5.7. napping

5.8. address it

5.8.1. ask how each person in the conversation feels about moving fwd in thinking about the conflict as a growth opportunity?

5.8.2. ask if participants are open to changing the group dynamic?

5.8.2.1. ask what change looks like for each person (i.e. improvement how, growth how, more of what, less of what)?

5.9. MGSA MFA Cohort Community Agreements

5.9.1. "a community agreement doc smacks of white apologetics?"

5.9.1.1. can you elaborate on this?

5.9.1.2. actually being in tune w/what is happening vs. posturing

5.9.1.3. perhaps the fight happens outside of these agreements.

5.9.1.4. listen to us before bureaucracy

5.9.1.5. doc "columbused" by admin?

5.9.2. peers have stake in community

5.9.2.1. cohort vs admin

5.9.2.2. requires time and attention

5.9.2.2.1. what can be done to actually make it accessible?

5.9.2.2.2. does cohort have capacity to build on it? can it be a tool?

5.9.3. could this be an emergent strategy?

5.9.4. it is adaptable and open to change by us

5.10. Festering / delayed response

5.10.1. learning your triggers

5.10.1.1. talking to people who you know will reinforce your anger / gossip vs. people who will play devil's advocacy?

5.10.1.2. space / distance where you can't follow up with questions. later that space / distance can lead to destructive confrontation

5.11. Asking for people’s boundaries + knowing your own

5.12. "Honoring the changes that come through longing, honoring the very small things that create the largest shifts in the world." (pg 18)

6. 8) Does your cohort increase or decrease tension or dramatic moments that happen between y’all and partner organizations?

6.1. lol...

6.2. it cant handle tension srry not srry we need to be better

6.3. it gets awkward

6.4. tension seems to increase the further apart we are / when there are fewer interactions / more distance

6.4.1. hard to see / hear people and even guess positive intentions if we are not having conversations about it

6.4.1.1. yes, things can fester if we don't discuss them

7. 4) What is your first reaction to conflict? (Do you address it directly? Avoid it? Get defensive? Turn up ?

7.1. depends.. if its not directed towards me then its not my business. If it is I confront it

7.2. addresss that shit we need conflict to create solutions

7.3. avoid it

7.4. switch into diplomat mode

7.4.1. can this person elaborate?

7.5. turn up but in a graceful way

7.5.1. show us

7.5.2. i'm sharp but not going to sweat too deeply

7.6. listen

7.6.1. assess for common ground

7.6.2. translate

7.7. how to address emotions?

7.7.1. sometimes people need to express emotions before they can engage cerebrally.

7.7.2. do not let it fester

7.7.3. learn your triggers

7.8. RELAX

7.9. detach

7.9.1. acceptance

8. 9) How do others ask you to mediate, or in other ways support them through conflict?

8.1. take a breather, support folks when they sharing their truth

8.2. listening!

8.3. translate

8.4. listening. asking to drinks or food for distraction while venting

9. 5) How do you feel, and what do you do, when you witness: Anger? Joy? Tears? Depression? Imbalanced power dynamics?

9.1. sleep and smoke weed

9.2. vent to my sister

9.3. reach out and start dialogue with those experiencing or people around that can help.

9.4. exhausted

9.5. hopeless

10. Authorship - is the context/origin of these tools important?

10.1. amb says she wants her work to be taken and transformed... but with what boundaries?

10.2. a tool may be used by anyone.