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Tools To Help People Understand Each OtherCreativity -- Six Thinking Hats
Six Thinking Hats, one of several creativity tools developed by Edward deBono, is designed to block the confrontations that happen when people with different thinking styles discuss the same issue. DeBono believes that creativity can be learned through lateral thinking processes that are based on how information behaves in self-organizing systems. Approaching the conversation from each of the six "thinking hat" perspectives, for example, helps participants move outside their habitual thinking styles, and helps the whole group get a more rounded view of a situation. The hats include white (the analytical, data view); red (the intuitive, emotional view); black (the pessimistic view); yellow (the optimistic view); green (creativity view); and, blue (the process control view). DeBono's methods include Flowscapes, Six Action Shoes, and the deBono code. www.edwarddebono.com/
Consensus Building
According to the nonprofit Consensus Building Institute, consensus building involves informal, face-to-face interaction among representatives of stakeholding groups. It aims for "mutual gain" solutions, rather than win-lose or lowest common denominator outcomes. It complements, rather than replaces, traditional decision making activities. It generates solutions that are fairer, more efficient, better informed, and more stable than those arrived at by conventional means. While dozens of approaches to consensus building are available, the Institute recommends a three-stage process in which parties prepare for negotiation, solve problems through facilitated, face-to-face meetings, and plan for implementation of agreements.
http://www.cbi-web.org/Dialogue
The father of modern dialogue processes, David Bohm, believed that the beginning of real communication occurs when each of us is able to come together with others and be aware together of the subtle fears, pleasures, and assumptions that block our "ability to listen freely." In the practice of dialogue, a word derived from the Greek diologos, participants organize themselves in groups of 30 or 40 people representing a microcosm of the whole, without agenda or leadership, talking about what matters most to them, and consciously noticing the deeply held beliefs and assumptions that can block communication and result in fragmented lives. The characteristics of true dialogue include collaboration toward common ground, listening for understanding, introspective surfacing of assumptions, finding strengths in others' opinions, and valuing all persons' contributions. Reference Tom Atlee's Dialogue page at www.co-intelligence.org/P-dialogue.html
Integrative Conflict Management
Integrative approaches to conflict management are those processes in which the conflict is reframed from a win-lose or lose-lose situation to one in which a win-win solution is possible. Integrative reframing involves focusing on needs, interests, fairness, or goals, rather than positions. These approaches assume that conflict is actually necessary to the healthy functioning of social groups, as it provides a way for interests to be balanced and mutual needs met. If the utility of conflict is understood, then mechanisms can be developed for allowing conflict to occur in a controlled and constructive way. Hundreds of approaches to conflict management exist, many of which are featured at the University of Colorado's International Online Training Program On Intractable Conflict's website, www.colorado.edu/conflict/peace.
The site offers online courses, case studies, and self study resources.
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