There’s a difference between reacting and responding. A reaction is impulsive and instantaneous; a response is a considered, conscious choice of action. Fight, Flight or…
Understanding what’s really important to both you and the other party in a conflict is a great starting point to understand what the conflict is really about, and can help you think about potential solutions.
There are some particular features of grassroots social change groups that are potential sources of conflict: a culture of ‘get the job done’; having ineffective…
Conflict happens when two or more people have seemingly incompatible opinions, values or needs. It happens in every kind and size of group.
This guide is aimed at people and groups working for social change who want to develop an understanding of conflict and how to deal with it.
Top tips and handy tools that every facilitator should know.
Large group meetings pose particular challenges for facilitators. Any more than 12 people can exhibit all the characteristics of a big group – it doesn’t have to be hundreds of participants.
Dealing with blocks in the process of the meetings, for example when the group simply can’t seem to reach a decision or lacks focus during the meeting.
Examples of disruptive behaviour include dominating individuals who talk at the expense of others, or the cynic that shoots down every idea that’s raised in the meeting.
The key to helping a group towards consensus is to help all members of the group express their needs and viewpoints clearly, map out common ground and find solutions to any areas of disagreement.