Other ways to establish group agreements may be more appropriate for shorter meetings or workshops or for groups that do not deal with emotional or controversial topics. Finally, you must seek agreement on all points of the whole group. React heart-heartedly by engaging in the discussion of difficult topics, which helps you work collaboratively across differences. Keep the agreement for use in future meetings or workshops with the same group, but register each time to make sure everyone is always satisfied. You can, for example, add something to the agreement. There are many ways to create group agreements. To decide to use them, you can consider some of the following: whether the group will work together in the longer term, what is the controversy over the topic of the meeting or workshop, how long you have and how much confidence the group has in you as a mediator. Allow at least 30 minutes to get a group agreement. Making these decisions as a group is much more effective than having a mediator who imposes “rules” for all. In addition, citizens are much more likely to respect and implement an agreement to which they have contributed.
It`s going to make your job as an intermediary a lot easier. In case of problem or conflict, you can use this agreement (for example.B. We all agreed at the beginning that it was better for one person to speak at the same time…). There is no “quick fix,” no to-do list or solution to the complex problems of racism and injustice. We will not solve racism within our organization or, even today, within our group. That is why we must commit to an ongoing dialogue and a common path of growth. And don`t forget that newcomers or infirmities didn`t agree, so take the time to explain and ask for their consent to the agreement (you can always do it in one break). If you want to change it, you have a discussion with the whole group until everyone agrees. If you have your group agreement, make sure it`s displayed for everyone – ideally, have it written on a whiteboard, paperboard or overhead projector. Work of all kinds requires communication – and you may need to tackle difficult topics.
Their challenge is to create open and productive discussions in which people feel safe to share their experiences and perspectives and are sensitive to learning. First, follow some basic rules for all conversations, whether with colleagues, as a team or in larger group settings. (Adapted by: Singleton, G. E., Linton, C. (2006). Courageous conversations about race: A field leader to get justice in schools. Thousand Oaks, CA: Corwin Press.) Talking about race, racism and injustice is often uncomfortable. The identification and unpacking of our own identity groups and the different levels of privilege associated with them are even more unpleasant.
To have honest and meaningful conversations about race and injustice, we ask participants to accept that they feel some discomfort. For groups working together over a long period of time, it may be worth spending a little more time developing a longer-term group agreement. You can use a process like the one described below. Although the time of a group agreement sometimes seems a little frustrating, you gain that time later.