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 meetings and lack of clarity about aims; and the fact that we’re challenging mainstream norms but don’t start on a level playing field. A Culture of ‘Get the Job Done’ …
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.
This section gives an overview of the tasks a facilitator may need to undertake in a meeting.
Instead of just one facilitator you may have two or more co-facilitators. You can share out more facilitation tasks amongst the group and make the job of facilitating easier and less intimidating.
