Dialog across difference #34: Herding kangaroos: facilitation skills

Facilitating dialogs is an infinitely varied job--the factors might include, but not be limited to: categories of people, time allotted, virtual or in-person, goal/s, and much more. 

High-paid professionals often prefer to be the sole facilitator--why split $800/hour with anyone? For the rest of us, I strongly recommend co-facilitation. With the right partner and the right preparation, even fractious groups can proceed relatively smoothly toward goal achievement most of the time.

There are times when the stated goal is simply to talk to each other. In the case of destructive conflict, usually being driven by the leaders from the conflict industry, many who prefer peace long to simply begin to repair and normalize relationships and they seek to start dialog.

Conflict industry? Yup. If a person benefits from a conflict continuing or worsening, whether that benefit is in status, power, or financially, that person is part of the conflict industry (Daniels & Walker, 2001). Often the people who never supported the self-styled "champion" are the ones most distressed by the destructive conflict. Thus, for example, Jews and Palestinians who disliked the most militant and combative leaders of both Palestine and Israel were normally the ones who sought to begin dialog sessions that were "people-to-people."

In such settings, some choose facilitators who represent both sides--e.g., one Palestinian and the co-facilitator an Israeli. Others seek a third party neutral, someone with no "skin in the game." There are advantages to both approaches, and disadvantages. 

Co-facilitators with deep lived experience on both sides can read cultural cues no outsider can see or hear. They may also be unable to efface or set aside natural bias.

Co-facilitators who are true third party neutrals can run dialog sessions without bias, or at least without bias toward or against either side. They do have a harder time reading the cultural contexts. 

There is no substitute for keen and thorough preparation by the facilitators as they ready themselves to run a tight, efficient, and productive dialog that seeks to meet its stated goals. That is the first important facilitation skill. Read, watch, talk, think, map. 

Read any written record of the conflict and of the participants.

Watch any video record. 

Talk to (caucus with) as many parties as possible.

Think about it, sleep on it, think about it some more. 

Map the conflict, and the parties. 

Now you are at least ready for a great start.

References

Daniels, Steve E., & Walker, Greg B. (2001). Working through environmental conflict: The collaborative learning approach. Westport CT: Praeger.