Froebel’s Gifts were meant to be given in a particular order, growing more complex over time and teaching different lessons about shape, structure and perception along the way. A soft knitted ball could be given to a child just six weeks old, followed by a wooden ball and then a cube, illustrating similarities and differences in shapes and materials. Then kids would get a cylinder (which combines elements of both the ball and the cube) and it would blow their little minds. Some objects were pierced by strings or rods so kids could spin them and see how one shapes morphs into another when set into motion. Later came cubes made up of smaller cubes and other hybrids, showing children how parts relate to a whole through deconstruction and reassembly.
These perception-oriented “Gifts” would then give way to construction-oriented “Occupations.” Kids would be told to build things out of materials like paper, string, wire, or little sticks and peas that could be connected and stacked into structures.
The consequences of this design should be obvious. The group’s opinion will converge on that of the highest authority present.
As soon as an authority of any kind makes their opinion known, the group will shift in that direction. Even the most rational will tweak their responses after that. After all, who wants to risk going up against an authority? Interns will hesitate to comment. All objections will be a little bit more qualified or toned down.
Generally speaking, if you are writing a document and want to get the most out of a group’s feedback, each contributor should be able to form their opinions independently and give their responses without fear of social or community repercussions.
Organising information so that it’s easy for a group of people to find the documents they need is very hard.
The alternative is to solve it the same way we did with email: shared data, individual organisation.
You don’t need to know how your colleagues organise their email. You only need to know that they get it and respond. The same applies to most work documents. In Personal Information Management (PIM) this is often called “the user-subjective approach”.