by Bob Chadwick

If you have the desire or the intent to confront and resolve conflict, this manual can help teach you the skills. Every technique or question in here has purpose. In trying to understand the purpose, you will better understand conflict in human nature.

The talking circle is the centerpiece of the consensus process because it encourages respectful listening. If you can only adopt one thing from this manual, adopt the talking circle.

by Peter Donovan

from Patterns of Choice, 1998

CUSTER COUNTY, IDAHO--Two years ago, rancher Ted O'Neil said he felt "goddam bleak" about his future. In a recent meeting he said, "You know what I feel about today? I wouldn't go back to the old way even if we didn't have to do this."

by Bob Chadwick

Change is constant. Like death and taxes, it is inevitable. It is a paradox that must be faced and accepted if we are to be prepared for it emotionally and practically -- if we are to live fully and grow.

Changes are endings and beginnings -- a time when the body responds both physically and emotionally to the process of separation from the old, the certain, the comfortable, and the entry into the new, the unknown, and the feared.

If we have time to react, a person responds to changes in these stages:

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

by Bob Chadwick

The participants were redistributed into six new groups, each exploring the concept of conflict. Half the groups explored the definition of conflict and how they felt about it, and the other half exploring the evidence that unresolved conflict exists in their environment.

This activity redistributes the participants into new relationships. It is often based on concerns raised by participants during the grounding.

by Bob Chadwick

THE QUESTIONS:

1. THE GROUNDING:

* "INTRODUCE YOURSELF AND YOUR RELATIONSHIP TO EDUCATION."

* "WHAT ARE YOUR EXPECTATIONS OF THIS INSTITUTE?"

* "TELL US HOW YOU FEEL ABOUT BEING HERE"

INSIGHT ON GROUNDING (Page 23)

2. THE GREETING CIRCLE:

3. AN ADAPTIVE LEARNING PROCESS

* HOW DO YOU FEEL ABOUT IT?

by Peter Donovan

Former pollster Dan Yankelovich says that the most serious problem facing democracy today is that the public feels isolated from the political process.

by Bob Chadwick

We have moved in this country from representative democracy to participative democracy. It doesn't mean that you participate only with those who think like you do. You have to participate with those who you hate, with whom you have that strong a feeling. Because if you don't include them, it's not participative.

Underlying every single conflict is power -- who gets it, who doesn't get it. You have to know how to balance power, to empower, to create an environment where I empower myself.

by Bob Chadwick

We are pleased to continue our serialization of Bob Chadwick's learning manuals, which help teach people to confront and resolve conflict. In issues 1-6 we reprinted Beyond Conflict to Consensus: An Introductory Learning Manual.

by Bob Chadwick

The following is excerpted from Bob Chadwick's Learning Manual 3, Managing Scarcity Conflicts, which is the report from the Consensus Institute at the Colville Confederated Tribes, state of Washington, USA.

A Consensus Institute is a series of three-day, skill-building workshops on managing conflict and change, power, scarcity, and diversity.

The reader should be aware that these manuals outline a process which cannot be simulated, but only described and outlined, on the printed page.