These Ground Rules are not static and continue to be refined over timeparticularly as we seek to decenterexpectations of "comfort" andsilence asstrategies for non-engagement. They include setting, or helping the group to set the discussion topic; fostering the open process; involving all participants; asking questions or offering ideas to advance the discussion; summarizing or clarifying important points, arguments, and ideas; and wrapping up the session. The notes might also include a summary of conclusions that were reached, as well as any assignments or follow-up activities that were agreed on. Licensed under a Creative Commons Attribution-Noncommercial-Share Alike 3.0 United States License. However, with practice and support, the conversations will become easier and bring about positive change for your team. Establishing this as a ground rule highlights that participants can suggest on their own when to place something on the parking lot in order to keep the meeting on track and on time. Some facilitators keep discussions on track by listing the questions or issues they want to cover on the board or summarizing the discussion on the board as it proceeds. You also may be in a position to lead one, and thats what this section is about. Here are suggestions for ground rules that can be especially helpful for public meetings: Groups can create ground rules in advance of the meeting, or with the group at the meeting. Ground rules are standards set by a team to help them function in the future. Writing participants comments on the whiteboard. "/$D~+nJ1L /}4(Rsb` x+yMD
iHQEE(Bcu`9Q9^0=3Qoh*V'Bmd`hC/fC`]U66H0Fs1(mh{*W Establish ground rules: Share personal experiences rather than make general statements about groups of people (stereotyping). 2023 3. Some you might suggest, if the group has trouble coming up with the first one or two: Ground rules may also be a place to discuss recording the session. Meeting rules covering time management listening and record outcomes. Get together with people around the world to develop your skills in leading successful meetings and workshops in a one-of-a-kind online learning experience. Even where thats not the case, facing the conflict reasonably, and looking at the roots of the ideas on each side, can help to focus on the issue at hand and provide solutions far better than if one side or the other simply operated alone. Gelula, M.H. That may lead to a goal ultimatelybut it may not. If it was the beginning, however, or part of an ongoing discussion, you may have a lot to do before the next session, including contacting people to make sure theyve done what they promised, and preparing the newsprint notes to be posted at the next session so everyone can remember the discussion. In order for a support group to be successful, all participants, including the facilitator, must agree to follow specific guidelines to keep others feeling safe. The first thing you need to think about is leadership style, which we mentioned briefly earlier in the section. S
E=dHv>X:)GG8" Lean into discomfort: Learning happens on the edge of our comfort zones. Seek first to understand, then to be understood. Discourage alternate views or counter-arguments. Confidentiality first. Members of an environmental group attend a workshop on the effects of global warming. (1997) Clinical discussion sessions and small groups. You might choose to lead a group discussion, or you might find yourself drafted for the task. "Notice your own defensive reactions and attempt to use these reactions as entry points for gaining deeper self-knowledge.". Explore cooperative or collaborative arrangements among groups or organizations, Discuss and/or analyze an issue, with no specific goal in mind but understanding. (2004) Student perceptions of effective small group teaching. A group of two or three generally doesnt need a leader to have a good discussion, but once the number reaches five or six, a leader or facilitator can often be helpful. Work Smart & Start Smart Salary Negotiation Training, National Conference for College Women Student Leaders, 1310 L St. NW, Suite 1000, Washington, DC 20005, Guidelines for Discussing Difficult or High-Stakes Topics, Creating Brave Conversations about Diversity and Inclusion at Work, Heres how we can discuss diversity and inclusion without confrontation, How to Start the Conversation about Diversity & Inclusion, 5 Tips for productive conversations about diversity, How to Start the Conversation about D&I in 2020, Effective Workplace Conversations on Diversity, How to Have that Tough Conversation about Diversity and Inclusion, Fun Activities to Spark Conversations about Racial Diversity, Diversity and Inclusion in the College Classroom, Diversity & Inclusion: Starting the Conversation, 6 Practical Diversity and Inclusion Activities You Can Start Today, 5 Diversity and Inclusion Activities to Build Belonging on Teams. Mute yourself whenever you're not speaking on the current topic. When conflict arises, what matters when is how we deal with it. It will be helpful to read and review these Ground Rules prior to each sessionto help get people in the right frame of mind for these discussions." Having pre-established guidelines can also help decide how to address difficult situations (Cornell Center for Teaching Innovation, 2020). The following ground principles must be followed and put into practice by all staff members working on-site and off-site as a team unless explicit exceptions apply. Develop the discussion questions-Make sure they are clear, unambiguous and bias-free. Be present, and don't attend to non-meeting business. Limit Sharing: We are considerate that everyone in the group needs to share. Normally, we do this in reverse. Scheffert, D., Anderson, M., Anderson, S., et al. ", 3. Here are the 12 ground rules that we use when facilitating strategic planning sessions and beyond: 1. Ask students to think about the best group discussions they have been a part of, and reflect on what made these discussions so satisfying. Uphold confidentiality: Treat the candor of others as a gift. This is a discussion, not a debate. Start on time . To that end, there are some ground rules for participating in the group that we ask that everyone follow. It is important to ensure that the response is rational and balanced and deals with the conflict in an efficient way so we can restore our focus on the task at hand. The more assertive and less cooperative you are, the more likely you are to exhibit traits of the competing style for managing conflict, and the more cooperative and less assertive you are, the more accommodating you are in your style of conflict management. 4. Bring materials to help the discussion along. Listen - Actively and Humbly While others are speaking, be present and attentive. If participants are simply trying to embarrass the facilitator, they may seek to make him or her defensive with such comments as, How do you really know that? or Youre not really saying that? Such questions can be handled by playing boomerang. Make "undiscussable" ideas discussible. (2006). Ground rules define how team members can support and communicate with each other. . Leading a discussion group is not the same as running a meeting. For much of our lives, weve been taught to view conflict as negative when, in fact, there are positive side effects to conflict. Often people do this unconsciously because they feel that the meeting isn't relevant for them."Be present, or be elsewhere" is a good meeting guidelines to establish shared awareness and clear expectations one participants. 18 Ground Rules for Group Discussions 1 "Strong opinions, loosely held" The idea "strong opinions, loosely held" is that anyone is allowed to express their strong opinions, but at the same be open to change their mind if they new data suggests that they might be wrong. The important variable is that a traditional "rule" is . Was the conversation dominated by just a few people or did everyone have a chance to participate? If such conflicts are left ambiguous, they may cause continuing trouble. Build trust and a sense of safety among group participants. In these circumstances, the leaders ability to identify points of agreement, or to ask the question that will get discussion moving again is crucial to the groups effectiveness. Try to keep the group on task without rushing them. Debrief. "Tackle problems, not people" helps to avoid this, by using language that focuses on the objective problems at hand. If those are brought out in the open and discussed reasonably, the two sides often find that they have as much agreement as disagreement, and can resolve their differences by putting their ideas together. Ask for clarification if unclear about a participants intent or question. She or he can lay ground rules for discussion, such as asking participants to focus conflict on ideas rather than people and to resist being judgmental. This is not meant to make you the expert, but rather to allow you to ask good questions that will help the group generate ideas. Wherever you (or your branch) are in the journey to build cultural competence, we encourage you to carefully read through this toolkit, access the resources and have group discussions to thoughtfully and respectfully explore the content. If the session was one-time, or was the last of a series, your job may now be done. Critique the opinion, not the person. 2, pp.419-427. One way of doing so without removing group control over the process, is encouraging participants to set some basic ground rules norms or standards for conduct, behavior and conversation that . Discussion is a powerful mechanism for active learning; a well-facilitated discussion allows the participant to explore new ideas while recognizing and valuing the contributions of others. Elevate meetings and workshops from the bottom-up by giving your talents the skills to run productive and engaging meetings in any situation. Good listening requires concentration and attention. Do not be afraid to respectfully challenge one another by asking questions, but refrain from personal attacks focus on ideas. If you have the luxury of choosing your space, you might look for someplace thats comfortable and informal. (Be sure to include the requester in this discussion). Ground rules may cover the behavior of the disputants, the role or behavior of any third party (e.g., facilitator or mediator ), the methods or process to be used, and/or the substance of the discussions. Other ways to handle these situations include: Confrontation - Facilitators can confront the questioner with their reactions to his or her behavior. Each person gets a chance to talk. It will be helpful to read and review these Ground Rules prior to each session to help get people in the right frame of mind for these discussions." (1) We will modify these as a group to meet DEI needs. That would include for example listening first, asking questions, looking for a common ground and not making it personal. Smaller groups may help put some students at ease. Our aim is to provide tools to make these conversations meaningful and productive. Do not multi-task (do other work) during the meeting. 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