| Process: | I) Ensure pens and notebooks are distributed in advance to individual participants.
II) Divide the plenary into 4 groups representing the 4 dimensions of conflict (personal, relational, structural and cultural).
III) Distribute flip chart papers and markers in each group together with the handout with questions. Ask participants to note down responses to the questions on their flip charts for presentations.
IV) Assign the task. This is slightly different for each group working on different dimensions:
Personal dimension
Ask participants to discuss situations in which they, in relationship with others, were part of making some changes. Let them think about these changes within the personal dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions:
- How were things before the change?
- How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships)
- What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?
- What kinds of decisions and resolutions did you make towards supporting the new situation?
- Were these implemented and, if so, in what ways?
- What was the end result?
- When you evaluate the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)
- How did you feel about these changes (positive/negative)?
- What inside you helped the process of implementation?
- What inside you hindered the process of implementation?
- What helped the process in the behaviours of others who were a part of the change project?
- What hindered the process in the behaviours of others who were a part of the change project?
- What helped and what hindered in the environment around you all?
- Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?
Relational dimension
Ask participants to discuss situations in which they in relationship with others (who they regularly interact with) were part of making some changes. Let them think about these changes within the relational dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions:
- How were things before the change?
- How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships)
- What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?
- What kinds of decisions and resolutions did the different sides make towards supporting the new situation?
- Were these implemented and, if so, in what ways?
- What was the end result?
- When you evaluate the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)
- How did the different sides feel about these changes (positive/negative)?
- What within the people involved helped the process of implementation?
- What within the people involved hindered the process of implementation?
- What helped and what hindered in the environment around you all?
- Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?
Structural dimension
Ask participants to discuss situations in which they together with people from another clan/other clans were part of making some changes. Let them think about these changes within the structural dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions:
- How were things before the change?
- How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships, evolution over time)
- What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?
- What kinds of decisions and resolutions did the different sides make towards supporting the new situation?
- Were these implemented and, if so, in what ways?
- What was the end result?
- When you evaluate the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)
- How did the different sides feel about these changes (positive/negative)?
- What within the people involved helped the process of implementation?
- What within the people involved hindered the process of implementation?
- What helped and what hindered in the environment around you all?
- Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?
Cultural dimension
Ask participants to discuss situations in which they together with people from another clan/group (with different culture) were part of making some changes. Let them think about these changes within the cultural dimension of conflict and share their experiences in their groups. The group members should choose one participant’s experience to develop along the following questions:
- How were things before the change?
- How did the change come about, what was happening that told you that something new was needed? (in terms of the situation and the relationships, evolution over time)
- What would you say was emerging in the situation (that indicated a change was needed)? What was it becoming, that required a change in the ways things were done?
- What kinds of decisions and resolutions did the different sides make towards supporting the new situation?
- Were these implemented and, if so, in what ways?
- What was the end result?
- When you evaluate the whole process, how would you describe the change process at different points in time? (forwards, stagnation, backwards, collapse?)
- How did the different sides feel about these changes (positive/negative)?
- What within the people involved helped the process of implementation?
- What within the people involved hindered the process of implementation?
- What helped and what hindered in the environment around you all?
- Assuming you were a facilitator of that particular change process, what would you have brought into the situation in order to enable the change to emerge and take hold?
V) Let each group choose a second participant to pair up with the narrating participant to present the discussion in plenary in a question-answer format while engaging the larger plenary group in discussions in between the presentation.
VI) Ask participants in plenary to make contributions on what they can learn about change processes atin the personalfour level.dimensions. |
