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Co-fac practice - Tracy and Nadine - by Rafael

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Feedback on Co-Fac practice - Tracy & Nadine

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What is my facilitation style?

I believe that I am quite flexible as a facilitator. I can take the group in the direction that it is moving in and can also pull the discussion to a direction of my intention. Though I strongly believe that practice would make me master the skills further.

What did I learn about intercultural communication and collaboration? What type of communicator and collaborator I am? What are my takeaways as a facilitator?

Intercultural communication and collaboration is very significant in today's life. However, many a times either the a person is too reluctant to share an opinion or view to avoid offense or conflict, or is too excited to share his/her part not considering the implication/meaning it brings to the other counterpart. I learnt via this platform, that a facilitator's role is to make all participants equally comfortable, to assist people see the responses that they know but haven't dared to express, etc.

My takeaways include read multiple people simultaneously, ensuring that there is clarity in communication, and that the participants can critically think and express their views. Probing with the right questions at the right time, helping everyone see their own perspectives and that of others with respect - not necessarily leading to agreements, providing enough room for silence to let the group take ownership of discussion, acknowledging feelings, thoughts, expressions, and silence, etc. Actively listening to the multicultural group, taking notes and not just summarizing, framing and re-framing verbally, but also typing in the text box while communicating with co-facilitator(s), tech support and individuals are too many tasks that need to be managed well as a facilitator.

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1. A strategy to promote "Good discussion" that you found EFFECTIVE.
I find turning the discussion into the personal and getting participants to share their own perspectives and emotions pretty effective. I also find sometimes playing the devil's advocate especially when there is agreement in a group or a smaller group within the group very effective to stirr a good discussion.
2. A strategy to promote "Good Discussion" that you found SURPRISING
What I found surprising and also interesting is the idea of "meta-discussion".
It is the way that it makes you reflect on the discussions you've had as a group and how it affected the group and also finding things that you hadn't unpacked and bring it forward to discussion.

3. A strategy to promote "Good Discussion" that you think might be DIFFICULT

I think I find it difficult dealing with facts when they are presented by participants. Turning the discussion into a debate about facts is not productive and is deadly to a "good discussion".

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SECTION 1

What 7 Elements of your Identity did you choose? Why?

What 3 elements were you left with? Why were they the most important to you?

How was the process of selection?

Reflections

SECTION 2

Donald Trump

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1. The only analysis is what is wrong about an issue, and not thinking of possible solutions?
I would mention how important it is that we identified what's wrong about the issue and unpacked the issue fully but also put an emphasis that now that we have unpacked the issue it's time we think about the solution. Maybe there is an emotion behind the participants naming what's wrong so using that emotion to ask if they were personally affected and how would they fix it if they could, or what the solution of that issue be.

2. The only analysis is rational, lacking any expressions of emotion?
I would use the same approach used in the previous question; I would always express how valuable their rational contribution is but also ask them about their personal experiences, and whether they had suffered from that issue of know someone close who has gone through the issue we are discussing, I find that the best way to put the rational aside and get into the personal emotions.

3. The only analysis is focused on viewing the topic from the perspective of religion and religious beliefs?
Always appreciate the perspective they are coming from but urge them to look at the issue from a different perspective, suggesting some perspectives myself like ask them what they think governments think about the issue, try to find that individual in a group who would be triggered by other perspectives and would drive the change of perspective in the group.

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1. The only analysis is what is wrong about an issue, and not thinking of possible solutions? “It seems that we have discussed and looked deeply into the reasons for the issue of (name and reframe the issue in light of the conversation), which seems to be interesting points of view. Why don’t we spend the next portion of the dialogue discussing how these perspectives and angles of this issue can inform problem solvers’ processes? Think of yourself as a person in charge and has the authority to create real change in this issue, what would your possibly do in an effort to solve this issue or create solutions?"

2. The only analysis is rational, lacking any expressions of emotion? “It is interesting that everyone is outlining how to realistically and rationally approach this subject. Let’s now take these rational thoughts and try to apply them on our individual world views and human experiences. How does this dialogue, in relation to the main issue (rename issue), inform the way you feel about it? Can you reflect on the effect of this issue on your life? Does it affect you or affect anyone in your direct or indirect circle? How do they feel about it?"

3. The only analysis is focused on viewing the topic from the perspective of religion and religious beliefs? “After viewing the topic from the perspective of religious belief, do you think the same thought process applies to this topic if thought of from a different perspective? for example political affiliation? Upon looking at this topic from a religion standpoint, how would you think people who do not embrace a particular religion would view this topic? What other perspectives would they look at this topic from, and how do you think these other perspectives affect the holistic way of viewing the topic? Also, in attempts to fully understand the scope of this issue, we must examine and discuss it from multiple perspectives and viewpoints, such as politics, education, socio-economic factors. Using these as a lens, how would you now view this topic (restate or reframe issue)"

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1. Power dynamics are inherent in cross-cultural dialogue. What does this mean for the dialogue itself, and to the role of facilitator? Power-dynamics affect any group in shifting the scale towards one side more than the other. In addition, when it’s a cross-cultural dynamic where a lot of global cultures come into play, it could easily skew the conversation towards the more dominant side in the dialogue. Thus it’s integral to the success of cross cultural dialogue that aims to engage with difference. The role of the facilitator therefore is to recognize any imbalance in power and invite everyone in the group to engage in a self-awareness activity early on. The facilitator being a neutral person that has a birds-eye view over the conversation can pick this up by observing the space and pin point certain imbalances that could potentially affect the dialogue and create bias and power shifting. Asking the group to reflect and be aware of these power dynamics is a very empowering process, that could lead to an even deeper interaction and understanding among participants.

2. What can you do as a facilitator if someone uses a provocative term that seems to reveal a power dynamic? If someone uses a provocative term I would point it out as an observation of a term that could “potentially” cause an imbalance of power. Then I would invite that person to express or tell the group how they have come to form that statement and why they felt the need to phrase it that way specifically. Afterwards, I would invite the group to comment on how the use of that phrase affected the balance in the dialogue and how they felt in the space. In that case, I would again invite the person who made that comment to self-reflect and be aware of how certain phrases or terms create power imbalances, which are sometimes representations of what’s going on in the world and therefore remind them why we are in this program; to understand these power dynamics and know how to deal with/approach them.

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1. Reflections on your conflict comfort level: So I shared this with the other group I was attending the training with this week. In general, I am usually comfortable with conflict in the sense that I don’t automatically want to escape the area in which there is conflict right away. If I don’t feel that I need to interact directly with someone in a conflict, then I will not be affected, almost at all. In other words, if I am not the one engaging in a conflict, and I am more or less a spectator, I am much more calm about it.  If the conflict is happening in front of me, I will be more likely to want to calm people down and get them to reach an agreement. Such as the case with my family. Being the middle child, I am almost always the mediator or the person everyone goes to to calm everybody down. However, if I AM involved personally in the conflict or disagreement, I am very vocal about my opinions, which tend to be strong or articulated in most cases.

2. How do you think your comfort level affects you as a facilitator: I feel like this would affect me as a facilitator positively with regards to making me more neutral and multi partial. In a heated conversation with conflicting participants, my natural reaction would be to try and calm everyone down and try and get all parties to see one another’s points of view and intentions behind saying certain things. I think it’s a good thing that facilitators are not supposed to be involved in the dialogue by expressing their opinions, because if I am expected to or if it’s my place I can be expressive of my views pretty strongly, which I think is fine when I AM a participant and so it’s great that I, as a facilitator, should be neutral.

3. One thing you can do as a facilitator to ensure you acknowledge and manage emotions constructively. In any case where participants express their emotions verbally or via body language, I could pick up on that and recognize that it’s clear they are reacting to the conversation in a particular way and ask them if they feel like sharing the reason for these reactions being that way. In an effort to help manage their emotions constructively, I could discuss the benefits of openness and sharing in cross cultural dialogues, and remind everyone that the main reason for being in this program is to understand what others are going through, rather than try and convince people to hold different beliefs. Because after all, all of our experiences are unique to our personalities, backgrounds, beliefs, opinions and how we interpret these is strongly related to our world views. So be inviting and encouraging of people sharing, while at the same time recognizing their emotions and their right to a unique experience and world view.

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Co-fac practice - Patricia and Shant - by Rafael

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Feedback on Co-Fac practice - Shant & Patricia

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I learned that disagreement is a good thing (and should be expected in this context), and without disagreement, participants will not learn about each other, how they think and what their values are. Furthermore, power imbalances are key to take note of and address as they can affect how people communicate and listen to one another.

From the perspective of being a facilitator, I find that communication can often be difficult. I myself am normally a talkative person with strong opinions; however, these past few weeks have been a true test of my active listening skills and my ability to control my emotions without seeming disinterested. It is also difficult to disassociate myself from my current job of being a teacher, as the way in which a teacher communicates with her students is vastly differently from the way in which a facilitator communicates with participants.

I think because of these factors, I am more likely to be hands-off in my facilitation style because I worry about interfering too much or becoming too actively involved in the conversation. I also like the idea of having the group “take ownership” of the discussion, so I view my purpose more as reflecting the conversation, summarizing the opinions of others and making assessment about agreements/disagreements within the group. I also like the thought of bringing in the perspective of those not represented in the room and am very much looking forward to doing so!

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Every Soliya group is different and unique: How can you as a facilitator make sure you work the best with your group?

Listen and be attentive to the group’s interests and needs, which means asking them regularly about these two things. I think it is important to make clear during the first session that you are there to help facilitate discussions that are interesting and engaging for them as a group.

Be aware of the group dynamics, such as power imbalances, how the group interacts with each other, whether certain people tend to have the same/different opinions/attitudes/values, etc.

Be open to suggestions, feedback (and criticisms!) and stay curious

Continue to get to know the group after the first session

What concrete things can you do to prepare for the first session?

Create a detailed session plan (with activities and plan B) but do not be wed to this plan, otherwise it will seem forced or you may come off as more of a teacher rather than a facilitator if the entire session is “constructed”

Ask for help from the Soliya team if you need it

Speak with your co-facilitator to understand each other’s facilitation styles

Realize that with new people and new technology, the first session may be awkward at first and it won’t be your fault, but will get better!

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Co-Facilitation Plan (Shant and Patricia)

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Co-Facilitation Plan (Shant and Patricia)

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Reflect on yourself as a facilitator and share with the group:
What is my facilitation style?
I would like to think that my facilitation style is relaxed, encouraging, and warm.  I am too new to say how accurate that is.

What did I learn about intercultural communication and collaboration?

Intercultural communication is important and intercultural communication can be challenging because words and phrases used to one person could mean something different for another participant. Because of this it is important to have someone who can ask clarifying questions, highlight differences and shared opinions. It is also important to read body language to see if the topic is of interests to all participants and if not make adjustments.

What type of communicator and collaborator I am? What are my takeaways as a facilitator?
I would say I am good collaborator, I typically enjoy working with others and working in teams. As a communicator I have room to grow because much of my communication has been within my country of origin. This is a new and exciting experience connecting with so many wonderful people from different countries. My take aways are that this is a learning experience and each time I facilitate I will learn something new and get a little bit better at the facilitator tools.

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Going into the facilitation I would like to work on bringing out opposing views from the participants, playing devils advocate, and making observations based on nonverbal cues.

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Every Soliya group is different and unique: How can you as a facilitator make sure you work the best with your group?

I think what is important is to be flexible and follow the group where they naturally go while in dialogue and offer support, encouragement, and ground rules if necessary. It would also be helpful rely on the tools learned during the facilitator training and the Soliya goals to frame the dialogue session. Tools to be sure to incorporate are:  observations, re-framing, mirroring, and summarizing.

What concrete things can you do to prepare for the first session?

Create a lesson plan and meet with my co-facilitator to discuss how the roles are going to be divided, how we want to communicate with one another, and how to engage with the group when conflict arises. It could be that we address the group as a whole or message participants separately, or do breakout rooms.Learn about who the participants are going to be in the group prior to the first session. Be mindful of power dynamics, observe the participants for nonverbal cues that may highlight strong emotions and/or disengagement.

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CO-Facilitation Lesson Plan (Tracy and Nadine)

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CO-Facilitation Lesson Plan (Tracy and Nadine)

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. What is my facilitation style?
I can't tell exactly what my style is but I know I enjoy conflict and I try to create it when there is not any. I prefer when there is argument. Silence is awkward but I learned to leave room for it. I still face a lot of challenges and need practice to develop multitasking skills.

What did I learn about intercultural communication and collaboration? What type of communicator and collaborator I am? What are my takeaways as a facilitator?

Intercultural communication and collaboration is an enriching experience. Working with people afar from each other with different backgrounds is wonderful. Building a team, work together , discuss plans, face challenges, make decisions is an important lesson for life.
I can say I am a good collaborator. I respect my fellows. I like sharing ideas and I am flexible about my positions.As far as communication is concerned, I try to measure my words. I am a formal communicator, I guess.
My takeaway as a facilitator is that I have to remember my role. I am a facilitator and I have to be aware of the principles my roles entails such as neutrality and multi partiality. I enjoyed the effort of being neutral and multipartial. Facilitation is to me , a constant self-development task.

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Every Soliya group is different and unique: How can you as a facilitator make sure you work the best with your group?

Working well with the group implies making good use of the tools box. Greeting the group is a good way to start. Being aware of the context into which the discussion is taking place is critical. For instance, when facilitating a dialogue between Israeli and Palestinians, it is important to know what's going on that day in these countries.
Having a written plan with all the questions is key to facilitating well. listening actively and picking up on important points participants introduced about things that matter for them makes transition smooth. Paying a particular attention to dynamics and addressing them all along or at least every time facilitator summarizes the discussion strenghtens the presence of the facilitator. Allowing silence and being flexible with the plan is important as the group will discuss and ask each other questions instead of the facilitator asking them.

What concrete things can you do to prepare for the first session?

Designing a plan is the first step. Secondly, Defining the challenges to focus on and reviewing one's triggers and identities but also the triggers the topic may cause to certain participants or all of them is critical and makes observation easier and more accurate

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Developing active listening, observation and comprehensively summarizing the discussion. Determining points of agreement and points of disagreement to check-in for emotions.

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1.Power dynamics are inherent in cross-cultural dialogue. What does this mean for the dialogue itself, and to the role of facilitator?
Well, it is hard to come across a human setting free of power dynamics. Some people are extrovert and self-confident whereas some might be reserved and avoiding.Within dialogue however it is important to address power dynamics for the sake of a good discussion. The role of the facilitator is to ensure power dynamics are under control. addressing such dynamics entails ensuring the safety of the space first and also acknowledging the existence of the dynamics throughout summarizing. Encouraging ownership of the group reduces those dynamics.

2.What can you do as a facilitator if someone uses a provocative term that seems to reveal a power dynamic? Please share tips and strategies! Then select one approach and share with the group how would you say it out loud to your group as a facilitator.
observation and summarizing are important tools to manage power dynamics. When a word is uttered that reveals power dynamic the facilitator through observation needs to evaluate how the group reacted to it and how it affects the atmosphere in the room. Asking the group how everybody feels after such a word was said and reflect  on it.
For instance, picking up on the word that reveals power dynamic and ask people to discuss their feelings is a good way to address it.

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1.     Every Soliya group is different and unique: How can you as a facilitator make sure you work the best with your group?

a.     Based on our discussions and readings I think it is important to remember, as well as ensure the group is aware that they are heard and seen as individuals and not as labels or representatives of one part of their identity. In addition, I will need to make sure the group feels comfortable and safe to share their opinions and experiences with each other. I think observing group dynamics – power imbalances (if any), emotions, etc. is crucial as well. It is also crucial for me to know what might trigger each member of the group so that I can address it effectively and make sure the members are aware that this is a safe place. I will also need to be self aware and remain neutral and multi-partial. Lastly, I will need to make sure I use the different tools, such as reframing, mirroring, summarizing, critical thinking questions, meta discussions, when needed.

2.     What concrete things can you do to prepare for the first session?

a.     I will need to contact my co-facilitator in advance and a prepare a session plan, including alternatives and also be prepared to change my plans completely if needed, so be flexible. The session plan will need to include outline, questions, time estimates, priorities, as well as role divison for each facilitator. It is also important for me to know that I can trust my co-facilitator and for us to also have an idea about what migh trigger us and support each other during the session without it affecting our neutrality/multi-partiality as well as the dialogue. My co-facilitator and I can also send an introductory e-mail to the group introducing ourselves. It is also important to start on time and it is a good idea for me to login to the room in advance and also make sure I have time to follow up with each participant to ensure there are no technical issues/to help them fix it if there is. I also need to be self-aware and make sure I am comfortable with plans changing.

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1.     What is my facilitation style?

a.     I am not exactly sure, but based on my fishbowl and co-facilitation practice, I think I am flexible as during both practices I was able to follow the lead of group re their interest on what to discuss even though I had a specific issue in mind. However, I believe I will need to practice more to get better, especially because I intervened too soon/often and didn’t leave room for silence and also for the group to lead the discussion and ask each other questions. So I will need to learn to be comfortable with silence.

2.     What did I learn about intercultural communication and collaboration? What type of communicator and collaborator I am? What are my takeaways as a facilitator?

a.     As I mentioned before, silence is very important and even though I need to be active as facilitator it should be balanced. When summarizing I need to make sure that I synthesize participants’ comments so that they have better understanding of the areas of agreements/disagreements as they will need to hear that from the facilitator. Also, one thing I need to make sure is not to ask close ended questions. In addition, it is also significant to observe and acknowledge when there’s disagreement and let the group know that it is ok – because during my fishbowl practice even though I acknowledged that there was a disagreement I was sort of hesitant when saying that to the group which might have given the impression that disagreement/conflict is not welcome which is not right. Along with recognizing when there is agreement/disagreement it is also important to push the group and react on what other’s have said or why they agree/disagree with those comments. It is also good to ask those who are not contributing to the discussion to join the discussion/find out why and make sure they know that their opinions are valuable/welcome. I will also need to be more comfortable and not too formal J

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I would like to work on 1) finding a balance between showing emotion/interest but also remaining neutral/multipartial and 2) deepening my summaries so that I can find common themes/disagreements among the group after everyone has spoken.

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1. What is my facilitation style?

I am not sure!

2. What did I learn about intercultural communication and collaboration? What type of communicator and collaborator I am? What are my takeaways as a facilitator?

Key takeaways for me are: Leave more silence than you think you need when facilitating a group discussion - please often fill it for you. Move from a directive approach to guiding a group to a Socratic/questions-based method to shift the responsibility for the conversation to the participants rather than the facilitator. Ask one question at a time for clarity's sake. Rather than reacting to an inflammatory comment negatively and personally, pose questions that help to unpack assumptions and understand "why-why-why." Check in with people about their emotional states during dialogue either as a group or bilaterally. Keep short notes about where the agreements and disagreements appear in the group and drill down on them through questions. Enter into dialogue in a calm way, knowing that it is not your responsibility to make the group work - you're there to grease the wheels.

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What is my facilitation style?

I am not sure. I think I still don’t know what type of facilitator I am. Probably a good second to someone?

What did I learn about intercultural communication and collaboration? What type of communicator and collaborator I am? What are my takeaways as a facilitator?

I think the biggest take away for me is to be able to think on my feet. I am usually one that plans things, because if I don’t then at the time of actually having to talk I will get easily confused. So I think that I need to keep notes to come up with questions that I have not already prepared.

I think that sometimes I am able to be flexible which I think is needed of a facilitator, but I need more practice in being able to do this often and effectively. During my fishbowl facilitation, I was able to do this a little, but then once the conversation picked up it was hard to keep track, and come up with things. Obviously in the co-facilitation, I also had trouble coming up with questions on the spot as well so I had to refer back to the plan. I think the common theme for me is that I become a bit flustered and have to fall back to the original plan. I am certain though, that I can collaborate with anyone, I can take the lead if its needed or be a back up.

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Every Soliya group is different and unique: How can you as a facilitator make sure you work the best with your group?

I think that preparation and patience is key on this.  I think that a good plan is best, but also keeping in mind that flexibility is also needed. In case participants which to discuss other topics, but also be patient with participants that are a bit shy at first.

I think that after having completed the co-facilitation, I think that having an actual plan is very useful. But I think also creating optional sections in case things went differently. I think that also being able to think on your feet is also very useful, as you have to make up questions if an audience is interested in a particular topic. I think I might need a bit of practice in this, as I have failed both facilitation times to do so.

What concrete things can you do to prepare for the first session?

Honestly, I think just having a workable plan, maybe have options for various types of scenarios, but also being flexible if topics come up within the session.

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1.     Power dynamics are inherent in cross-cultural dialogue. What does this mean for the dialogue itself, and to the role of facilitator?

Well I think its important to address the power dynamics within dialogue. I think that by the facilitator doing so, it will empower those that do not have the power, to be able to discuss within the group. I think that if it is not addressed, then it will create a type of resentment within the group, which will defeat the purpose of the dialogue itself, as participants will not respond truthfully, and if they do then it may be one-sided.

2.     What can you do as a facilitator if someone uses a provocative term that seems to reveal a power dynamic? Please share tips and strategies! Then select one approach and share with the group how would you say it out loud to your group as a facilitator.

I think that if a provocative term was used to reveal a power dynamic, I think it would be up to the facilitator to address it if a participant did not already do so. I think it would be a good idea to make an observation and maybe even ask the group’s input on what would be the reasoning behind it. In addition, I think it would be important to ask the person saying the phrase to do a reversal of roles and see if he would still be agreeable to that phrase.

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Co-Fac Practice Lindsey, Cherif and Shehreena - by Rafael

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Feedback on Co-Fac practice - Lindsey, Shehreena & Cherif

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1. Reflections on your conflict comfort level: how 'normal' it is in your life; how you normally deal with it and how conflict or disagreement makes you feel (do you have a flight reaction for example to avoid those situations for example).
Well, I must say that I am someone who avoids conflicts in real life. I mean, I am a peaceful person who cherishes peace. I try to promote it also. However, being aware that conflict is normal and ubiquitous, I expect it everywhere. I am not surprised to come across conflict and that makes my conflict comfort level pretty good. I don't have flight reaction to conflict. I don't rush in. I rather try to understand it and find ways of dealing with it. I privilege asking questions to think of solutions. It is sometimes difficult to get an irritated person to answer but at least I am aware that my reactions are important and all I focus on is first of all to be sure my own reactions are not contributing to escalate the conflict.

2. How do you think your comfort level affects you as a facilitator( what kind of facilitator does it make you);and

I think the more comfortable with conflict a facilitator is the better. It is difficult to say one is comfortable with conflict but in the case of a facilitator it is at least very important to have a high awareness of the probabilities of coming across conflicts and using the tools is the best way to cope with conflict situations. In dialogue, conflict is what makes a discussion productive and I enjoy when there is one or many.

3.One thing you can do to ensure you acknowledge and manage emotions constructively

Developing a good observation to recognize when emotions are high is the first step in addressing them. Asking participants how they feel is a good way to measure and manage emotions because it gives them opportunities to express them.

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Co-Fac Practice Sule & Evelyn - by Rafael

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Feedback on Co-Fac practice - Sule & Evelyn

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1.     Reflections on your conflict comfort level: how ‘normal’ it is in your life; how you normally deal with it and how conflict or disagreement makes you feel (do you have a flight reaction for example to avoid those situations for example).

I think my comfort level is below average, I say that because I try to maintain conflict as far away from my life as possible. In instances of actual conflict, sort of shy away so as to not make a rash comment or make assumptions. Instead I take it all in and think about it and then at a later time address it.

2.     How do you think your comfort level affects you as a facilitator (what kind of facilitator does it make you); and

Well it is difficult being comfortable with conflict, but I think that as a facilitator I would have to be objective, as it is a safe zone, at least that’s what we are going for, so I would need to be respectful and use this as a tool to engage people in discussion.

3.     One thing you can do as a facilitator to ensure you acknowledge and manage emotions constructively.

I think that even though it would be a good thing to acknowledge emotions or paying attention to them in the session, I think I may need a bit more practice. I think I am better at addressing opinions. And it seems that it is better to acknowledge the emotion first in order to get to the why of why there is a strong emotion.

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Preliminary thoughts on your session plans

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Preliminary thoughts on your session plans

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Those two session plans look very thorough! Good job with the structure and the ideas. Only some "plan Bs" seem to be missing. Ask yourself: "what else could we talk about if the theme we planned for doesn't spark much interest or last for less time than we expected?". Also remember, during the practice, that you will need to equally share tasks and air time on taking leads and intervening as a facilitators ! Looking forward to those discussions! Rafael

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Good Challenges Sule and Evelyn! Rafael

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1. Reflections on your conflict comfort level: how ‘normal’ it is in your life; how you normally deal with it and how conflict or disagreement makes you feel (do you have a flight reaction for example to avoid those situations for example).

My conflict comfort level in settings that include conflict coaching and mediation are pretty high. My conflict level using an online medium and using facilitation is so-so. Typically I hold conflict processes where they include no more than 4 parties. Having 8 participants in a dialogue make it a challenge to pick up on the nonverbal cues of everyone in the moment that they may have been triggered, and then make space to explore those triggers. Multi-tasking is key to facilitating and also being multi-partial and these are skills that I will get better at as I can continue the process.

2. How do you think your comfort level affects you as a facilitator (what kind of facilitator does it make you); and

My comfort level brings awareness to me that I need to be more mindful of the participants in the room while also being open to the unease that the process may bring to me in the moment. It reminds me that I need to embrace the newness of the process, and, if I am triggered or if I have not yet found the right questions to move the group forward that it is okay because it’s not just the facilitators who can ask questions, the participants can to if I give them the space. My comfort level may make me fill silence with additional questions to help with my unease and so I need to be patient as we go through the process and make space for others.

3. One thing you can do as a facilitator to ensure you acknowledge and manage emotions constructively.

Mirror the participants when they are triggered and also explore with the group how others are feeling.

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1. Power dynamics are inherent in cross-cultural dialogue. What does this mean for the dialogue itself, and to the role of facilitator?

Dialogues allow people from different walks of life and backgrounds to come together to try and learn from one another and understand one another’s differences. Language plays a big role in power imbalances during cross-cultural dialogues because in order to learn from one another, one needs to be able to listen, understand, and use critical thinking. Language can serve as a barrier for learning if observations are not made by the facilitator that reflect, summarize, or further clarify sentences, phrases, and words so all participants feel included and apart of the conversation. If participants do not feel a part of the conversation they may disengage.
The facilitators role is to help bridge the cultural gaps for participants by asking powerful questions the promote understanding and critical thinking.

2. What can you do as a facilitator if someone uses a provocative term that seems to reveal a power dynamic? Please share tips and strategies! Then select one approach and share with the group how you would say it out loud to your group as a facilitator.

Tools in our facilitator tool box that I would use when a power imbalance has been identified is observations, reflections, and summarizing. In the moment I would say something like “I noticed that a term was used that appears to have created a power imbalance. What could we do as a group to address the power imbalance this word has caused?

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I’d like to practice what to do when the group is disengaged, summarizing more, and picking up on emotional expression in the group better.

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1) Pay attention to possible points that may come up, because last time I did have questions for participants but was not quick enough to write them down. 2) summaries- to make summaries when they are relevant.

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The challenges I set for myself are 1) observation, 2) summaries, and 3) conflict management.

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1. While I love a heated debate, I generally tend to avoid conflict situations, particularly because I don’t like it when I upset people, and I don’t like it when people disagree with each other over silly things. This means that I often will hold back my emotions, which is not always healthy in the long-run because it allows tensions to build up. I have also recognized over time that I tend to get angry really quickly if I am in a conflict situation, so this has helped me learned to take a few minutes to gather my thoughts before approaching someone

2. Since I don’t like it when people get upset, it is my tendency to try and resolve conflicts, so this is something that could be challenging as a facilitator if I get the urge to intervene or encourage people to resolve their differences. What is also another challenge is that I am aware of my urge to step in, which takes me to the opposite extreme--I may not intervene at all because I don’t want to get in the way, even if it’s necessary!

3. I can do the following:

- Regularly remind the participants that conflict is a good thing and that we shouldn’t be afraid of it. Without disagreement, we wouldn’t have the opportunity to learn from each other, have our beliefs challenged, and understand why we think the way that we do.

- Draw attention to the fact that the topic that is making people have strong emotions is an important one, and try to have everyone express their feelings by doing a round when things are heated or if the conversation is going in circles

- Continually summarize the conversation and reflect back the emotions in the room since it may become increasingly difficult for participants to listen actively once their feelings are heightened.

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1. Power dynamics could be beneficial or harmful to the group discussion depending on how the facilitator or the group addresses them. If not acknowledged, power dynamics, particularly imbalances, may prevent a group from having an honest and open dialogue. Recognizing and working with these dynamics could lead to a fruitful conversation about why these dynamics exist and whether they are reflective of any broader trends, stereotypes or patterns of behavior.

As a facilitator, I think it would be important to do an identity exercise with the group towards the beginning of the program understand how the participants see themselves. In addition to listening to students’ remarks and observing the patterns of the conversation, this kind of activity could help the facilitator assess the sort of power dynamics exist in the group. For example, if I know someone identifies strongly with her gender then I would have a better understanding of how this affects her perception of her own power within the group.

The facilitators, in my opinion, have a unique role to play when it comes to power dynamics since they have the benefit of being neutral and multipartial. They can vocalize any sort of power imbalances within the group, particularly if these dynamics exist (or are very obvious) but the participants feel uncomfortable bringing them up and discussing what they mean or where they come from.

2.  A few things a facilitator could do are to encourage role reversal or reflection on the words that were used. For instance, I would first acknowledge the existing power dynamic and have the two groups (the “powerful” and “less powerful” groups pretend that they are a member of the opposing group). I would then repeat the provocative term back to the group, taking particularly care to ensure that the person who said it heard. Then I would ask him or her, “Now that the phrase has been repeated and you are pretending that you are a member of the opposite group, how does it make you feel?” Or, “if you were a member of the other group, how would you have responded to your own comment?”

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Activity: Power Dynamics in Cross-Cultural Dialogue - Sule 

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Activity: Power Dynamics in Cross-Cultural Dialogue - Sule 

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1.     Power dynamics are inherent in cross-cultural dialogue. What does this mean for the dialogue itself, and to the role of facilitator?

a.     Power dynamics in the group have a crucial role in shaping the group process, how the dialogue progresses and learning through dialogue.

b.    It is important that the facilitator notices these dynamics that can negatively affect the group process and address them in a constructive way. It is also important for the facilitator to remain neutral and multi-partial so that they are not contributing to the power imbalances which may affect the views of the participants in terms of honesty and openness which would undermine the idea of safe space, and therefore lead to a lack of engagement and trust among the group.

2.     What can you do as a facilitator if someone uses a provocative term that seems to reveal a power dynamic?

a.     When someone in the group uses a provocative term, I can name that there is disagreement and reflect back, I can normalize the conversation by helping participants to acknowledge that conflict is normal due to the nature of the issue being discussed, and also ask everyone to say what they think/feel about the issue.

b.    I can ask “I am noticing that when X mentioned XYZ people had a really strong reaction. What do you mean when you say XYZ? What do others think/hear?” or I can say “I am noticing a pattern that students from the West are always answering first to questions, why do you think this is? Or “What are some examples of power or lack of power?

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Activity: Conflict Comfort Level - Sule 

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Activity: Conflict Comfort Level - Sule 

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1.     Reflections on your conflict comfort level: how ‘normal’ it is in your life; how you normally deal with it and how conflict or disagreement makes you feel?

a.     As I mentioned during our training I believe my comfort level with conflict depends on the person/issue. Due to my origin I’ve experienced conflict quite often and I consider it normal in my life. It is also normal in my professional life.

b.    How I deal with conflict again depends on the situation and has changed over the years. When I was younger I used to get frustrated very quickly. Now, if the person I am having the conflict with is open to discussing the issue respectfully then I always try to find a common ground, or at least try to understand their point view, even if I might not agree with it. However, sometimes people can be very difficult to communicate with, especially if they are not willing, and when that happens I sometimes get defensive.

2.     How do you think your comfort level affects you as a facilitator (what kind of facilitator does it make you)?

a.     Even though I sometimes may be uncomfortable with conflict, I think as long as I remind myself my role as a facilitator and get to know the participants, and have good understanding of what might trigger them I will be able to manage the conflict situations well. I’ll also have to remember that I have to be neutral and multi-partial.  I am sure it will require work and practice on my part, but with time I hope to get better at it.

3.     One thing you can do as a facilitator to ensure you acknowledge and manage emotions constructively.

a.     I believe I will need to be good at observing participants’ reactions, as well as their body language. Reflecting on the discussion and reframing can also be good tools to acknowledge and manage emotions correctively. It is also important to for me to be self aware re how I react to strong emotions myself.

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1. The presence of power dynamics affects the group's ability to have a good discussion and learn from one-another on an even-playing field. The facilitator's role is to notice the imbalance, acknowledge it and invite others to do the same, and use the expression of power (or lack thereof) as an opportunity to move the conversation forward and build trust among discussants.

2. In the event that someone uses language that triggers others in the group, I can intervene (although not as sustainable), make an observation and pose a question, ask about personal experiences with feelings of powerlessness, and reflect on the dynamic further with my co-facilitator.

One example response could be: "I am sure some of us felt a little shocked by what so-and-so said, but I noticed that not everyone reacted in the same way. Did anyone else notice that? Why do you think that is?" Follow up with: "What does it mean be powerful? Are there certain contexts in which you are more or less powerful? Why do you think that is?"

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Conflict Comfort Level Reflection (Lindsey)

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Conflict Comfort Level Reflection (Lindsey)

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1. Growing up, conflict (and emotional responses) were not normalized in my life. Most conflict in the family or with friends was either not surfaced or dealt with in privacy, so I had few examples of how this worked. In my adult life, I have been confronted with all kinds of conflicts both professionally and personally and these experiences have greatly increased my understanding of and level of comfort with conflict. These experiences have changed my opinion of conflict as something that is "bad/hurtful" to something that is "potentially productive if surfaced and managed," especially among people who are close to me.

2. As a facilitator, I probably still have work to do to allow these dynamics to flow in groups that I don't know as well, but I am trying to actively practice techniques for addressing conflict in such situations.

3. One thing I am experimenting with is noticing and naming both power imbalances and emotional responses, then turning them into a question.

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Fishbowl practice Shant - from Rafael

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Fishbowl practice Lindsey - from Rafael

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Fishbowl practice Cherif - from Rafael

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Fishbowl practice Tracy - from Rafael

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Fishbowl practice feedback for Patricia - by Rafael

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Fishbowl practice feedback for Sule - by Rafael

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Feedback to Sule and Patricia on Fishbowl Exercise (Lindsey):

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Feedback to Sule and Patricia on Fishbowl Exercise (Lindsey):

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-       Sometimes participants may react to conflict silently and may retreat from the discussion (without overtly saying it). Just because people aren’t yelling at each other, doesn’t mean that people aren’t being triggered. Use the chat box in order to connect with people and make sure they’re all right.

-       When your questions don’t necessarily help shift the discussion, make observations that take the emotional temperature into account. Do a round of check-ins to see how people are feeling, say something about what you’re observing about the emotions or parallel discussions in the room.

-       I agreed with Rafael’s suggestion to start with the more basic term “equality,” rather than “gender equality.”

-       “Interrupt” earlier to control the conversation a little more so that people don’t shut down.

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Because everyone's experience with life is different based on where they are born, in which faith, in which social and economic status, in which era, it is unfair for people to be discriminated against or judged for what they truly believe it. The issue of which religion is the "most accurate" has been around for ages, and it will never be solved merely by the fact that no one knows what happens after death. This therefore puts an unrealistic expectation on humanity to "figure out" what is the right way and to preach it for everyone to follow it. It should be a person's right to believe and practice in the method that makes their own life better (which is entirely subjective) and no one should be judged for it.
I think people with different religions can coexist without causing harm to others and it triggers an emotional reaction from me because it's unfair.

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1- Can you tell all of us how you have reached this view point (and mirror what they said to them and the rest of the group)? What are the experiences you've gone through that have led you to believe that chocolate cake is the best?
2- Is it possible that this is as a result of your experience and your context only, and that other could potentially have a different perspective? How would you think being in another person's shoe, that has a different experience, affect your judgment or view point of this topic?
3- How would you in your won words, explain this stance to someone who has never heard of this? How do you think you could support this point of view?

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I am aware that difference affects positively and negatively. I am not easily negatively triggered but I think due to my education and environment, I might be triggered by any identity-based discrimination. The world in my perception like a carpet owes its beauty to the diversity of the elements of which is made specially human beings diversity in colors, languages, religions and other identities that shape their personalities and minds. Tolerance towards difference must not be a favor but a duty of everyone to their fellow human being.
Being emotionally triggered may affect my kinesics( body language). My tone could change. Anxiety and frustration may surface on my face. I may loose my neutrality and be judgmental affecting by the way my neutrality and multipartiality.

2. Some strategies, I can use so that being triggered won't affect my facilitation is self-awareness: knowing what triggers me and when I am triggered; Being aware of my role as a facilitator and compose myself by stepping back, taking a deep breath. Trying to listen actively to what is being said and to understand it without being judgemental will be useful to overcome a trigger. Reframing what is being said could lead to a more understanding of what is said and to perceive it differently.

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Fishbowl Practice Shehreena - from Lisa 

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Fishbowl Practice Shehreena - from Lisa 

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1. It sounds like x adores chocolate cake. I am just curious to know what others think about 'chocolate'.

2. Are you saying that you won't go for anything else than chocolate? Am I right? Can you just tell the group how you came to love it?

3. You love chocolate cake. right? Have you ever met a different opinion about chocolate cake?

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1. A strategy to promote "Good discussion" that you found EFFECTIVE.
I think the strategy of asking people their "personal connection" to the topic discussed might be effective in that it allows in-depth discussion of the topic and encourages people to come forward and tell their experiences. Some participants may be introvert and avoid being the first to share but by listening to others doing so may encourage them to do the same. Sharing personal experience is also EFFECTIVE for building connections and trust between participants as they may discover commonalities or differences. Learning about differences is effective because it challenges critical thinking.

2. A strategy to promote "Good Discussion" that you found SURPRISING
A strategy I found surprising is that of attributing the opinion of the facilitator to an outside resource but I do think it is interesting as it allows the facilitator to encourage good discussion while sounding neutral. Tales are often loaded with wisdom and people enjoy it and a tale or even a 'quotation' brings another.

3. A strategy to promote "Good Discussion" that you think might be DIFFICULT

A strategy that I find difficult is that of challenging people's ideas or opinions with enough tact so facts are not brought in to the discussion because people tend to refer to authority to support their ideas and positions.

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A strong preference for chocolate cake was expressed and this is a safe place for everyone to explore differences and learn commonalities that you may share with one another. As a group let’s dig deeper into the topic of desserts further…

1. What is your experience with chocolate cake?

2. What feelings come to mind when you eat chocolate cake?

3. What challenges could come up for individuals around eating chocolate cake?

4. What other types of desserts might others enjoy?

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The possible questions I would have would be......

1) I understand that you seem to have a strong inclination towards chocolate cake, how come?

2) Do you like other chocolate desserts, or is your preference only limited to chocolate cake?(If they do like other choco products then ask... ) What are they? (if not, then ask ... ) DO you like other cake flavors, if so what are they?

3) What would happen if you suddenly became allergic to chocolate, and could no longer enjoy chocolate cake?

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1. “Thank you for sharing your opinion. From what I have understood, you’ve said that you prefer chocolate cake over any other types of dessert. Is this always the case?”

2. If the student says it is in fact always the case, I would ask something like, “Could you share with the group what led you to this conclusion?” or do a role reversal by asking, “How do you think someone who feels that ice cream is the best would respond to someone who said that he or she only likes chocolate cake?”

3. I would turn to the the group to bring in other opinions: “What perspectives about dessert are discussed in your community? Is there one common opinion? Where do these perspectives come from?”

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1. You go to an event, and you are craving for a dessert but chocolate cake is not an option, what would you pick?

2. Have you always preferred chocolate cake for dessert, or was there a time when you preferred something else? If so, what made you change your mind?

3. Can you describe chocolate cake vs. red velvet cake?

4. If a research concluded that chocolate cake caused cancer, what other dessert would you choose as an alternative going forward or would you not have dessert at all?

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What 7 elements of your identity did you choose?why?
a. male, student, teacher, researcher, malian, african, muslim.
I chose these identifiers because they are key elements in my life. who I am, what I do, where I come from and what do I believe.
2. Male, Malian and student.
I kept these three elements because these are key identifiers of my person specially now because I'm immigrant with a passport and visa. Where I come from and what I do are important.
3. Well, it was not as easy as it seems. There are elements I wanted to add, some I wanted to keep but the list is limited.

Reflections
It was interesting to see how many identities can one person bears. I learned from the process that although we have several identities, they are not of equal importance. I have noticed that identities may vary from situations. For example, I would not need to say I am Malian if I were in a group of Malians or students in class or muslim while praying in mosque. My takeaway from this activity is that there is no obvious meaning to identity if taken out of context but also that we all have common as well as different identities.

Section2

One example of identity threat in the media is the ban of funding abortion or funding NGOs promoting abortion outside the United states. This ban is not only an identity gender-based threat as it could be considered so but also an ideology based identity threat. Following Trump's inauguration, hundreds of thousands of women marched in Washington protesting against Trump's discriminatory policies towards women but I think such a ban is also an ideology based identity threat for all the people who believe in the freedom of choosing for themselves and their bodies. For example, those physicians, politicians and associations and political liberals who advocate for such rights may feel threatened as well as husbands who may need to plan their family.

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1. The only analysis is what is wrong about an issue, and not thinking of possible solutions?

As a facilitator, I may something like, well, I notice that you all guys are familiar with the issue. Now could we think of any possible solutions? Do you think there is anything to do to bring about some alternatives?

2. The only analysis is rational, lacking any expressions of emotion?
I will say : you did well guys. you discussed the issue well. I know the topic is interesting. I am impressed by your analysis. Usually such a topic entails some emotions.Is there anyone who wants to share their feelings after the topic was discussed?

3.The only analysis is focused on viewing the topic from the perspective of religion and religious beliefs?

The discussion I'm hearing seems more focused on a religion point of view or religious beliefs. I appreciate it though. However, have you ever looked at it under another angle. Can't we approach it differently or if you want explore it deeper, what if we look at it as a concern of...., an issue of culture, anxiety or fear, for example, mainly when talking about issues in cluster 2 such as "trump ban" etc...

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I could say, "What do others think about chocolate cake?" If they all agree, then say, "It seems like there's a lot of agreement in the room. I'm going to challenge you think a little deeper about this. Imagine you are a cheesecake instead, how would you feel if people only ever wanted chocolate cake?"

OR
"Do you think this preference for chocolate cake is representative of your family's views, too? Why or why not?"

OR
"It seems like you feel very strongly about chocolate cake. Could you share with us how you developed this preference?"

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Feedback on fishbowl practice - (Evelyn)

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Hi! My name is Cherif. I come from Mali( West Africa). I am student in conflict resolution, 1st year, master's degree program. Mali, my country, like others in Africa are experiencing post-colonial conflicts. This situation triggered in me the need to understand conflicts and how to solve them. I believe in dialogue as a tool of understanding each other and Soliya is an opportunity to learn and share knowledge. I am open to discuss any topic. So, don't hesitate.
I'm very excited to be with you all guys!

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Solo Facilitation Feedback: Nadine - By: Heba

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Solo Facilitation Feedback: Nadine - By: Heba

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1. The only analysis is what is wrong about an issue, and not thinking of possible solutions?

I would say something along the lines of “The group has had a robust discussion identifying what is challenging about this issue. How might these challenges be overcome? How could these challenges be addressed?

2. The only analysis is rational, lacking any expressions of emotion?

This has been a great discussion. Take a moment and observe your body… is it tense? relaxed? how is your breathing?  What is your emotional reaction to this issue? (Mirroring participants behavior may be helpful in this scenario )

3. The only analysis is focused on viewing the topic from the perspective of religion and religious beliefs?

I noticed that the ideas that are being presented are centered on religion and religious belief. What are assumptions underlying this point of view? What could be other viewpoints not represented in this discussion?

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Reflections on "Good Discussion" (Tracy) 

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Reflections on "Good Discussion" (Tracy) 

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1. A strategy to promote "Good Discussion" that you found EFFECTIVE.

The idea that all participants have life experience in common and that a good discussion is where everyone can learn from each other. That concept can really set a positive tone while also empowering the participants to have a voice in the discussions.

2. A strategy to promote "Good Discussion" that you found SURPRISING.

The modeling strategy where you ask all the good questions you can think of and then encourage the participants to do the same was new to me. This reminds me a little of brainstorming where instead of using ideas to promote a group discussion you are using questions. What I appreciate about both modeling and brainstorming  is it creates group buy-in while also fostering creativity.

3.    A strategy to promote "Good Discussion" that you think might be DIFFICULT.

The devil’s advocate role is not a role that I usually tap into, but I can see how important that role is to promote a good discussion and bring in outside views to help the participants think critically and broadly.

4.    Any questions you might have around promoting "Good Discussion"?  No.

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1.    A strategy to promote "Good Discussion" that you found EFFECTIVE.

I must say that promoting individuality seems to be an effective way to promote good discussions, as participants will be able to share their ideas/opinions on topics freely. Which, I think, will encourage the whole group to have an open mind when listening to the various ideas others have, even if they do not share the same view points.

2.    A strategy to promote "Good Discussion" that you found SURPRISING.

Well, what I found surprising was that it is beneficial to the group to not present facts, rather, gear towards opinions. As well as not sounding like an expert. And reflecting on this, it really makes sense, as facilitators are really trying to get people to discuss their ideas, and promoting facts/sounding like an expert would be contradictory to this process.

3.   A strategy to promote "Good Discussion" that you think might be DIFFICULT.

I think that a difficult aspect that I foresee would maybe the ownership, and or participation. Just because people need to be in the mindset that they need to be part of the discussion, and owning up to their rules/goals that have been set.

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1.     The only analysis is what is wrong about an issue, and not thinking of possible solutions?

Perhaps briefly summarize what has been said about the topic, and also say that it has been really good discussion, but can we now think of possible solutions that may help the topic. “

2. The only analysis is rational, lacking any expressions of emotion?

I think it would be good to ask the why questions here. So if a person states “ I need to be there on time.” I think it would be a good idea for the facilitator to ask “Why?” as this will allow the person/persons, a chance to give the emotional response, or at least getting to why it is important.

3. The only analysis is focused on viewing the topic from the perspective of religion and religious beliefs?

Perhaps, acknowledge their point of view, while asking them what other issues might be present. So perhaps bring in the perspective of gender, or maybe human rights. Always respectfully of course.

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SECTION 1

What 7 Elements of your Identity did you choose? Why?

a.     Female, American, Hispanic, survivor, family oriented, creative, conflict resolution student/grad

b.     These identifiers for me are not in any particular order, I just selected these of the top of my head. I would pick these things if I were having a conversation with someone about who I was. I am female, Hispanic, and American, I have survived many things some things not so pleasant, but I am still here. I believe in the family unit, its very important to me actually, and also being a student/recent grad of peace and conflict studies is also something that I would say.

What 3 elements were you left with? Why were they the most important to you?

a.     Hispanic, survivor, family orientated

b.     These were more important to me because they tell the story of where I came from. We are all really only stories, so to me this sort of tells who I am as well as where my past is.

How was the process of selection?

Initially, it was not too bad, but getting to the bottom three was kind of difficult. I kept taking things away and putting things back. In the end I kept only those that I couldn’t do without. Like was I going to really put creativity before family? Not really. But would I put family over female? That was a bit harder.

Reflections

This activity is harder than it looks. At first I thought it would be super easy and I had this. But in second and third looks, it became difficult. Because you are literally needing to narrow down to 3 things that make you who you are.

SECTION 2

Executive orders by Donald Trump: Refugee/Immigration ban for 90 days, cutting funding for sanctuary cities, etc.

Even though this ban in face value target people coming from Muslim countries, it also impact others that have the infamous green card, which permits them to work here in the US legally. In addition, the other orders he has approved, are targeting populations that are minorities, in particular the immigrant populations both that are legal and illegal. This in turn promotes a fear/ hatred towards people that come from these targeted groups. It affects everyone, because some think that being American is being white, and speaking English only, while the truth remains, that the US does not have an official language as it is a melting pot of people. Communication is then affected and people can not have honest conversation on this topic.

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1. The only analysis is what is wrong about an issue, and not thinking of possible solutions?

“We have heard a number of opinions related to this issue, and you have all done a great job of identifying the related problems.We have yet to discuss how we would address these challenges. What do you think could be some potential solutions to the problems you have all identified?

2. The only analysis is rational, lacking any expressions of emotion?

“I’ve noticed that there has been a lot of analysis of this issue. Let’s continue to reflect. How does this make you/your friends feel? Has this issue affected anyone close to you?

3. The only analysis is focused on viewing the topic from the perspective of religion and religious beliefs?

“The conversation I’m hearing has largely been from the lens of religion. Let’s try and bring in other perspectives. How would we view this from a political/historical/cultural/gender, etc. perspective? How would someone in xyz country/a political decision-maker/a man vs. woman, etc. view this issue?

Frame examples: If we take the topic of immigration laws, we can view it from several frames, including national security, political change, human rights, religious discrimination, etc.

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I had trouble identifying a difference that would be a trigger for me since I have always been in diverse environments. Except something that always, always haunts me is the issue of child and female abuse. Even as I am thinking about it, it causes a bit of anxiety, so there is no question in my mind that this is a trigger.

This picture I think correctly reflects my fear, at both a personal and general level. To me kids should not live in fear, as they are only kids.

Honestly I think that if any of these situations were to come in the facilitation, I think, that a possible reaction would be to get a bit defensive of my position or what I think is right in the situation. It also might just make me a little sad, which is more likely, to the point I might cry, and I'll come off as a bit of an emotional reck(really hope not!).

I think that in order for me not to affect the facilitation negatively, it would be wise to remind myself that it is a safe place for others and not necessarily myself to talk about their issues.

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PART 1

1. Woman; Lebanese-American; Catholic; Daughter and sister; Student; Teacher; Analyst and Researcher. These seven elements are important to me because they reflect several key components of my life--how I have always viewed myself in the most basic sense (as a Catholic Lebanese-American woman); how the most important people in my life (my family) view me; what I am currently doing on a day-to-day basis (studying and teaching); and what I spent much of my time in the past doing (researching).

2. Woman; Catholic; Daughter and Sister. It was easy to get rid of certain things that are not truly fundamental to my identity--like my current or past jobs--as these things will change over time. The three things that I was left with will not change and I cling to them more than the others!

3. I felt that choosing only seven things was really difficult! I wrote down the first seven that came to mind but if I had more room (or time!) I would have added some more things related to personality traits or interests. I suppose that it was really telling that I didn’t choose these personality related elements of my identity first and rather chose several things related to my present/past career!

Reflecting on our identity is important because it not only raises our self-awareness, but also helps those around us to understand the lens through which we are approaching a conversation. It is also a way for others to learn more about where our assumptions, opinions or even our biases our coming from. If all group members are open to sharing information about their identity, this honest discussion is helpful in building trust with others. It could also be an interesting exercise in testing our assumptions about each other, as someone in the group may assume something (correct or incorrect) about me, and by reflecting on my identity, this person can understand how I actually view myself.

PART 2

One example of identity threat in the media (which only happened today) is Donald Trump’s immigration ban. This is not only a threat to the identity of immigrants and refugees, but also a large threat to the identity of Americans who associate themselves with certain values that the current administration’s policy may not reflect. This affects communication in a negative way because it is further dividing Americans (and non-Americans) who may now be even more reluctant to have honest conversations with each other.

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Reflections on "Good Discussion" (Patricia)

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Reflections on "Good Discussion" (Patricia)

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1.    A strategy to promote "Good Discussion" that you found EFFECTIVE:

Playing devil’s advocate in order to enrich the discussion and ensure all perspectives (including those of people not present) are heard. This is also a good way to ensure that the facilitator remains curious and engaged without necessarily providing his or her personal opinion.

2.    A strategy to promote "Good Discussion" that you found SURPRISING.

Meta-discussions as a way to reflect on what the participants want to learn and get out of the dialogue. Prior to watching this video, I would have thought that we should only use this strategy at the end of the session but perhaps if the conversation is slow or going around in circles, it would be beneficial to pause for a few moments to assess the state of the dialogue.

3.    A strategy to promote "Good Discussion" that you think might be DIFFICULT.

Challenging an idea vs. challenging the person whose idea it is so that he or is does not feel like they are being interrogated or ganged up on. I think this could be difficult since you may upset a person if you do not reaffirm that you are trying to understand where his/her ideas came from rather than proving them right or wrong.

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I am easily triggered when talking about issues affecting women’s and girl’s rights, especially in conflict situations. A current example of this is the state of refugee women and girls who don’t have access to education, sanitation, healthcare, etc. In conflict situations they are particularly vulnerable and are less likely to have access to basic human rights. They are also excluded from participating in key decisions on issues affecting them. Women and girls are more likely to be subject to human trafficking, exploitation, violence, etc. I believe the picture I chose, which reflects on child, early and forced marriage, summarizes the points I mentioned above. Denying women and girls their rights disallows them to reach their full potential. This is both a breach of their human rights, as well as a threat to society’s development, which continues the cycle of violence against women and girls.

Being emotionally triggered could affect me as a facilitator; and

·      I could become defensive/participant;

·      I could lose my neutrality;

·      Affect my body language, tone…Make it difficult for me to actively listen to the discussion fully.

What are some strategies you can use to ensure it won’t affect your facilitation negatively?

·      Remind myself of my role as facilitator, and have empathy.

·      Do the self-awareness activity before a session to remind myself what triggers me both positively and negatively and how I can navigate around it without affecting my facilitation and remain neutral and multi-partial. It is also important to know how being triggered affects my tone and body language.

·      Remind myself that I can learn new things from others and their viewpoints.

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1.     The only analysis is what is wrong about an issue, and not thinking of possible solutions?

a.     “I’ve noticed that so far we have talked mostly about negative aspects of the issue, are there any positive aspects as well? If not, how would you address those negative aspects? What are some possible solutions?”

b.     I also think it is important to recognize the different identities in the group. For example, if we are discussing an issue related to women’s rights and all the participants are male it would be important to have them think about how women might see that issue.

2.     The only analysis is rational, lacking any expressions of emotion?

a.     “What impact does … have on you or your family/community?” “Why do you feel/think this way? Do you have any examples of what do you mean you could share with us?” Or “how would you feel if…?”

3.     The only analysis is focused on viewing the topic from the perspective of religion and religious beliefs?

a.     I think here it would be important to bring in different perspectives – women’s rights, human rights, science, freedom of speech, etc. I could ask “As I understand, you are viewing the topic from the perspective of religion, how would you address it as a women’s rights issue?” or “Does this issue contravene with…? If so, how do you think this affects how you think about the issue?”

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1.     A strategy to promote "Good Discussion" that you found EFFECTIVE.

a.     Promoting individuality – although it might take time for participants feel safe and trust each other with their ideas, I believe promoting individuality is very important. Not doing so might keep participants from sharing their own opinions/feelings and make them feel that they should have certain positions instead due to their backgrounds. Also not having individuality in the group can keep the discussion from developing in a constructive way which defeats purpose of the program.

2.     A strategy to promote "Good Discussion" that you found SURPRISING.

a.     Meta-discussions – I found introducing meta discussions as an intervention surprising but I believe it can be a very useful tool to reflect on and understand what is being discussed.

3.     A strategy to promote "Good Discussion" that you think might be DIFFICULT.

a.     Not placing emphasis on facts – I think this might be difficult for me to do when I am triggered during a discussion. I must remind myself that I need to be neutral as facilitator and not become participant myself. Perhaps that can be a good time to play the devil’s advocate.

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1.     Think of one current example you can see of identity threat in the media. Share it – or a link to it – with the group.

a.     New US presidency

2.     How do you think that identity threat affect communication on this issue in the media (or in your nation/community)? Why?

a.     After the elections I was surprised to see how divided the US was. I was especially surprised to see that division among my friends, even affecting their relationships with their families, and in turn how those differences shaped their actions.

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1.     What 7 elements of your identity did you choose? Why?

a.     Turkish-American; Female; Aunt; Family-oriented; Ballroom Dancer; Global Citizen; Researcher

b.     I believe my nationality is a big and very important of my identity, but being Turkish doesn’t completely define who I am as I’ve been living in the States for almost 18 years now and have been immersed in American culture and values. My gender also defines my identity. I love spending time with my family, especially my niece, and try my best to be a good role model for her. I love the arts, especially dancing, and I strongly believe in the communicative power of the arts to advance social change. I consider myself a global citizen because I respect and value diversity and believe in being an agent of change to make the world more equitable and sustainable place. Lastly, I chose researcher as an element of my identity because I am always curious to learn something new.

2.     What 3 elements were you left with? Why were they the most important for you?

a.     Turkish-American, Family-oriented, Global citizen

3.     How was the process of selection for you?

a.     There were many other elements of my identity that I wanted to include and it was hard to leave them out. It was difficult describe who I am in 7, and then 3 words, as I am all but also more than those elements. The selection process felt as if I was simplifying myself.

4.     Any personal reflections or things learnt you want to share?
a.     When I was left with the three elements I thought about how others would define me in three words, and I believe dancer would be in the top three. It was interesting to see how much of one element of my identity I show to people and how much of the other I don’t.

5.     Also, please share your thoughts on why reflection on one’s identity is important in cross-cultural dialogue (both to participants and facilitators alike)?
a.     Reflection on one’s identity is important because it helps us to understand how our identity shapes who we are as a person, our values and how those values in turn shape our lives and relationships. Reflection also helps us to be open-minded and try to understand why other’s view things the way they do. Reflection on one’s identity is important in cross-cultural dialogue because people have different life experiences and it is important to be able to openly and safely discuss things. I think self-reflection is also a good way to promote individuality.

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What 7 elements of your identity did you choose? Why?

1) American, 2) female, 3) dancer, 4) conflict resolution professional, 5) family-oriented, 6) strategist, 7) creative

What 3 elements were you left with? Why were they the most important for you?

1) Family-oriented, 2) creative, 3) American

How was the process of selection for you?

There were many other elements of myself that I had to leave off the list.

Any personal reflections or things learnt you want to share?

There were several characteristics that I thought of that only come out when I'm with certain people or in certain situations, showing the fluidity of identity and how identity is also shaped by human interaction. Identity is somewhat learned in this sense. While my core identity stems from my upbringing, newer aspects of the my identity have come from my education, travels, and work.

Also, please share your thoughts on why reflection on one’s identity is important in cross-cultural dialogue (both to participants and facilitators alike)?

Dialogue is an opportunity for people to come into structured contact with one another in ways that may shape identity in some ways. Thinking about identity makes us aware of how we can positively influence others and vis-a-versa.

One identity threat in the media is the new US president (or public officials in general). There is a widening divide in the US between people of different political identities and it is becoming even more salient than race. Both sides of the political spectrum feel extremely threatened by the elected officials representing the other group, regardless of the 'facts' that media can establish, which is generating serious problems for us as a nation.

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This is a very thoughtful response. I am sure you are not the only one having difficulties hearing sexist comments or witnessing sexist attitudes. Like we said on session, the key is to be self aware of one's reactions and to turn disagreement into curiosity, while relying on the group to instill more wisdom. Which is exactly what you're suggesting. Rafael

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Reflection on Good Discussion (Lindsey):

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Reflection on Good Discussion (Lindsey):

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1.    A strategy to promote "Good Discussion" that you found EFFECTIVE.

Ask the group, "Why do you think that is the case? Where do you usually turn for information on this topic (including people, your social networks, etc.)? How do you think our sources affect the way we think about certain topics? Do you think this is also the case as we discuss X?" I also thought that it was a good idea to preface my questions to the group by framing them as a product of my own curiosity/desire to learn from the group, rather than from an accusatory position.

2.    A strategy to promote "Good Discussion" that you found SURPRISING.

That facilitators are not supposed to introduce facts into the discussion was surprising to me. It will take practice to learn how to deflect this and rather ask the participants to respond instead.

3.    A strategy to promote "Good Discussion" that you think might be DIFFICULT.

I think being able to congratulate the group on taking ownership is difficult to do in an authentic way, especially in the early phases of building trust. I think appreciative inquiry approaches can be useful in some circumstances, but are not necessarily applicable to every audience.

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1.     What is wrong about an issue, and not thinking of possible solutions?

I would say, "I think it is really important that we're able to identify gaps and challenges related to this issue. What do you think are some possible solutions to the problems that you raised?...If you had a magic wand to change one thing about this issue, what would it be? How might you go about making that change?"

2.     Rational & lacking any expressions of emotion?

I would ask, "Who do you think is personally affected by this issue?...How do you think they are feeling about the current situation, and why?" OR "Do you know anyone who is personally affect by this issue?" OR "How do you think where you are located has an effect on our feelings toward certain issues?" OR I would ask them to take 2 minutes in silence to write down key words that come to mind when thinking about this topic (i.e. free association) then discuss to explore the differences in emotion in the group.

3.     Focused on viewing the topic from the perspective of religion and religious beliefs?

I might ask, "How do you think our religious or spiritual beliefs change how we see this topic?...How might someone from a different faith than yours conceptualize this topic? Do you think they would see it the way or differently?" OR "Imagine you were speaking to a friend of a different faith background. How might you go about explaining this issue to them?"

Possible frame from Connect program: Viewing things only from the perspective of one's own nationality without regard for other country contexts.

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Because I am unable to join you tomorrow, I wanted to post my response to, “What difference is so important that it might cause an emotion trigger?”: I think gender is one of the key differences that people have. As a result, I find sexist comments very difficult to react productively if I hear them in conversation. A corollary to this is the challenge of facilitating groups or discussions that are gender imbalanced, especially when it tilts toward an all-male, cisgender, heterosexual group (toward the generally dominant group in society). There are differences between ways of communicating, differing levels of privilege/advantage, etc. that make it challenging to want to be part of such a group and to even take it seriously. Although race is a social construct worthy of criticism in its own right, when added to gender and the majority of the group is both male and white, I find my own biases and frustrations kick in in ways that are not necessarily productive. I think one of the ways I could possibly deal with this is playing "devil's advocate" and asking the group things like: "Do you think that there are other viewpoints that need to be in the room?" "How do you think a transgender person might think about what you just said?" "Putting ourselves in someone else's shoes, what do you think a woman would do differently in this situation?" Hopefully those kinds of questions would not only help the facilitator understand why they might think they way that they do, but also to lead them to the obvious that a greater diversity is needed in the dialogue or that perhaps they're not as self-aware as they need to be about sexism. I am curious about tips for how to handle such a situation when a person is intransigent, using jokes to cope, and not willing to think critically. - Lindsey

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Hello group 2. I will be the other co-trainer for your group. I have been engaged with Soliya for almost four years now. I hope I can disseminate all the knowledge and experience I had so far with Soliya in our training. Also, to make sure that your diverse backgrounds would make a very useful factor in our learning process! Looking forward to working with you all :)

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Hey there! This is Shant. Born and raised in Aleppo, Syria but I currently live in Beirut Lebanon. I work for Search for Common Ground on peace building and conflict transformation projects in Lebanon. I have been a facilitator for couple of years now, I enjoy being in a group dynamic and interactions with youth. I enjoy difference and that is why I want to take this course, to learn about difference and how to deal with difference. Looking forward to meeting and working with all of you.

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Hi everyone, my name is Tracy and I am originally from a tiny town in Florida called Niceville and now live in Annapolis Maryland. As the product of a military family I learned early on what conflict can do and how expansive its reach is.

I am taking this training because I feel it is important to have skills to be able to communicate with people from different walks of life in a way that leads to learning and understanding. My passion is in conflict resolution and interpersonal communication. I have been fortunate to be able to spend a majority of my time working with the Maryland mediator community to ensure that citizens have alternative means to resolving conflicts outside of the courts. I also work with people on an individual level to coach them on ways to prevent, resolve, and explore conflicts in order to learn their triggers and was to handle conflicts constructively.

My hope is that I can bring some of my experience in the field of alternative dispute resolution to this training and help others pursue their passion in conflict resolution as well.

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Hi everyone. I’m Nadine. I consider myself a lifelong, connected learner and a citizen of the world. I studied International Relations, History and Communications as an undergrad at The American University in Cairo (AUC) and am now pursuing an MA in Educational Leadership with a concentration in Higher Education. In my studies, I examine topics such as international reform in education, policy borrowing and analysis. I currently work in faculty development helping professors design courses and use educational technology in innovative ways that empower students to become lifelong learners. I am an aspiring educator and hope to gain experience in facilitating cross cultural dialogue with the aim of empowering the global community.
Excited to be a learner in  this group, and can't wait to meet you all!

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Hi there, My name is Lindsey and I am also from Los Angeles, California, now finishing a master's degree in peace and conflict research at Uppsala University in Sweden. My most recent work involved applying arts-based approaches to long-term reconciliation and dialogue  in rural and urban areas of South Africa. Most of my experience has been in U.S. foreign policy and in Central and South American community and youth development. In this course, I hope to hone my ability to work with all kinds of people in dialogue by practicing various facilitation techniques and knowing when to use them. I hope to leave this course feeling more comfortable to facilitate dialogue even among adversaries.

Looking forward to meeting you and working together!

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Hi, my name is Evelyn. I was born in Los Angeles, California. However, now I live in both Portland, and Albany both located in Oregon. I am taking this training as I have completed my master degree in peace and conflict studies, and wish to obtain further training in facilitation/mediation, as during my program, I was introduced to various styles of mediation.

I want to learn more about different styles of mediation. As, I would like to be a mediator/facilitator in the future.

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Hi this is Sule. I was born in Turkey, and moved to the United States when I was 11 years old. I am currently working at an international development and humanitarian organisation that works to advance children's rights and equality for girls. I am also getting MPA degree at NYU's Wagner School of Public Service, specialising in Social Impact, Investment, and Innovation.

I am taking this training because I really believe in the importance of cross-cultural dialogue especially given that as we see globalisation bringing the world’s citizens closer than ever before it is also widening the division among them. Cross-cultural dialogues helps build critical thinking and empathy and Soliya provides its trainees with skills that are necessary to foster productive dialogues that does not divide us even further but brings us closer through empathy, mutual respect, and understanding.

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Hello! I'm Patricia and am a graduate student studying economic development at Columbia University in New York. I was born and raised not too far away in the bucolic state of New Hampshire where we have lots of cows and ice cream. Prior to graduate school, I worked as a Middle East political analyst and coordinated student programs at Tufts University.

I learned a great deal from participating in the Connect program as an undergraduate student many moons ago, and I have decided to return to Soliya because the the program was eye-opening for me. The weekly discussions gave me an opportunity to interact with students from countries that I had never travelled to, or knew very little about. Engaging with students from across the world who were my age, studying politics and international relations like I was at the time, and were interested in taking part in constructive conversations about difficult topics was a valuable experience.

I'm really looking forward to working with and learning from all of you!

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Hello this is Rafael, one of your co-trainers! I have been an intercultural dialogue facilitator for 12 years and I hope to be able to contaminate you with my passion! I am very happy to get to meet you all and create a nice learning environment!