How can you manage conflicts during LGF training?

1 Understand the sources of conflict

Conflicts can stem from various factors, such as different perspectives, values, goals, expectations, or needs. They can also be influenced by the context, the history, the power dynamics, and the personalities of the participants. As a facilitator, you need to understand the sources of conflict and how they affect the group. You can use tools such as stakeholder mapping, conflict analysis, or dialogue interviews to gather information and insights about the potential and existing conflicts in your group.

2 Establish ground rules and norms

One way to prevent or reduce conflicts is to establish ground rules and norms for the LGF session. Ground rules are the basic agreements that the group makes on how to interact, communicate, and collaborate. Norms are the expected behaviors and attitudes that the group adopts to create a positive and respectful climate. You can facilitate a discussion with the group to co-create the ground rules and norms, or you can propose some examples and ask for feedback. Some common ground rules and norms are: listen actively, respect diversity, share openly, ask questions, give constructive feedback, and seek consensus.

3 Use appropriate methods and techniques

Another way to manage conflicts is to use appropriate methods and techniques that suit the purpose, the size, and the stage of the LGF session. Methods and techniques are the tools that you use to structure, guide, and support the group's interaction and learning. They can help you create a safe and productive space for the group to explore, exchange, and co-create. Some examples of methods and techniques are: icebreakers, energizers, brainstorming, affinity diagramming, world cafe, open space, appreciative inquiry, and action planning.

5 Address conflicts early and openly

Sometimes, despite your best efforts, conflicts may escalate or become disruptive during the LGF session. In such cases, you need to address them early and openly, before they affect the group's dynamics and results. You can use a four-step process to address conflicts: 1) acknowledge the conflict and its impact; 2) identify the underlying interests and needs of the parties involved; 3) explore options and alternatives to meet those interests and needs; and 4) agree on a solution and an action plan. You can also use techniques such as mediation, negotiation, or arbitration to help resolve conflicts.

6 Seek support and feedback

Finally, managing conflicts during LGF training can be challenging and stressful for you as a facilitator. Therefore, you need to seek support and feedback from others who can help you improve your skills and cope with the emotions. You can seek support and feedback from your co-facilitators, mentors, peers, or participants. You can also use tools such as self-assessment, reflection, or evaluation to assess your strengths and areas for improvement. Seeking support and feedback can help you learn from your experience and grow as a facilitator.