ABSTRACT:

Learning Objectives:
After the session participants will be able to:
• Become aware of their responses to tense, frustrating situations at the workplace; and explore alternative responses to such situations at an individual level.
• Apply sociodramatic techniques in organizational context— building a humane organisation-for team coaching, leadership development and training.

Methodology:
. Through a warm-up, director listens for themes (universal ideas and issues) that tie the stories together;
• Director helps group choose the action frame
• Group-centered sociodrama is played out
• Closure: Members are helped return to cognitive frame; and discuss opportunity to plan new behaviours (plan/discuss how they will act in a specific future situation)

Theory and basis:
Sociodrama is a social learning activity based in a group setting.
Wiener and Sprague have emphasized sociodrama as a method for learning in addition to) social change.
It helps in:
• an improved understanding of a social (organizational or group) situation
• an increase in participants’ knowledge about their own and other people’s roles in relation to that situation
• an emotional release or catharsis as people express their feelings about the subject”
This approach can be good for developing insight, team building and role training. It allows group members to bond, and provides a safe way to share material.

Bibliography:
Sternburg, P. & Garcia, A. (1989). Sociodrama: Who’s in Your Shoes? Praeger Publishers, New York.
Dayton, T. (2005) The Living Stage; a step-by-step guide to psychodrama, sociometry and experiental group therapy. Deerfield Beach, FL: Health Communications, Inc.
Galgoczi K, Adderley D, Balsko A, Belchior M, et al (2021) Sociodrama: The Art and Science of Social Change. L’Harmattan.
Wiener R, Adderley D, Kirk K. Sociodrama in a Changing World .Lulu.com
Wiener R. Creative Training. Sociodrama and Team Building.

ABOUT THE PRESENTER: