Classroom Management & Facilitation Flashcards
7 cards from real CDT practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Classroom Management & Facilitation flashcards as text
A participant from a collectivist cultural background consistently defers to others rather than sharing personal opinions. The facilitator should:
Answer: Offer alternative participation formats that don't require individual public opinion-sharing
Offering alternative formats such as written reflection or small-group discussion respects cultural differences in communication norms.
What is the facilitator's role when two participants have a heated disagreement during a diversity discussion?
Answer: Acknowledge both perspectives, redirect to the learning objective, and reestablish norms
The facilitator's role is to manage group dynamics by acknowledging tension, refocusing on the learning goal, and reminding the group of shared agreements.
Which assessment method is most aligned with measuring behavioral change outcomes from diversity training?
Answer: A 360-degree feedback survey completed by colleagues 90 days post-training
Behavioral change requires time to manifest in the workplace, making a post-training 360-degree assessment the most valid measure of real impact.
A participant who belongs to a marginalized group is asked by another participant to speak for their entire community. The facilitator should:
Answer: Intervene and explain that no individual can or should represent an entire group
Asking individuals to represent their entire identity group is a form of othering that the facilitator must interrupt to protect participant dignity.
Which facilitation technique is most effective for surfacing hidden assumptions in diversity training?
Answer: Fishbowl conversations where some participants observe others discussing a scenario
Fishbowl exercises surface assumptions by making unspoken dynamics visible through observed dialogue, creating powerful awareness for both participants and observers.
When a training session ends with significant unresolved tension, the facilitator's closing responsibility is to:
Answer: Acknowledge the unresolved tension, normalize it, and provide resources for continued processing
Acknowledging unresolved tension honestly and providing resources respects participants' experiences and models that diversity work is ongoing, not tidy.
The term 'affinity groups' in diversity training facilitation refers to:
Answer: Temporary breakout groups organized by shared identity for deeper reflection
Affinity groups bring people with shared identities together temporarily so they can reflect more openly before rejoining the mixed group.