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Using the figure below, I would like to try to illustrate the various levels<br />

in a session.<br />

Values<br />

Theories<br />

Experience<br />

Figure 13. Different levels in a mentor session<br />

The content of the figure helps supervisors when they switch levels in a<br />

conversation. If a supervisor involved in guiding the conversation begins<br />

with describing a situation that makes participants anxious, maybe others<br />

could "add" different input that almost describes the same thing. If the<br />

supervisor then asks the question "How is it that you choose to do as you<br />

do" or "How do you know that the way you do today is the best way to<br />

act" the conversation can open up for reflection, which in turn implies<br />

that the theories and values can be woven into the conversation.<br />

The figure is partly inspired by Handal and Lauvås reasoning around<br />

teachers' practical vocational theory, which is based on three components:<br />

personal experience, theories and values. This context refers to the<br />

“practice-triangle" of Lovlie, in which educational practice is illustrated<br />

with the help of a triangle divided into three levels: an action level, a<br />

mental level (planning and reflection) and an ethical level (ethical considerations)<br />

(Lauvås & Handal, 1982).<br />

In my analysis of conversational patterns, I have also tried to see (3) in<br />

which direction the talks evolve during mentor sessions, and to what extent<br />

they change character to deepen and lead the supervisors to develop<br />

new perspectives and ways of looking at their role. For a session to be<br />

able to integrate thought and action, the mentor must challenge the<br />

group’s thoughts about and descriptions of their practices by offering<br />

resistance. To be able to ask questions that are challenging and developing<br />

it helps if the supervisors are aware of and have taken a position on<br />

how they perceive children’s learning, teacher's roles and the purpose of<br />

the pre-school. Otherwise, there is great risk that the supervisor's own<br />

desire to participate in the conversation colors the questions posed.<br />

The reflections of supervisors about the conversations have been divided<br />

into different categories based on how the talks developed. I have<br />

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