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<DIV><SPAN class=179105820-16122003><FONT face=Arial color=#0000ff
size=2>Dominique wrote:</FONT></SPAN></DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard">Sometimes,
conflicts do arise during subgroup discussions in an OS event. It is certainly
not a problem per se, since, in my experience, they often reveal areas of
greater creative potential. Still, a question remains: how to best handle them
in order to prevent escalation and allow the group to own and discuss the issues
in a solution oriented manner? I had a case once where I felt obligated to
intervene because the conversation was feeding on blame and getting increasingly
aggressive. A subgroup came to discuss the issue <SPAN class=GramE>of <SPAN
style="mso-spacerun: yes"> </SPAN>"</SPAN>clans" excluding others and
disrupting the overall group effectiveness. Although my intervention went very
well (the subgroup decided to discuss the issue with the entire group, which
agreed, and we went on with a mediation process in the circle where I helped the
group clarify issues around clans and developing solutions to prevent/heal the
negative side effects of natural grouping within the larger group), I felt like
we had stepped out of the OS process, burnt a lot of energy, and lost some of
the creative power of the OS process.</SPAN></SPAN></DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"></SPAN></SPAN> </DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2>Dominique -- thanks for raising this and I think your
thoughts are leading edge! I agree with others, in my experience the group
has always solved its own conflict. If anything, after working for years
with rights-based legislation, etc., I love the fact that there is space for the
real conflict to emerge. And, as a facilitator, I have had a few
events such as Chris C. mentioned. In one, a Department of Fisheries and
Oceans Officer (who was not actually invited -- filling in for someone else) and
two First Nation's Chief's came face-to-face over an issue. In Eastern
Canada there has been great tension between DFO, First Nation's communities, and
Non-native Fishermen. The look to me was one of expectation, and as I was
in the room at that time, I pointed to the Principles. They chose to stay
with each other, sit and move through. At the end, the DFO Officer came up
to one of the Chiefs and myself and said, "I never knew" -- that is
all.</FONT></SPAN></SPAN></DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2></FONT></SPAN></SPAN> </DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2>As I have worked quite a bit in the area of discrimination,
when I use OST quite often someone speaks from deep pain and I hear the
statement just hang out there - it is a beautiful thing to watch -- you can
almost see it in the air. And, rather than someone trying to "fix" it,
everyone sits with the fact that it just is. THEN we move to new
questions. Only once did a group choose to stop the OST meeting -- and it
was, as Chris C, mentioned, an example of a group in such pain they could not
find a way to speak to each other without blame and from pain. I wondered
with this one -- for about a minute -- how I missed the deep conflict when I was
working with the sponsoring group in setting up the theme and invitation.
As I have experience in non-violent communication, I was invited back. I
suggested another OST with a different theme -- issues and opportunities for a
respectful working environment. Now that book of proceedings would have
made a terrific book!</FONT></SPAN></SPAN></DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2></FONT></SPAN></SPAN> </DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2>As I've worked for years in restorative justice, I watched
one group of Elders from mixed nations come to a conflict and they moved
themselves outside into nature and used a healing circle approach and then came
back when they were ready.</FONT></SPAN></SPAN></DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2></FONT></SPAN></SPAN> </DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2>I also noticed in your posting that you use the term "burnt
a lot of energy" -- and I recognize the term. I watch groups who
self-organize around creative problem solving often move through it quickly
without that over-expending of energy!</FONT></SPAN></SPAN></DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2></FONT></SPAN></SPAN> </DIV>
<DIV><SPAN class=179105820-16122003><SPAN
style="FONT-SIZE: 12pt; COLOR: black; FONT-FAMILY: Galliard"><FONT face=Arial
color=#0000ff size=2>Judi</FONT></SPAN></SPAN></DIV></BODY></HTML>
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