Exploring conflict: the process

by Bob Chadwick, Consensus Associates

PO Box 235 Terrebonne, OR 97760 (541) 548-7112

WORKSHOPS FOR SUSTAINABILITY

EXPLORING CONFLICT - THE BASIC PROCESS

LEARNING MANUAL 1

Spokane, WA

September 24-27, 2002

Prepared By:

CONSENSUS ASSOCIATES

PO Box 235

Terrebonne, OR 97760

(503) 548-7112




WORKSHOPS FOR SUSTAINABILITY

EXPLORING CONFLICT - THE BASIC PROCESS



LEARNING MANUAL 1 SUMMARY

These are summary collective statements that represent the best outcomes of the participants. As such, they represent the collective mission, or vision, of the participants.

This is an example of a report summary that can be prepared for each client. All, or portions, of this segment can be presented as an executive summary. This will focus the managers on the outcomes they seek to create and the potential strategies for fostering those outcomes.

The full report is targeted to those who participated in the session. They will understand the tasks, the questions, the insights, and the process. They will re-experience the feelings and the learning.

Others who did not attend the workshop may not understand or appreciate the total report. They may react negatively to some sections. The executive summary is most appropriate for these people, including the public.

It must be emphasized that these are collective statements and not consensus statements. They represent the views of all the participants, but not all participants would agree with all the assertions in the statements. These can be, and many will be, developed into consensus statements. The process for developing collective statements is described in the APPENDIX.


THE ROLE OF A SUCCESSFUL RECORDER

A successful recorder assures everybody the opportunity of being heard. Recording gives people an opportunity to be heard because they can see what they said. It helps clarity because it's in writing. The recorder reduces misunderstanding and becomes a fixture. It will be dealt with. It will be perceived as it is written.

A successful recorder captures everyone's thoughts, captures the thoughts equally and brings parity for all parties. It gives some importance to what everyone says because it is written down. I think it's important for the recorder to get the words down and then up to the facilitator and the group to resolve any duplicity or conflicting words.

A successful recorder will write down people's words exactly as they said them. Use the speakers own words to capture thoughts. The recorder should not edit or interpret comments or just putting what the recorder agrees with. The recorder must be able to capture the content of the speakers message; make accurate interpretation and write down everything. Accurately write down people's words. A successful recorder is accurately recording.

A successful recorder is able to capture the content and accurately capture the idea. A successful recorder is accurately editing and interpreting my issues, capture them without capturing "stuff" that just gets you to the point. There are two stages-recording everything that is said and trying to condense and summarize. Summarize and condense, put down the ideas exactly. It is more than the words.

A successful recorder needs to serve as a mirror in meaning, if not in exact words then in meaning in context. It's a roadmap of our conversation and it's an accurate way to get things down on paper so that everybody is heard. Recording is just a tool that records what has been said and who heard it, and (it) may help the group move on to positive behavior(s) based on ideas that are larger than text and grammar or spelling. It's kind of what Karen just said, it goes beyond the essence of what's being said, but the precise words and actual wording are important. I think it's an accurate accumulation of data in chronological order that can be used later. It builds trust because people know at least one person listened to them because of accuracy.

A successful recorder will check for clarification. A successful recorder will ask back "did I get that right?", "Did I capture your point of view?" The recorder turns to clarify the position and accurately getting the member thoughts in front of the group. It's important that the recorder get the acknowledgment from the person that the information meets to their satisfaction and by getting the essence satisfied. A speaker must agree that the recorder has been accurate.

The importance of building consensus. Captures what the person is trying to say which furthers the consensus process.

Some feel it's okay to paraphrase. A distilled version must be made visible to the whole group. Others say that recording accurately what a person says and not changing his/her words shows that someone listens intently as he/she writes fast. I have to respectfully disagree; it's impossible to accurately record so it's important to get the essence.

They should be a good listener and shouldn't rush the speaker. To listen, brings validation. Be okay with silence. Be patient! Patience: a successful recorder writes exactly what is said. The recorder is not interrupting the person who is talking, be respectful, do not facilitate.


Make sure everyone in the group has something written down. By doing that you are making the person an important part of the circle. Make sure everyone's word gets down, even if no one agrees. Not being afraid to pause with the group to get the information down.

The recorder remains neutral. Somebody all parties can trust. Recorder's body language needs to be impartial. The recorder shouldn't become the focal point. The recorder should accept corrections in a neutral manner, without reacting. The recorder should never be a filter.

The recorder should try to write so others can read it. Outstanding handwriting and spelling only. Knowing how to spell. Has to be able for group to be able to see and be able to use tools and pen colors. It's okay not be written so everyone can read it.

The recorder should be included, not excluded, from the group. It is another role for someone in the group to participate and expand the investment they have in detail and accuracy. Timely redistribution after it's been recorded will produce something of use for the internal process and external use.

"I wasn't thinking, I was writing."


THE ROLE OF A SUCCESSFUL FACILITATOR

Be a "guide on the side" and not a "sage on the stage."


The facilitator provides the structure, has a process before starting and does not waste people's time. A successful facilitator will choose the right tools to meet the groups goals. A facilitator commits to the process and keeps the group in the process. Their role is monitoring for a positive process or the whole thing might collapse.

A facilitator is not, in the classic sense, the lead decision maker and shouldn't attempt to invoke a power structure. Be a guide not a boss. They allow the group to have their own process. Allow the group to identify the issue or topic it wants to resolve and encourage productive discussion with parameters of equal access and equal ideas.

Their role is to remain neutral, to turn the focus away from themselves toward the group as a whole. A successful facilitator must have good listening skills, neutrality, neutrality, staying neutral and leaving one's ego at the door. The facilitator must not integrate their own opinions, be neutral. They should be open minded and patient and strive not to be pushy. The facilitator cannot indirectly influence the group by their inaction or actions. Facilitators can model appropriate behavior. In other words, be a "guide on the side" and not a "sage on the stage".

A successful facilitator will ensure the group stays focused. A successful facilitator keeps the process moving and they create a role, take an idea and move the group in an organized manner. To make sure all the items on the agenda are discussed, to make sure things stay on time and group rules are met. To make sure people are comfortable (temperature, breaks), help the recorder if ideas are missed, to help the recorder post sheets on the wall to make them visible to the group.

A successful facilitator will ask the right questions. Don't give them the answers; restate the question or ask the question in a slightly different way. If the group gets stuck, move them forward with a good question. Ask clarification questions to move discussion along.

A facilitator needs to talk less in order to listen to others (i.e. to observe.). Facilitators should help the group express their feelings, not tell the group (i.e. needs to provide leadership but not dominate the group.) A facilitator does not interfere with somebody's response or interject their personal thoughts or beliefs.

A successful facilitator will insure that everyone has a chance to be listened to. Give everyone the opportunity to participate and be heard. Recognize those who want to speak. Make sure each person has a turn to speak. Recognize those who aren't and help them find a way.


A successful facilitator will guarantee equal access for all participants, making sure everybody is fully heard. A successful facilitator brings out the shy people. Allow each person to answer at least once prior to letting a person speak more than once. They create a safe environment for sharing and listening and hold the group accountable for their learning.

A successful facilitator will balance participation equitably. Balance the conversation and give each person fair opportunity to express their opinion. Equalize and make sure everyone has a voice, making sure everyone is heard and everyone is empowered, and not interrupted.

A successful facilitator will make sure the issue at hand is clearly identified. A facilitator needs to have sufficient knowledge of the issues and understanding of history to make sure everyone has a voice. Make sure both sides get voiced and ensure respectful listening.

A facilitator should have a good knowledge of process and needs to keep order so the meeting does not get hostile. They will keep the group focused and will tactfully change the course of the discussion when it becomes too personal in order for people to feel safe. A successful facilitator makes sure that the discussion or conversation does not become personal, but rather addresses the issues or tasks that they were designated to discuss.

A successful facilitator helps to keep the group out of trouble. The facilitator should keep a fair balance of power, be savvy about group dynamics, try to control the tone of interaction and recognize the point of agreement or conflict when it arrives. Be aware of the group dynamics as well as the need to get things done in the group.

A facilitator needs to keep the group moving towards a decision or consensus and on task without being a strict timekeeper. A facilitator doesn't always need to go in a circle. Check in with the group in terms of their comfort zone and going forward, and act as a change agent. They guide the group in problem solving and recognize opportunities of "breakthroughs" and move the group in that direction.


THE BEST POSSIBLE OUTCOMES OF INVESTING 15 DAYS

AT THE WORKSHOPS FOR SUSTAINABILITY

A SUMMARY

A summary can be created for any collective statement. This is done by taking the first sentence in each paragraph, normally in CAPS, in bold, underlined, or otherwise highlighted. This first sentence normally summarizes the intent of the paragraph. It is sometimes necessary to include other statements if they represent a different perception than the first sentence. The summary provides a more focused view of the collective statement.

(NOTE: Words in italics were added during the collective statement or consensus process.)

"Our community spirit is lifted."

o We learn the process, or one way of building consensus. I develop new skills and knowledge. I learn skills that help be me an agent of positive change. I reinforce what I already know.

o I become comfortable with conflict. I become better at resolving conflict. We have tremendously expanded skills in dealing with conflicts of a wide variety. I have the ability to resolve conflicts, saving time and circumventing legal tangles. I am able to help resolve serious conflicts between people and groups of people.

o I am learning how to communicate better with people personally and professionally. I have better long term experiences for organizations.


o (I will) use (this) learning personally and professionally. I will be able to teach others the process.

o I become a better person inside. Personal growth results. I learn something about myself that drives me to engage myself in the world in a different way.

o We help bring people to solutions. Groups will resolve problems and function more effectively. I will be able to work with people to reach consensus when conflict occurs.

o (I will) become a more effective servant to the people.(I will be able) to contribute value to the university.

o I network and get to know some amazing people. I meet new people and develop powerful and positive relationships. I am making new friends/new relationships.


o I am able to contribute value to my community. I gain insight/experience to take with me to OCB.

o (I will) find creative solutions to protect (the) community watershed. Stream function and fish habitat improve because our communities work together.

Our community spirit is lifted.


THE BEST POSSIBLE OUTCOMES OF INVESTING 15 DAYS

AT THE WORKSHOPS FOR SUSTAINABILITY

"Our community spirit is lifted."

We learn the process, or one way of building consensus. We learn a new process. I will learn new processes and skills that (I) can use in my job. The process will be flexible enough to fit a variety of situations - 2 or 200 people, evening meetings, once a month, etc.

I develop new skills and knowledge. I will learn new skills and processes for facilitation. I learn skills to incorporate into my lives work. I will learn new tools that will help me solve conflict in difficult issues. A tool set that builds confidence in taking on tough situations.

I learn skills that help be me an agent of positive change. I will know bunches more about working with groups. I am learning I'm part of a community of people working hard to shift personal paradigms to foster positive change. This will help me learn to go slower and be softer to get there, to consensus, sooner.

I reinforce what I already know. I become even more proficient at resolving conflicts. I sharpen my skills in areas I still question. The results: adding something to skills set that works and an understanding of knowing when to use it.


I become comfortable with conflict. I will be learning to manage conflict and to be able accept conflict as part of a pro(cess.) I appreciate conflict and what it can accomplish. We are able to face and identify our demons.

I become better at resolving conflict. I will gain valuable skills, insight, experience and knowledge that I can use to improve the future of people and the world. I become a better manager and help groups I'm working (with) through conflict. I want to gain confidence and skills necessary as a facilitator, so that the impossible tasks before me are indeed possible.

I become comfortable with conflict. I will be learning to manage conflict and to be able accept conflict as part of a pro(cess.) I appreciate conflict and what it can accomplish. We are able to face and identify our demons.

I become better at resolving conflict. I will gain valuable skills, insight, experience and knowledge that I can use to improve the future of people and the world. I become a better manager and help groups I'm working (with) through conflict. I want to gain confidence and skills necessary as a facilitator, so that the impossible tasks before me are indeed possible.


We have tremendously expanded skills in dealing with conflicts of a wide variety. I develop skills to work out issues at home, at work, in the community. I will learn skills that will enable me to better facilitate and be more effective in the groups I work with. I will gain skills that will help me resolve conflict professionally with groups I work with and personally grow as a person.

I have the ability to resolve conflicts, saving time and circumventing legal tangles. We find avenues to efficiently attempt to resolve conflict, so that important issues don't remain on the back burner instead of getting resolved and implemented. This will eliminate the time used to resolve conflict. We learn a methodology to resolve conflicts between natural resource manager and our TM producers, and administrative staff.

I am able to help resolve serious conflicts between people and groups of people. I will be better prepared to resolve conflicts, personally, interpersonally and in groups. I am gaining the ability to facilitate progress in resolving difficult issues among natural resource users.(I will have a) strategic planning process (and) I can help group(s) resolve conflict. Being able to facilitate a group in conflict and help them reach consensus. Skills/processes enable me to help groups resolve their conflicts in a sustained effort.

I am learning how to communicate better with people personally and professionally. I learn how to work with others. That I get it and I have the courage to do it. I respect others as equals and dissolve my quest for power.

I have better long term experiences for organizations. I am able to collectively get groups to work together to solve problems. More solutions to problems will be found, such as between tribes and counties in guiding growth.

(I will) use (this) learning personally and professionally. (I will be) learning how to be more useful to individuals within my personal and professional communities. Having something great to offer to those I care about and those I've just met, and those I have yet to meet. I am able to help resolve family disagreements in a more empowering and respectful manner.

I will be able to teach others the process. I help to solve problems with people at the workshop. I learn skills I can pass on to others. Investing in myself and to perhaps to help others. This is a career opportunity - i.e. change - that allows me to use these processes daily. To become an instructor in partnership and mentored by Bob Chadwick. I travel, see new places.


I become a better person inside. I am contented, acknowledging my fears and living in my hopes. Self confidence (and) organization (to) be able to work through a good thought process. Improved self esteem and better communication at work and in family conflicts. Accomplish my life goals and mission effectively. Better able to do my core business - facilitation. I'll feel safe, respected, purposeful in achieving/doing my life work with others invested. (Resulting in) rich relationships.

Personal growth results. I become better person. I learn to create everything that I desire- as if by magic. I stretch my brain! I think on a "higher level." I achieve greater level of consciousness. I expand my brain, experience new magic. I really become sharp - top notch.

I learn something about myself that drives me to engage myself in the world in a different way. I will become a better friend, co-worker, family member, and member of my community in terms of how I treat others. I have like adult experiences in my family - better understanding of when they are coming (from.) I learn for myself. I learn from others.

We help bring people to solutions. We change government policy. We can solve the Klamath Basin issue. I'll have opportunities to practice moving the tribes; colleagues will benefit, see hope and options. I get everything I need to be able to facilitate a path to the kind of results we want to see in the Colorado branch, the Kenyon Water District, (Holistic) Certified Education Program and the farm I share with my husband. The Grindstone Rancheria becomes abundant (and the) office closes.

Groups will resolve problems and function more effectively. Students, State and other stakeholders will be better served. We are learning about how we are with others will result in greater satisfaction/retention of employees. Outside groups will want to partner with us. We can help outside groups resolve their conflicts.

I will be able to work with people to reach consensus when conflict occurs. We learn much more about consensus and what it really means. I'll become accomplished and confident in consensus building. (I will) learn how to handle and facilitate complex conflictive issue(s) that face the program I manage. To be able to take over a dysfunctional group, facilitate and lead them in a direction that is effective. Consensus spreads to other issues.

(I will) become a more effective servant to the people.(I will be able) to contribute value to the university. (I will) bring people together and empower them to help the environment. (I will be) able to take what I learned to help facilitate conflict in Northern CA so that community (and) the community I serve will (have) a thriving economy and a healthy place to live. I am understanding an internal - agency - team dynamic. The core team purpose is clarified.


I network and get to know some amazing people. I meet and get to know a lot of people. I meet a number of people to expand (my) network; and can draw on these people. I meet new people to create synergy (and a) broader support network.

I meet new people and develop powerful and positive relationships. I am making new friends/new relationships. I will be enriched by the association with others and their stories/ideas. I meet great people. I see old friends, meet new friends.

I am able to contribute value to my community. We'll involve members or community/stakeholders in decisions, movement, action. That the entire community can work towards consensus on the difficult issues they face. (My) church process (will be) successful.

I gaininsight/experience to take with me to OCB. I am able to help facilitate OCB and help Jack Southworth. I get to know OCB members.

(I will) find creative solutions to protect (the) community watershed. I will acquire a new approach that I am able to successfully able to implement with the stakeholders in my watershed which allows us to move forward in a positive way towards recovery of healthy salmon runs. As a result, enemies will learn to respect each other, water will be cleaner and fish happier.

Stream function and fish habitat improve because our communities work together. Resources are protected. (There will be) water in shallow wells and streams, a prosperous region, and carbon back on earth. The ranch will improve. The cows are happy. The salmon will return.

Our community spirit is lifted. (There is) peace in the Muslim world.


THE BEST POSSIBLE OUTCOMES OF RESOLVING THE CONFLICTS

IN OUR ENVIRONMENT

A SUMMARY

"A web of interdependence, trust, creativity and pro-action is developed between community members, which is adapted and dance-like, ever-changing and dependable, resulting in increased richness in the world as a whole."

o We will see healthy environments and communities. The community sees there is a healthy way of dealing with conflict and 100% consensus can be achieved. We are building a prosperous community and solve community concerns in a collaborative manner.


o There is a new norm and expectation for community interaction and dialog. There is immense personal, spiritual and community growth. There is peace, love and harmony. There is harmony between self, group, community and nature.

o Communities are happy. The entire community benefits. Our quality of live will increase as a whole. We will have enough time to enjoy our lives. By increasing energy, creativity and productivity, there will be a sense of accomplishment and relief.

o We will have clean air and water and viable ecosystems for wildlife, and the community is healthy and prosperous. The ecosystem gets fixed: streams will be restored and water quality improvedresulting in return of the salmon, abundant salmonids and other fish populations. Natural resources are restored.

o There is responsible use of resources. There is progress toward the attainment of sustainable resources, including values. Sustainable practices and happier ecosystems result. This sustainability captures the essence of all of us.

o People will feel empowered because they were part of the process. We have a belief in resolving conflicts. We can do anything including healing the earth.

o New relationships develop and existing relationships improve. We will build powerful new coalitions.


o I will feel I've made a substantial contribution to my community.

o As a result, the salmon come back, the spotted owl returns, the economy improves, people's customs, cultures and property rights are preserved.


THE BEST POSSIBLE OUTCOMES OF CONFRONTING AND RESOLVING

THE CONFLICT IN OUR ENVIRONMENT

"A web of interdependence, trust, creativity and pro-action is developed between community members, which is adapted and dance-like, ever-changing and dependable, resulting in increased richness in the world as a whole."

We will see healthy environments and communities. More powerful and healthy environments in which to build on and live in. Our community will be happy and productive. Our families will be strong and our environments will be on the road to restoration.

The community sees there is a healthy way of dealing with conflict and 100% consensus can be achieved. Conflicts are resolved. Conflicts resolved. Consensus is reached. We are able to reach consensus. A win, win, win situation results. Unwanted pressure from conflict will be resolved. We move on to other issues and refocus priorities. All are enriched. Power becomes equalized.

We are building a prosperous community and solve community concerns in a collaborative manner. Ever finer or smaller conflicts come to the forefront and when resolved strengthen community results. It gives confidence in the process and trust in others so each subsequent conflict is a more resolvable and successful partnership through empowerment.

There is a new norm and expectation for community interaction and dialog. We can work with people whether you like them or not. Polarized communities in my town will grow to understand each other. The University will recognize itself as a single community with the ability to reach consensus. Prosperity results. Money and time are put to the best possible use.

There is immense personal, spiritual and community growth. Renewed friendships result. We have success for everyone, happiness, smiles and warm cheeks, handshakes and milkshakes. We have more time for fun. More time for love. Good energy.

There is peace, love and harmony. "Peace, Love and Happiness." Peace on earth, good will towards all results, while my neighbor and I enjoy this with the lion and the lamb who lie down together after they've eaten.

There is harmony between self, group, community and nature. Harmony returns to family and community. People recognize and want to understand relationships between all things on the planet. Our spirit of cooperation is renewed. Harmony. Compromise. Solution. Resource. Grows. Impacts. Evolves. Community.

Communities are happy. The community is at peace. Healthy, safe communities, families and individuals. It is something to leave our children. Progress will continue to move us forward. People will know how to work through conflict in the future. We create a happier working environment. There is strength in and of numbers.

The entire community benefits. The community is viewed positively. An energized community that is willing to resolve issues. Community celebrations include the whole community. Improved health and community and a pleased and content society. There is a feeling of safety.

Our quality of live will increase as a whole. Our way of life continues and thrives. The land heals and is productive. We have deep ownership of who we are and what we want. There is no poverty. There is food for everyone. Our children have a future. There is a rise of the "warm fuzzies" and the fall of the "cold pricklies." We face and destroy our personal demons. Harmony, happiness and peace of mind.

We will have enough time to enjoy our lives. Young cowboys, Indians and maybe farmers are skinny dipping and fishing in clean water. They are having fun. There are hydrogen cell Volvo's with sport packages and spoilers for everyone.

By increasing energy, creativity and productivity, there will be a sense of accomplishment and relief. Increased happiness and growth allows the individual to be successful in achieving their goals. And new ideas will emerge that were not initially considered. It creates a new climate for addressing a wider range of issues that improves the esteem of the group, keeps joy in the job and energizes folks. Everyone from rocks to human thrive. Yahoo!!

We will have clean air and water and viable ecosystems for wildlife, and the community is healthy and prosperous. We are an invigorated society resulting in a building society. Not only do both/all parties achieve their best possible outcomes, but the salmon and the environment win as well.

The ecosystem gets fixed: streams will be restored and water quality improved resulting in return of the salmon, abundant salmonids and other fish populations. There will be bird sounds every where. Raindrops hang out for a long time in the uplands. Agriculture and other uses will be sustainable. Clean food produced on clean land. Improved environment.

Natural resources are restored. Healthy streams through bringing people together will reduce bureaucracy and increase habitat restoration. Watersheds and aquifers are recharged. Our streams will become healthy. We will have clean water, clean air, clean power. Fish are off the ESA list and environments of all types improve. We create an aesthetically pleasing environment. The Salmon come back.

There is responsible use of resources. We will increase water retention in soil, species diversity, accumulate biomass and manage to maintain carbon on the earth. Resource, salmon and wildlife flourish without stagnancy in production.

There is progress toward the attainment of sustainable resources, including values. That positive change occurs. Progress is made, friendships and respect generated so people can move on to resolve more issues. We are establishing the foundation necessary for adjusting identified goals and objectives and recognizing new goals and objectives.

Sustainable practices and happier ecosystems result. Environmental, optimum biophylic conditions will maintain or regenerate. Properly functioning conditions (PFC) exist on all streams and rivers.

This sustainability captures the essence of all of us. There is more respect between people and with the earth. A web of interdependence, trust, creativity and pro-action is developed between community members, which is adapted and dance-like, ever-changing and dependable, resulting in increased richness in the world as a whole.


People will feel empowered because they were part of the process. People will take ownership because they were a part of it. People will feel ownership in, and empowered by the process.Future actions embraced by all parties.

We have a belief in resolving conflicts. We will build capacity to resolve future conflicts. We prepare the group to resolve future conflicts. This prepares individuals in the group to resolve individual conflicts. This creates confidence in our skills to resolve future conflicts and a knowing that conflicts add value. Plans will be formed to deal with conflicts and it will be implemented.

We can do anything including healing the earth. The impossible becomes possible. "Us v. Them" becomes "We can do this." That 1+1=3.

New relationships develop and existing relationships improve. There is improved trust and relationships. We have a greater understanding and appreciation for each other. We heal our relationships. With this in mind, conflict continues but without the fear and anger of the past.

We will build powerful new coalitions. It will result in the formation of new and positive teams and friendships. Partnerships are formed. There are more tribal members who feel empowered in the community. A group is energized, a force to be reckoned with, and is admired by all in the community. We reach a better outcome. We have respect and ownership between the parties.

I will feel I've made a substantial contribution to my community. For the facilitators to hear "Well done, good and faithful servant." In the big picture, a positive feedback loop. Most importantly, chocolate cheesecake becomes a national icon.

As a result, the salmon come back, the spotted owl returns, the economy improves, people's customs, cultures and property rights are preserved. We implement a plan that succeeds in bringing back salmon while still allowing people and communities to prosper.


NEW ADAPTIVE BELIEFS AND BEHAVIORS THAT WILL FOSTER

THE BEST POSSIBLE OUTCOMES

(Beliefs are shown in bold and behaviors are indented.)

Respect for the Earth and the utilization of natural resources can occur responsibly and a sustainably.

Acknowledge and actively work to understand the inter-relationships of all things on earth. Consider those relationships in all decisions.


Respect the natural world, listen to others, communicate, take the perspective of your opposite, suspend your frame of reference.


We all can be an effective facilitator and teacher of the consensus-building process.

Trust in yourself and your personal power.

o Understanding the relationship process and consciously working with it.

The beliefs are respect, honor, trust, the value of sharing and strength in community.


Honor balance. Balancing scarcity with abundance. Turning weakness into strengths. The "Holistic perspective."

Showing respect. Trust. Open minds. Truth and honesty. Offer silence.

Believe in the value of others points of view. Foster shared decision making.

Have a sense of humor.

Be accountable.

Give thanks.

The belief that 100% consensus can be achieved. The belief that conflict will lead to mutually acceptable outcomes and the behavior of listening with respect. The collective will of a community can, through consensus building, be shifted to achieve a best possible outcome. Win/Win can occur.

Willingness to respect and cooperate with others in developing solutions. Focus on what you want to achieve instead of on the problems.

Foster the equitable distribution of wealth.

Believe the impossible can happen. We can influence our future and political leadership. Consensus is impossible and possible. Believe it is possible. The impossible can be done and the condition of the environment is a reflection of the condition of our lives.


Believe change for the better is possible, and then be willing and courageous enough to take the first step.


Give your tested beliefs sufficient time to change. Be patient.


We can do it with an optimistic attitude to foster best possible results. Believe that it can be done. The new outcome is possible. Yes, we can!

Foster optimism and having hope. Hope and belief.

See yourself in the new reality. Be it. Commit to it. Be the salmon!

Trust and belief that anything can be accomplished.

Believe in possibilities, in the power of individuals, in the power of groups and in conquering the impossible, that the solution is possible and there is a solution that can serve all stakeholders.

We are all on the same playing field, believing that there are Win-Win solutions to everything.

All people are good. I'm okay-you're okay.

o Trust people, trust the process. Trust in humans and self.

o Trust in self and others to do the right thing given the opportunity.

Believe in the success of the process and trust in the good intentions of the group.

That my own fondly and fiercely held beliefs are only a part of the big picture.

Totally commit to your belief knowing that most likely it will be wrong.

Examine whether your "reality" is bound up with your cultural assumptions.

Encourage personal paradigm shifts.

A belief that we are unique individuals and all are valuable assets in achieving solutions, with behaviors such as respect, trust, active listening, communication, respect and understanding.

Practice non-judgement and foster a better understanding.

Don't take things personally.

Take the perspective of your opposite, suspend your frame of reference. Make no assumptions.

Acknowledge like-minded and non-like-minded thoughts and beliefs. Respectfully disagree.

Change the context from "me" to "we," from "survival of the fittest" to the "survival of ALL."

Becoming adaptive and accommodating.


Diversity is rich. Adverse opinions and views are okay.

Tolerance. Acceptance of differences.

Reach out to new partners.

Everyone has input of value. A belief that the story has more to it than I initially know.

Showing respect to those with different views from my own. Recognition that there are different perspectives and dimensions to issues, but that we can find a basis to establish common ground.

Accepting all opinions as valid. Be respectful when you disagree.

All people need to be listened to respectfully. We will listen with respect and appreciation.

o Listening with Respect. Respect for all opinions and values. Promote and engage in respectful listening & verbal sharing.

o Let everyone be heard. We should all listen, and hear. Listen. Listening well. Effective, respectful listening.

Invest yourself in all aspects, view points, and try to understand. Reinvest and find the best outcome given your new understanding.

Treat everybody equally, respectfully, as they have something important to say.

o Listening with respect and listening to understand.

o Active listening. Active listening and the process of honoring and recognition.

o Listening with empathy. Letting your guard down. Patience. Communication.

o Listening well remembering we have "two ears, one mouth."

We believe in listening with respect and listening to understand.


We will listen to what is said and hear what is behind what is said, knowing that improved listening results in better understanding.

We should all listen, and hear. We will listen fully and come from trust.

Improved listening results in better understanding.

o Listen fully and come from trust.

o Listen to what is said and hear what's behind what is said.

Conflict is an opportunity. From discomfort comes the space and energy for positive change. The belief that conflict will lead to mutually acceptable outcomes and the behavior of listening with respect.

From discomfort comes the space and energy for positive change. It will make a difference.

Choose a positive attitude and approach.

Focus on what you want to be achieved instead of the problems.

Have a willingness to compromise.

Foster a willingness to change. Develop open mindedness. Think outside the box.

Giving your tested beliefs sufficient time. Be patient.

Value differing opinions. Willingness to respect and cooperate with others in developing solutions.

Remember that change for change's sake is diversion, not enlightenment. Science can and has been wrong.

People really want to make things better, but we're all starting from a different place and tell a unique part of a story. Everyone can and will learn, if treated well and listened to in a respectful manner.

Finally... LOVE!


WORKSHOPS FOR SUSTAINABILITY

EXPLORING CONFLICT - THE BASIC PROCESS



LEARNING MANUAL 1

This report is written in the order of events, as they occurred. The report is a compilation of collective statements developed from the flip chart notes taken during the workshop.

It must be emphasized that these are collective statements and not consensus statements. They represent the views of all the participants, but not all participants would agree with all the assertions in the statements. These can be, and many will be, developed into consensus statements.

Consensus seeking and community building insights are inserted into the report at the time they were presented.

The process is defined as the report progresses. Reading this report will allow the participant to re-experience the session, and to recall the beliefs, the process and the art for seeking consensus.

In reading this report, remember that these are real words, expressed and recorded by real people. This is not a professional report that replaces the personal statement with technical jargon. Very little filler information has been added to the individual statements.

Each statement in this report is intentional. All the words have meanings, both individually and collectively. Read it closely, read it well. This report is significant.

The questions that served to create the information are stated at the beginning of each task. These can be used as a model for additional sessions.

The process for developing collective statements is in the APPENDIX.


MODULE 1. PROCESS INTRODUCTION

An introduction to a basic process, the basic beliefs that motivate that process, and some of the art. This includes: introduction to the circle, a process for life-long learning, the worst and best outcomes, and an exploration of conflict. The participant will experience the application of the process on conflict, while learning how to develop a shared information base for wise decisions.

The participant will explore and experience the role of the facilitator and recorder in consensus building and in empowering others.

The participant will be introduced to the application of the process with value laden concepts like trust, openness and honesty, and leadership. The participant will learn how the exploration of these concepts can develop the necessary social agreements for consensus seeking.

Participants will leave with the ability to use the process on simple and everyday conflict issues. This basic introduction will be applicable to all the modules that follow.

The process experienced in this module is described in detail in the Introductory Learning Manual. Many of the basic beliefs, behaviors, strategies and actions are described in that manual.


* THE CIRCLE

IF YOU:



LISTEN WITH RESPECT...


UNDERSTANDING,


TRUST,


LEARNING,


A NEW TRUTH,


GROWING,


RESOLVING


ADAPTING


WILL RESULT.


* GROUNDING AND GREETING

The session began, as it will each day, with a grounding. This activity is done to establish relationships, to gain initial information for the facilitator.

If the group is large, small groups are formed to do the grounding. The larger group is divided into smaller groups. The participants "count off". Since people tend to cluster together in like groups, or comfortable groups, this activity will separate them into "unlike" groupings. This is done purposefully to create new relationships.

The participants in the groups then experienced grounding and the greeting circle. This was followed by the closure on "feeling and learning".

* INSIGHT ON GROUNDING

THE QUESTIONS:

* "INTRODUCE YOURSELF AND YOUR RELATIONSHIP TO FISH/WATER/ PEOPLE ISSUES."

* "WHAT ARE YOUR EXPECTATIONS OF THIS WORKSHOP?"

* "TELL US HOW YOU FEEL ABOUT BEING HERE"


This is a simple grounding task that does the following:

* Establishes a model for listening with respect, a knowing that each person will be heard.

* Establishes a verbal territory for each participant, a sense of potential equity..

* Requires access to both the left and the right brain, engaging the "whole brain.".

* Allows apprehensions and hopes for the meeting to be expressed.

* Allows participants to express hidden agendas (like leaving early, a flat tire, a sickness, etc.)

* Brings people into the "here and now."

* Provides initial information to the facilitator.

Grounding is an important activity to start any meeting with. We all come to meetings with some measure of apprehension or uncertainty about what will happen. Grounding allows this apprehension to be stated.


This activity introduces the circle and the notion of listening with respect to each other. It is important that the facilitator listen fully to each person so they may experience being listened to. Once listening with respect has been established in the room, it becomes a model thereafter.

Using the circle allows each person to occupy the room with the sound of their voice, establishing verbal territory. Once a person's voice is in a room, it becomes easier to speak, especially if they are listened to. The sound of an unchallenged voice is a rare event for people, and this helps to allay the fears of those who are apprehensive.

We also come to meetings with recent past events (like a flat tire) or time concerns (like another meeting that will occur later) on our minds. If stated, these can be responded to, or may just become less important in the telling.

When you introduced yourself to another person, you accessed the left brain -- the file cabinet for your knowledge. You took information from the past and used it for the present or the future. Thinking brings you out of the present into the past or the future.

As an example, think of the last time your boss asked you into the office. You probably wondered, "What did I do?", and began to think in the past about what you could possibly have done to cause this request. Or, you may know what he or she wants and you begin to create a scenario in your mind about how you are going to deal with this situation.

On the other hand, when you talked about how you felt, you accessed your right brain -- the intuitive sensor, which reports on the here and now. This moment of here and now is important to consensus because it allows you to tap your creativity -- your wisdom.

Feeling brings us an awareness of how we are now, internally, with our emotions. Sensing makes us aware of what is going on externally. Each brings us in the here and now. Each "grounds" the person.

Thinking = Past or future.

Feeling = Present, here and now, internally.

Sensing = Present, here and now, externally.

THINKING/FEELING/SENSING ARE ALL ATTRIBUTES THAT YOU WILL USE IN SEEKING CONSENSUS.


* THE GREETING CIRCLE

The facilitator is instructed to move inside the circle and greet the person to their left; then continue inside the circle, greeting each person in turn. Those who have been greeted follow the person who greeted them inside the circle. When the facilitator returns to his or her original location, those inside the circle will continue to greet them, a second time. This time, the person inside the circle is the greeter, not the greeted. This balances the circle.

No ritual is older, and none more anxiety ridden, than that of greeting each other. The natural tendency of individuals in groups, is to seek out those who they are comfortable with, those who are like them. This is "group think" behavior, that limits the information base of the individuals.

The greeting circle establishes the opportunity for all participants to meet each other, friends and strangers.

It allows the anxiety and apprehension of the individuals to be confronted, encountered. It releases energy into the room, in the sound of high voices, laughter, slaps on the back, hugs.

It allows people to meet the person, in place of the role, or stereotype. As a result, it reduces the intimidation that people tend to perceive with each other.

It opens up communication, allowing each person to seek a common interest or topic. It provides a basis for knowing people. It establishes a sense of community.

By being both a "greeter" and a "greeted person", the concept of balance is introduced. This causes the individuals to go beyond the ritualistic first greeting, to finding a more real and common interest.

It is uncomfortable, apprehensive, uncertain and sometimes feels "fake". Yet, it is a necessary activity if the group is to open communications.

The activity has meaning only if the two questions are asked and answered after the greeting. These two questions allow the individuals to be grounded again, and to learn from the experience.


* AN ADAPTIVE LEARNING PROCESS



* WHAT IS THE SITUATION OR THE EXPERIENCE?


* HOW DO YOU FEEL ABOUT IT?

* WHAT DID YOU LEARN FROM IT THAT WILL MAKE YOU SUCCESSFUL?

These questions allow individuals to process any experience, to make sense out of any experience, to integrate the experience into their being.

The question "how do you feel" allows the person to react out of the situation with their emotional content. This allows expressions of anger, apprehension, doubt, as well as acceptance, excitement, support.

This reactive, or emotional material, must be expressed first to allow learning to take place. Otherwise, the experience is left external to the person. It grounds the person in the moment, allows people to be real. It is OK to be angry, or excited.

The next question, "what did you learn" allows the person to be pro-active, to use the intellect to make sense of the experience. The question can be linked to the situation:

What did you learn that will help you solve the problem?

What did you learn that will help you successfully perform the mission?

What did you learn that will create a sense of community?

This allows the person to relate the experience to the situation at hand. It integrates the experience into the knowledge base, internal to the person.


EXPLORING THE ROLE OF THE FACILITATOR AND RECORDER

The participants were distributed into six small groups, each with the task of exploring the role of the facilitator and the recorder. The participants are distributed from "Group-Think" to "Community Think" by numbering off to six. This is just one way of creating diverse groups.

A member of the small group acts as facilitator and another as a recorder. The facilitator is instructed to ask the question and see that each person has the opportunity to respond in turn. The recorder is instructed to record whatever is said. This minimum instruction allows the group to establish the role of both these positions.

This activity distributes the participants into new relationships. It allows the group to focus on a common task and introduces them to facilitating and recording. They are behaving and experiencing these roles while they are exploring them.

This is a useful task to use with a group in conflict that has spent little time problem solving together. It allows the individuals to develop skills and relationships that will be helpful later. These skills are put to use in the following tasks.

Note that the adjective "successful" precedes facilitator. This is purposeful. In framing questions, words that describe the best possible conditions are used by the facilitator. This focuses the individual and the group on "excellent" behaviors, rather than average ones.


THE QUESTIONS:

* WHAT IS THE ROLE OF A SUCCESSFUL RECORDER IN BUILDING CONSENSUS?

* WHAT IS THE ROLE OF A SUCCESSFUL FACILITATOR IN BUILDING CONSENSUS?


THE ROLE OF A SUCCESSFUL RECORDER

A successful recorder assures everybody the opportunity of being heard. Recording gives people an opportunity to be heard because they can see what they said. It helps clarity because it's in writing. The recorder reduces misunderstanding and becomes a fixture. It will be dealt with. It will be perceived as it is written.

A successful recorder captures everyone's thoughts, captures the thoughts equally and brings parity for all parties. It gives some importance to what everyone says because it is written down. I think it's important for the recorder to get the words down and then up to the facilitator and the group to resolve any duplicity or conflicting words.

A successful recorder will write down people's words exactly as they said them. Use the speakers own words to capture thoughts. The recorder should not edit or interpret comments or just putting what the recorder agrees with. The recorder must be able to capture the content of the speakers message; make accurate interpretation and write down everything. Accurately write down people's words. A successful recorder is accurately recording.

A successful recorder is able to capture the content and accurately capture the idea. A successful recorder is accurately editing and interpreting my issues, capture them without capturing "stuff" that just gets you to the point. There are two stages-recording everything that is said and trying to condense and summarize. Summarize and condense, put down the ideas exactly. It is more than the words.

A successful recorder needs to serve as a mirror in meaning, if not in exact words then in meaning in context. It's a roadmap of our conversation and it's an accurate way to get things down on paper so that everybody is heard. Recording is just a tool that records what has been said and who heard it, and (it) may help the group move on to positive behavior(s) based on ideas that are larger than text and grammar or spelling. It's kind of what Karen just said, it goes beyond the essence of what's being said, but the precise words and actual wording are important. I think it's an accurate accumulation of data in chronological order that can be used later. It builds trust because people know at least one person listened to them because of accuracy.

A successful recorder will check for clarification. A successful recorder will ask back "did I get that right?", "Did I capture your point of view?" The recorder turns to clarify the position and accurately getting the member thoughts in front of the group. It's important that the recorder get the acknowledgment from the person that the information meets to their satisfaction and by getting the essence satisfied. A speaker must agree that the recorder has been accurate.

The importance of building consensus. Captures what the person is trying to say which furthers the consensus process.

Some feel it's okay to paraphrase. A distilled version must be made visible to the whole group. Others say that recording accurately what a person says and not changing his/her words shows that someone listens intently as he/she writes fast. I have to respectfully disagree; it's impossible to accurately record so it's important to get the essence.

They should be a good listener and shouldn't rush the speaker. To listen, brings validation. Be okay with silence. Be patient! Patience: a successful recorder writes exactly what is said. The recorder is not interrupting the person who is talking, be respectful, do not facilitate.


Make sure everyone in the group has something written down. By doing that you are making the person an important part of the circle. Make sure everyone's word gets down, even if no one agrees. Not being afraid to pause with the group to get the information down.

The recorder remains neutral. Somebody all parties can trust. Recorder's body language needs to be impartial. The recorder shouldn't become the focal point. The recorder should accept corrections in a neutral manner, without reacting. The recorder should never be a filter.

The recorder should try to write so others can read it. Outstanding handwriting and spelling only. Knowing how to spell. Has to be able for group to be able to see and be able to use tools and pen colors. It's okay not be written so everyone can read it.

The recorder should be included, not excluded, from the group. It is another role for someone in the group to participate and expand the investment they have in detail and accuracy. Timely redistribution after it's been recorded will produce something of use for the internal process and external use.

"I wasn't thinking, I was writing."


THE ROLE OF A SUCCESSFUL FACILITATOR

Be a "guide on the side" and not a "sage on the stage."


The facilitator provides the structure, has a process before starting and does not waste people's time. A successful facilitator will choose the right tools to meet the groups goals. A facilitator commits to the process and keeps the group in the process. Their role is monitoring for a positive process or the whole thing might collapse.

A facilitator is not, in the classic sense, the lead decision maker and shouldn't attempt to invoke a power structure. Be a guide not a boss. They allow the group to have their own process. Allow the group to identify the issue or topic it wants to resolve and encourage productive discussion with parameters of equal access and equal ideas.

Their role is to remain neutral, to turn the focus away from themselves toward the group as a whole. A successful facilitator must have good listening skills, neutrality, neutrality, staying neutral and leaving one's ego at the door. The facilitator must not integrate their own opinions, be neutral. They should be open minded and patient and strive not to be pushy. The facilitator cannot indirectly influence the group by their inaction or actions. Facilitators can model appropriate behavior. In other words, be a "guide on the side" and not a "sage on the stage".

A successful facilitator will ensure the group stays focused. A successful facilitator keeps the process moving and they create a role, take an idea and move the group in an organized manner. To make sure all the items on the agenda are discussed, to make sure things stay on time and group rules are met. To make sure people are comfortable (temperature, breaks), help the recorder if ideas are missed, to help the recorder post sheets on the wall to make them visible to the group.

A successful facilitator will ask the right questions. Don't give them the answers; restate the question or ask the question in a slightly different way. If the group gets stuck, move them forward with a good question. Ask clarification questions to move discussion along.

A facilitator needs to talk less in order to listen to others (i.e. to observe.). Facilitators should help the group express their feelings, not tell the group (i.e. needs to provide leadership but not dominate the group.) A facilitator does not interfere with somebody's response or interject their personal thoughts or beliefs.

A successful facilitator will insure that everyone has a chance to be listened to. Give everyone the opportunity to participate and be heard. Recognize those who want to speak. Make sure each person has a turn to speak. Recognize those who aren't and help them find a way.


A successful facilitator will guarantee equal access for all participants, making sure everybody is fully heard. A successful facilitator brings out the shy people. Allow each person to answer at least once prior to letting a person speak more than once. They create a safe environment for sharing and listening and hold the group accountable for their learning.

A successful facilitator will balance participation equitably. Balance the conversation and give each person fair opportunity to express their opinion. Equalize and make sure everyone has a voice, making sure everyone is heard and everyone is empowered, and not interrupted.

A successful facilitator will make sure the issue at hand is clearly identified. A facilitator needs to have sufficient knowledge of the issues and understanding of history to make sure everyone has a voice. Make sure both sides get voiced and ensure respectful listening.

A facilitator should have a good knowledge of process and needs to keep order so the meeting does not get hostile. They will keep the group focused and will tactfully change the course of the discussion when it becomes too personal in order for people to feel safe. A successful facilitator makes sure that the discussion or conversation does not become personal, but rather addresses the issues or tasks that they were designated to discuss.

A successful facilitator helps to keep the group out of trouble. The facilitator should keep a fair balance of power, be savvy about group dynamics, try to control the tone of interaction and recognize the point of agreement or conflict when it arrives. Be aware of the group dynamics as well as the need to get things done in the group.

A facilitator needs to keep the group moving towards a decision or consensus and on task without being a strict timekeeper. A facilitator doesn't always need to go in a circle. Check in with the group in terms of their comfort zone and going forward, and act as a change agent. They guide the group in problem solving and recognize opportunities of "breakthroughs" and move the group in that direction.


HAS EVERYONE SPOKEN AT LEAST ONCE?

AN INCLUSIVE QUESTION

In our culture we normally will continue with an activity when half, or slightly more of the group has completed the task. This is based on a competitive belief system. We believe in the "survival of the fittest," or the "Law of the Jungle.". This means that those who are faster should not be held back by those who are slower. "A chain is only as strong as it's weakest link", I have been told. Get rid of the weak links.

Somehow, those who can't keep up must be punished for this behavior. So, we move ahead without them. Or we say, "lets move ahead, you slow ones can catch up later." Later never happens. This separates the group into the "fast learners" and the "slow learners."

There is a tendency to foster this difference between individuals and groups. As a result the slower individuals do not get represented in the group situation. They become sensitive to this discrimination. They will begin to feel more apprehensive and drop out, or will become resentful and prolong their slow behavior. Either way, their information and ideas are lost to the group.

We have preconceived notions about this belief in the "survival of the fittest." It you are taller, faster, more beautiful, slender, outgoing, with the best grades, then it is assumed you are the top of the evolutionary heap. Not so, says Aesop, in his story of the "Tortoise and the Hare." As fast as the Hare was, his arrogance got him, as he slept while the more persistent and humble turtle walked over the finish line.

The fact is, we don't know who the fittest will be. The tallest person may be the right one for the basketball team, but the shortest will be the best for traveling through space to the stars.

If we truly believed in the survival of the fittest, then why do are we drawn to the smallest kitten in the litter? Why do we have a small business loan program? Why did we save Chrysler during it's down times? Why not let the others win?

The fact is, there is another survival and evolutionary mechanism. It is called "Survival of all." How can we make sure all of us make it? This is the basis for consensus building. It is also the inherent concept behind Democracy.

I have learned that we all need to participate if we are going to resolve the conflict and reach a consensus. This requires that we allow all members to complete a task before moving ahead, even if it appears to take more time.


In all tasks, especially those that require writing, or recording, I wait until each individual, or group has completed the assignment. This means that the fast writer has time to just sit and think while the others are completing the task. This is a good time, a balance for that person. Who knows what serendipitous material may enter her mind?

If a group finishes the task before the other groups, then they have time to dialogue informally. This is an uncertain moment at first. Who will speak? What will we talk about? Self consciousness dominates the moment. This is their dilemma to resolve, their opportunity to seize the moment. Often, these discussions are more productive towards resolution of the issue than the assigned tasks.

Before moving ahead, the facilitator asks the question: Has everyone spoken at least once? If the group facilitators signal they haven't, then the facilitator turns and walks away from the working groups. The message is clear... you are in charge. When the groups signal they have all spoken, then the facilitator moves the group to the next question of task.

We must be concerned with the survival of all, when a conflict affects all of us. This requires that we allow all to participate fully. The process must be inclusive, rather than exclusive. The process must allow for spare time to be experienced by some, just for balance, for serendipity.

When the process is inclusive, I have observed that the "slowness behavior" moves around among individuals. The person who finishes fast this time, is the last one the next time. The person who is slow now, is faster later. This allows people to express a broader set of behaviors, to have a broader range of experiences.


THE WORST AND BEST POSSIBLE OUTCOMES

OF THE WORKSHOPS FOR SUSTAINABILITY

The participants were provided the opportunity to express their worst and best outcomes for the Workshops for Sustainability. The facilitator asked the two questions listed below separately. The participants recorded their answers on the 3 x 5 cards while in small groups. This brings silence to the room. The participants then expressed their answers individually to the small group. The individual statements were recorded on flip charts as they were expressed.

The worst outcomes are all recorded first, then the best outcomes. This leaves the image of the best outcome in the participants minds.

The facilitator is asked to select another facilitator from the group, and then become the recorder. This allows the position to move to other members of the group. This instruction is given in all the later activities.

This task allows each person to express his/her worst and best outcomes. It also allows silence, or quiet, to be present while writing. This allows each person to go internal, to relax, to become balanced.

The individual statements were developed into collective statements to represent the collective view of the entire group. These collective statements follow. These represent the collective vision or mission of the participants for the Institute. They are not consensus statements, but can be developed into such statements.

The process for developing collective statements is in the Appendix.

THE QUESTIONS:


* WHAT ARE THE WORST POSSIBLE OUTCOMES OF THE WORKSHOPS FOR SUSTAINABILITY?


* WHAT ARE THE BEST POSSIBLE OUTCOMES OF THE WORKSHOPS FOR SUSTAINABILITY?


THE WORST POSSIBLE OUTCOMES OF THE

WORKSHOPS FOR SUSTAINABILITY

A SUMMARY


A summary can be created for any collective statement. This is done by taking the first sentence in each paragraph, normally in CAPS, in bold, underlined, or otherwise highlighted. This first sentence normally summarizes the intent of the paragraph. It is sometimes necessary to include other statements if they represent a different perception than the first sentence.

The summary provides a more focused view of the collective statement.


(Words in italics are added during the collective statement process.)


THE WORST POSSIBLE OUTCOMES OF SPENDING 15 DAYS

AT THE WORKSHOPS FOR SUSTAINABILITY

A SUMMARY

A summary can be created for any collective statement. This is done by taking the first sentence in each paragraph, normally in CAPS, in bold, underlined, or otherwise highlighted. This first sentence normally summarizes the intent of the paragraph. It is sometimes necessary to include other statements if they represent a different perception than the first sentence. The summary provides a more focused view of the collective statement.

(NOTE: Words in italics were added during the collective statement process.)

o This is a waste of time. There is no learning, no growth. Not being able to show others that the investment was worth it. People and organization won't understand how it relates to our purpose.

o I don't get my tasks and projects done at work. My work will suffer. I might miss the opportunity to assist a constituent that needed help. There are lost revenues from work and I reduce other off-district training and work opportunities.

o I will not put into practice what I learned. That you walk away without a clue about how to build and manage consensus. I will not able to apply it to the situations I will encounter. I don't get to contribute to other's growth and will be afraid to try them on our group.

o Just not being able to finish 15 days because of logistics and lack of income. I learned nothing about myself. No new friends or no new friendships are made.

o I spend time away from my family. My family will resent my absence. Things won't get done at home and on the farm.


o That I will get into some horrible accident traveling and die.

"A lack of exercise, and development of a flat butt ."


THE WORST POSSIBLE OUTCOMES OF SPENDING 15 DAYS

AT THE WORKSHOPS FOR SUSTAINABILITY

This is a waste of time. To learn nothing new. Absolute waste of time. That I will be bored and think it was a waste of time. Feel that this is a waste of my time. Wasted time; Hate continues and grows; resources are neglected; Litigation. No skills applicable to my current situation.

There is no learning, no growth. I wouldn't gain anything in the workshops and that I didn't learn anything. I didn't remember what I learned. I don't know how to pass it on and am not being able to find or attract an opportunity to use these skills.

Not being able to show others that the investment was worth it. I waste my time and my employer's money and learn nothing useful. My employer may lose confidence in me because they don't understand my need to do this. My supervisor will be annoyed and may not see the value of coming and my supervisor says NO! For example, my leadership or work situation won't allow demonstration of the knowledge gained and my treasurer and president will decide it is a waste of resources to pay my wages to attend.

People and organization won't understand how it relates to our purpose. People will resent my having spent the money. My remaining staff will resent my absence. The final product will not fit with the conditions at OSU.

I don't get my tasks and projects done at work. I might not meet deadline projects. Several projects in the works will fall behind schedule and other people I am relying on to complete their phases of the projects won't get their work done on time. Business work will not be done. Having to come back to a hectic "catch up" schedule at work/school. Special at-work projects will be behind schedule.

My work will suffer. There is too much time away from work, and lost time at work, confusion. There is a delay in meeting my responsibilities on a time-sensitive management plan and I neglect my regular duties. Falling so miserably behind on the work that I will never catch up. I don't worry about my tasks at work. I could lose my job.

I might miss the opportunity to assist a constituent that needed help. I am not able to spend critical time with a group of people I am working with. Something that has to get done this week gets done next week and I disappoint a funder. I will not meet a deadline for a project and delay completing other projects. That my clients won't be served as quickly and there is a loss of program continuity.

There are lost revenues from work and I reduce other off-district training and work opportunities. A loss of business results. For example, I don't get the funds to start a California Institute and I miss a budget close-out date.

I will not put into practice what I learned. What I've learned will not be used at the institution. I may not be able to use the information learned and not be able to remember the key consensus building guides. I learn skills that I don't apply correctly so I screw up a bad situation and make it worse. This will create frustrations and expectations from self.

That you walk away without a clue about how to build and manage consensus. May not be able to learn the process and use it effectively. I would not be able to connect the experiences we are having with the understanding that is needed to make it effective or useful. I just end up feeling stuck or frustrated with myself and others. That the process won't solve the problem in the Klamath Basin if I never have the opportunity to apply and reinforce what I learn.

I will not able to apply it to the situations I will encounter. That there will be problems I will never be able to fix. Walking away not feeling empowered (helplessness, uselessness) by the experience.

I don't get to contribute to other's growth and will be afraid to try them on our group. I have the opportunity to use it but don't have the courage. I don't expand my own capacity to do this type of work. I try to use process and create bad vides and distress, disrespect, and amusement with colleagues. I might start overanalyzing things. I have a question about "was I doing it wrong all this time?"

Just not being able to finish 15 days because of logistics and lack of income. I go part way through the process but not be able to finish. I spend too much money on rooms, gas and food. This is a small financial drain.

I learned nothing about myself. Having to confess my personal conflicts so I am incapable of hearing others. I find I should not be involved, this is not a good personality match.

No new friends or no new friendships are made. Relationships with old friends are radically changed.

I spend time away from my family. Lost time with my family. Loss of family time. As stated by Henry, "Augh, uh, augh. Ew!" Interpreted by Mom as "Takes time away from being with my loved ones." I would impose upon my babysitters too much and neglect my significant other.

My family will resent my absence. My family will resent me leaving frequently. My dog will not get enough attention and will be so sad when I get home.


Things won't get done at home and on the farm. The stress in finding help to take care of the ranch. My family will forget to lock the chickens in and they will be eaten again. Ranch will fall apart and cows will die. The cows will be neglected and die. I could lose half the ranch that I manage.

That I will get into some horrible accident traveling and die. An accident could happen with my family and I wouldn't be able to get there in time. Becoming ill, everything at home fall apart while I'm gone. I get killed in Africa and get into accident traveling, miss out on things at home.


"Lack of exercise, and development of a flat butt .


* WORST/BEST/POSSIBILITY

Worst Outcomes: These are feared future outcomes, often based on past experience, with a presently experienced emotion and physical reaction. When people believe them, they affect their perceptions, beliefs, values and strategies. They tend to be self-fulfilling prophecies when strongly held.

Best Outcomes: These are hoped for future outcomes, sometimes not previously experienced, but intensely imagined, with a presently experienced emotion and physical response. When people believe them, they affect their perceptions, beliefs, values and strategies. They tend to be self-fulfilling prophecies when strongly held.

Possibility Thinking: An acknowledgment that both worst and best outcomes are present and inherent in each moment, up to, and often after the event. This balanced view allows the movement toward desired outcomes.

NOTE: A more comprehensive discussion of this concept is in the Introductory Learning Manual. This is a brief description that is used as insight for work groups.

* WORST/BEST OUTCOMES


* WHAT ARE THE WORST POSSIBLE OUTCOME OF THE WORKSHOPS FOR SUSTAINABILITY?


* WHAT ARE THE BEST POSSIBLE OUTCOME OF THE WORKSHOPS FOR SUSTAINABILITY?

In this task, we explore the fears and the hopes of the participants. It is more important to explore the worst fears before the best hopes. Fears are uppermost in the minds of those who are apprehensive, uncertain, unwilling.

It is normal and right to fear the worst outcome of any situation. As an example, think of a time when you were sleeping and the phone rang early in the morning. What did you think? How did you feel?

How about the time your child ran toward the road? How did you react? Did you yell to him and demand he stay away from the street? Even though there are no cars there, you experience the worst possible outcome -- THE CHILD BEING HIT BY THE CAR! Not only that, you feel the potential emotion of that moment just as if it happened.


In such a way, people fear the worst outcome of any situation and operate emotionally out of that fear just as if it were really happening. This is a major motivator for most conflict.

Once your fears have been adequately expressed, then your hopes seem more possible, easier to express and believe. This also leaves the images and words of the best hopes in the minds of all the participants. This is the image that will guide their thoughts and behaviors during the workshop.

All events/issues have a potential worst or best outcome. Either is possible. Typically, some of us choose to focus on either the worst or the best outcome (Pessimists and Optimists). When these views become pitted against each other, we tend to see the worst outcome or the best outcome as the exclusive possibility. This results in polarization of views.

The best outcome is often not experienced by people in conflict because they get focused on talking about the worst possible outcome. Rarely does anyone acknowledge their worst outcome as they can move to the best outcome.

The best outcome is just as possible. It is a way of expressing the potential in any event or issue. It is a goal, a direction, that all can agree to seek. It focuses on the positive efforts of people who are seeking the best. Consensus recognizes the possibility of the worst and the best outcome.


THE BEST POSSIBLE OUTCOMES OF INVESTING 15 DAYS

AT THE WORKSHOPS FOR SUSTAINABILITY

A SUMMARY

A summary can be created for any collective statement. This is done by taking the first sentence in each paragraph, normally in CAPS, in bold, underlined, or otherwise highlighted. This first sentence normally summarizes the intent of the paragraph. It is sometimes necessary to include other statements if they represent a different perception than the first sentence. The summary provides a more focused view of the collective statement.

(NOTE: Words in italics were added during the collective statement or consensus process.)

"Our community spirit is lifted."

o We learn the process, or one way of building consensus. I develop new skills and knowledge. I learn skills that help be me an agent of positive change. I reinforce what I already know.

o I become comfortable with conflict. I become better at resolving conflict. We have tremendously expanded skills in dealing with conflicts of a wide variety. I have the ability to resolve conflicts, saving time and circumventing legal tangles. I am able to help resolve serious conflicts between people and groups of people.

o I am learning how to communicate better with people personally and professionally. I have better long term experiences for organizations.


o (I will) use (this) learning personally and professionally. I will be able to teach others the process.

o I become a better person inside. Personal growth results. I learn something about myself that drives me to engage myself in the world in a different way.

o We help bring people to solutions. Groups will resolve problems and function more effectively. I will be able to work with people to reach consensus when conflict occurs.

o (I will) become a more effective servant to the people.(I will be able) to contribute value to the university.

o I network and get to know some amazing people. I meet new people and develop powerful and positive relationships. I am making new friends/new relationships.


C I am able to contribute value to my community. I gain insight/experience to take with me to OCB.

o (I will) find creative solutions to protect (the) community watershed. Stream function and fish habitat improve because our communities work together.

Our community spirit is lifted.


THE BEST POSSIBLE OUTCOMES OF INVESTING 15 DAYS

AT THE WORKSHOPS FOR SUSTAINABILITY

"Our community spirit is lifted."

We learn the process, or one way of building consensus. We learn a new process. I will learn new processes and skills that (I) can use in my job. The process will be flexible enough to fit a variety of situations - 2 or 200 people, evening meetings, once a month, etc.

I develop new skills and knowledge. I will learn new skills and processes for facilitation. I learn skills to incorporate into my lives work. I will learn new tools that will help me solve conflict in difficult issues. A tool set that builds confidence in taking on tough situations.

I learn skills that help be me an agent of positive change. I will know bunches more about working with groups. I am learning I'm part of a community of people working hard to shift personal paradigms to foster positive change. This will help me learn to go slower and be softer to get there, to consensus, sooner.

I reinforce what I already know. I become even more proficient at resolving conflicts. I sharpen my skills in areas I still question. The results: adding something to skills set that works and an understanding of knowing when to use it.


I become comfortable with conflict. I will be learning to manage conflict and to be able accept conflict as part of a pro(cess.) I appreciate conflict and what it can accomplish. We are able to face and identify our demons.

I become better at resolving conflict. I will gain valuable skills, insight, experience and knowledge that I can use to improve the future of people and the world. I become a better manager and help groups I'm working (with) through conflict. I want to gain confidence and skills necessary as a facilitator, so that the impossible tasks before me are indeed possible.

I become comfortable with conflict. I will be learning to manage conflict and to be able accept conflict as part of a pro(cess.) I appreciate conflict and what it can accomplish. We are able to face and identify our demons.

I become better at resolving conflict. I will gain valuable skills, insight, experience and knowledge that I can use to improve the future of people and the world. I become a better manager and help groups I'm working (with) through conflict. I want to gain confidence and skills necessary as a facilitator, so that the impossible tasks before me are indeed possible.


We have tremendously expanded skills in dealing with conflicts of a wide variety. I develop skills to work out issues at home, at work, in the community. I will learn skills that will enable me to better facilitate and be more effective in the groups I work with. I will gain skills that will help me resolve conflict professionally with groups I work with and personally grow as a person.

I have the ability to resolve conflicts, saving time and circumventing legal tangles. We find avenues to efficiently attempt to resolve conflict, so that important issues don't remain on the back burner instead of getting resolved and implemented. This will eliminate the time used to resolve conflict. We learn a methodology to resolve conflicts between natural resource manager and our TM producers, and administrative staff.

I am able to help resolve serious conflicts between people and groups of people. I will be better prepared to resolve conflicts, personally, interpersonally and in groups. I am gaining the ability to facilitate progress in resolving difficult issues among natural resource users.(I will have a) strategic planning process (and) I can help group(s) resolve conflict. Being able to facilitate a group in conflict and help them reach consensus. Skills/processes enable me to help groups resolve their conflicts in a sustained effort.

I am learning how to communicate better with people personally and professionally. I learn how to work with others. That I get it and I have the courage to do it. I respect others as equals and dissolve my quest for power.

I have better long term experiences for organizations. I am able to collectively get groups to work together to solve problems. More solutions to problems will be found, such as between tribes and counties in guiding growth.

(I will) use (this) learning personally and professionally. (I will be) learning how to be more useful to individuals within my personal and professional communities. Having something great to offer to those I care about and those I've just met, and those I have yet to meet. I am able to help resolve family disagreements in a more empowering and respectful manner.

I will be able to teach others the process. I help to solve problems with people at the workshop. I learn skills I can pass on to others. Investing in myself and to perhaps to help others. This is a career opportunity - i.e. change - that allows me to use these processes daily. To become an instructor in partnership and mentored by Bob Chadwick. I travel, see new places.


I become a better person inside. I am contented, acknowledging my fears and living in my hopes. Self confidence (and) organization (to) be able to work through a good thought process. Improved self esteem and better communication at work and in family conflicts. Accomplish my life goals and mission effectively. Better able to do my core business - facilitation. I'll feel safe, respected, purposeful in achieving/doing my life work with others invested. (Resulting in) rich relationships.

Personal growth results. I become better person. I learn to create everything that I desire- as if by magic. I stretch my brain! I think on a "higher level." I achieve greater level of consciousness. I expand my brain, experience new magic. I really become sharp - top notch.

I learn something about myself that drives me to engage myself in the world in a different way. I will become a better friend, co-worker, family member, and member of my community in terms of how I treat others. I have like adult experiences in my family - better understanding of when they are coming (from.) I learn for myself. I learn from others.

We help bring people to solutions. We change government policy. We can solve the Klamath Basin issue. I'll have opportunities to practice moving the tribes; colleagues will benefit, see hope and options. I get everything I need to be able to facilitate a path to the kind of results we want to see in the Colorado branch, the Kenyon Water District, (Holistic) Certified Education Program and the farm I share with my husband. The Grindstone Rancheria becomes abundant (and the) office closes.

Groups will resolve problems and function more effectively. Students, State and other stakeholders will be better served. We are learning about how we are with others will result in greater satisfaction/retention of employees. Outside groups will want to partner with us. We can help outside groups resolve their conflicts.

I will be able to work with people to reach consensus when conflict occurs. We learn much more about consensus and what it really means. I'll become accomplished and confident in consensus building. (I will) learn how to handle and facilitate complex conflictive issue(s) that face the program I manage. To be able to take over a dysfunctional group, facilitate and lead them in a direction that is effective. Consensus spreads to other issues.

(I will) become a more effective servant to the people.(I will be able) to contribute value to the university. (I will) bring people together and empower them to help the environment. (I will be) able to take what I learned to help facilitate conflict in Northern CA so that community (and) the community I serve will (have) a thriving economy and a healthy place to live. I am understanding an internal - agency - team dynamic. The core team purpose is clarified.


I network and get to know some amazing people. I meet and get to know a lot of people. I meet a number of people to expand (my) network; and can draw on these people. I meet new people to create synergy (and a) broader support network.

I meet new people and develop powerful and positive relationships. I am making new friends/new relationships. I will be enriched by the association with others and their stories/ideas. I meet great people. I see old friends, meet new friends.

I am able to contribute value to my community. We'll involve members or community/stakeholders in decisions, movement, action. That the entire community can work towards consensus on the difficult issues they face. (My) church process (will be) successful.

I gain insight/experience to take with me to OCB. I am able to help facilitate OCB and help Jack Southworth. I get to know OCB members.

(I will) find creative solutions to protect (the) community watershed. I will acquire a new approach that I am able to successfully able to implement with the stakeholders in my watershed which allows us to move forward in a positive way towards recovery of healthy salmon runs. As a result, enemies will learn to respect each other, water will be cleaner and fish happier.

Stream function and fish habitat improve because our communities work together. Resources are protected. (There will be) water in shallow wells and streams, a prosperous region, and carbon back on earth. The ranch will improve. The cows are happy. The salmon will return.

Our community spirit is lifted. (There is) peace in the Muslim world.


Part 2
Part 3