You're facing power dynamics in group settings. How can you manage conflicting opinions effectively?

Na minha experiência para cuidar dessas dinamicas de poder, que s?o inevitáveis, especialmente em espa?os organizacionais é necessário colocar aten??o no designer da experiência e criar rituais de facilita??o que todos tenham o mesmo espa?o de fala e escuta, além de trabalhar com técnicas que procuram considerar os vieses inconscientes por trás dessas dinamicas e assim propor abordagem que minimizem o efeito desses vieses no grupo.

Power dynamics in group setting can be solved by identifying the various power forms such as position, expertise and deal with them separately. Involving or allowing all group members to participate can also be a solution to manage conflicts.

It is helpful to set ground rules or norms for the space- such as critique ideas and not people, raise hand feature on zoom to speak/interrupt, feedback starting prompts etc. The setting up of the structure will allow people to not just be aware of how they're behaving but also the power to call someone else out in the group who is not following the group norms- helping balance the power dynamics within the group

Setting ground rules at the beginning of the group discussion can minimize conflicts in a group. Role clarity and clear objectives are important.

Create space to explore what is underneath what is being said. Each opinion has an underlying assumption, need and value attached to it. The role of a healthy dialogue is making the invisible visible for the group.

To manage conflicting opinions effectively, start by facilitating open and respectful dialogue. Create a structured environment where everyone feels safe to voice their perspectives. Encourage active listening by summarizing key points and validating each participant’s views. Use open-ended questions to guide the conversation and ensure all sides are heard. Your role is to mediate and help find common ground, fostering a collaborative atmosphere where conflicts can be addressed constructively.

Once there is a head-on conflict of opinion, acknowledge the conflict and start by creating space for both sides to lay out their logic. Additionally, allow the decision to be taken by group consensus and also not in a hurried manner. The deciding group should be able to “sleep over it” and digest the aspects presented so that the decision is not erroneously made in favor of the more impressive presenter and truly in favor of the better suggestion.

When addressing conflicts, approach them with empathy and neutrality. Acknowledge the disagreement without taking sides. Use mediation techniques to help participants express their concerns and understand each other’s viewpoints. Focus on finding solutions rather than dwelling on the problem. Offer practical steps or compromises to resolve the conflict, and encourage a collaborative approach to overcome differences, ensuring that all voices are considered in the resolution process.

Encouraging ownership involves empowering participants to take responsibility for their roles and contributions in resolving conflicts. Encourage them to voice their opinions and be proactive in finding solutions. Promote accountability by having them outline actionable steps they will take to address the conflict. By fostering a sense of ownership, you enable participants to actively engage in the resolution process and contribute to a positive and collaborative group dynamics.

Reflecting and adapting involves continuously assessing how conflicts are managed and learning from each experience. After a conflict is resolved, take time to review what worked well and what could be improved. Solicit feedback from participants on the conflict resolution process and be open to making adjustments. Use these insights to refine your approach, ensuring that future conflicts are managed more effectively and that the group dynamics improve over time.