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Role Play (characters, jobs) to exemplify live experiences that have to lead to adopting skills/abilities and/or attitude changes. It consists of making the participants simulate characters defined in advance, and in this way, they put themselves in the role position and can observe the behaviours of each actor from different perspectives according to the role they play.
Group Size: Big - small.
Duration: It is recommended 1 to 2 hours including all phases.
Recipient profile: For all.
Spatial Organization: Space is divided into a performance area (stage) and an auditorium area. The performance area has to be visible and audible to the group acting as a spectator.
Necessary Resources: A room to meet and do the representation. The stage should only have the essential elements for the representation, the rest has to be imagined by the group.
Trainers Role- During the game, you have to assume the role of facilitator without intervening, as it can condition and distort the actions of the participants. The only interventions may be related to the provision of additional information in case there are doubts about the role of any of the acting participants.
Moderate and expedite the comment: help to deepen the reasons, feelings, and attitudes, as well as show their influence on behaviour; collaborate in the development of alternatives; favour transfer as a tool for conflict resolution in everyday situations.
Choose a situation that is conflictive and motivating.
Define or present a situation: scene; characters/postures that are present in it; specific problem.
Indications of the characteristics of the characters: few and general to ensure improvisation.
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It comprises four phases:
1) Motivation: in this phase, the trainer identifies the problem, emphasizes his interest, and encourages participation.
2) Preparation of the dramatization: contextualize the situation to be represented: ask for volunteers who cannot take their role: preparation of the people who intervene: a brief (5-10 minutes).
- Arrangement in a semicircle.
- Assume the role of the character: feelings, reasoning, interests, and behaviour.
- Adapt the representation to the dynamics that are emerging.
- Careful and silent observation: take notes.
- Presentation by the people who have made the representation: what they felt, what assessment they do, etc.
- Collective dialogue to deepen the conflict, feelings, arguments, consequences, and construction of alternatives.
- The role of the trainer is to moderate and guide, to make possible the transfer and the elaboration of positions as a group.
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