The purpose of goalkeepers is to accelerate the process of learning by doing. This is achieved by integrating feedback and review into the activity instead of having to wait for the post activity review when the opportunity for timely feedback has passed by. In this exercise, bears pay special attention to each other's goals or objectives, and so become their partners goalkeeper. This is a fairly unobtrusive way of reminding individuals of their goals or action points. During an activity. Each individual chooses up to three personal goals or action points arising from a recent review.

For example, I should speak up more, listen more, and not give up easily. Each person records each goal on a card. The cards are given to a team of observers. Ideally half the group observes the other half During the activity observers look out for individuals who do not appear to be implementing their action points, and quietly show them the appropriate card. Any disputes about this feedback are postponed until the review. Have you ever tried meditating?

Clearing your mind for 20 minutes, you probably had numerous thoughts capture your attention by the first few minutes. Imagine having a body that will pinch you. Whenever you focus on those thoughts. Let's take it step by step one. Each person declares three process goals to partner. These goals describe why that person wants to pay special attention to during the activity.

Each goal is shortened to a keyword or key phrase and each goal is recorded in bold letters on a separate card. Three partners exchanged cards for feedback is given nonverbal By the by the observer during the exercise, the observer who is the goalkeeper for their partner's goals, shows irrelevant cards and provides a tamper signal come down. Pay more attention to what it says on the card. Thumb up, you're doing this well. Five. During the group activity partners alternate roles as door and observer six every five minutes.

Ask doors and observers to swap roles. Seven when swapping roles provide time for better conversations. Ideally, such conversations are led by doors. These are voice stories that observers give unwanted observations and opinions. The opportunity to have this conversation allows for more sensitivity and understanding than is possible when making silent gestures as a goalkeeper. The benefits based on feedback.

This exercise works wonders in activities where individuals are so immersed in the action they follow. They have something to improve. I'm using a variation of this exercise in my public speaking trainings. When I see a participant with a bad posture, I select two angels to stand behind the participant while he or she delivers a presentation. Each time he or she slouches the angel starch the participants shoulder delivering a stimulus that reminds the participant to maintain proper posture. After a few touches, the participants start to remember to maintain the posture.

Roger says everyone's looking for speed to speed up the learning process. I was given this challenge some years ago on a trainer training program in which I was a participant. And the method that I came up with was goalkeepers. This speeds up the learning process because the performer has set their own targets. They observe it or goalkeeper is giving them continual feedback throughout the process. every five minutes or so, there's a conversation between the goalkeeper and the performer.

And at the end of all of this, you can have your unusual end of activity reviewing process. This is the fastest way I know of people learning from experience.