Power dynamics are inevitable in any group interaction, especially in the design process where different perspectives, interests, and stakes are involved. How can you address power dynamics in a way that fosters collaboration, creativity, and inclusion? Here are some tips and strategies for large group facilitation that can help you design for diversity and equity.
Power is not just a fixed attribute or a position of authority. It is a complex and dynamic phenomenon that shapes and is shaped by social relations, contexts, and interactions. Power can be visible, hidden, or invisible, depending on how it is exercised, challenged, or resisted. Power can also be positive or negative, depending on how it is used, shared, or distributed. To address power dynamics, you need to understand how power operates in your group, who has it, who lacks it, and how it affects the design process.
It is even more pivotal to understand what are the power dynamics that you bring to the group. How does that impact the group & how does it leverage on whats existing for the betterment of the group in totality.
In a design process, the “power” is held by the designer who articulates the process and the participants towards a common goal or vision. The design leadership required in design processes is organic, almost invisible and is earned naturally from trust and respect based on the designer’s ability to communicate and integrate the group and the knowledge deployed at the beginning of the process.
I believe an interesting perspective to yield from this is power as a design material. Treat power as an integral design material, similar to color or shape in visual design. Just as these elements can be manipulated and balanced in a composition, consider how power can be dynamically distributed and rebalanced throughout the design process. Another perspective for understanding power is co-creation and participatory design. Involving stakeholders at all levels in the design process. This democratizes power, allowing for a more inclusive approach where decisions are made collaboratively rather than being dictated by those in traditional positions of authority.
A safe space is not just a physical location, but a psychological and emotional environment where people feel comfortable, respected, and valued. A safe space allows people to express their ideas, opinions, and feelings without fear of judgment, ridicule, or retaliation. To create a safe space, you need to establish clear and transparent ground rules, norms, and expectations for the group. You also need to model and encourage positive behaviors, such as active listening, empathy, and constructive feedback. Additionally, you need to monitor and intervene in any conflicts, tensions, or breaches of trust that may arise.
Creating a safe space builds on a strong concept of generating happiness & excitement towards & within the group. Also that the happiness will make no affect other than supporting the purpose & cause that the group is working towards.
I feel as we continue to hurdle into the future the limitations of physical spaces will further dissolve. Brick and Mortar as we know for certain industries will become a thing of the past. With that said. Since virtual reality will only advance and become more accessible across various applications the idea of Virtual Reality Safe Spaces (VRSS) will become the norm. As digitally created environments where individuals can interact in a completely controlled and customizable setting. These spaces are not bound by physical limitations, allowing for the creation of environments that cater to the psychological needs of each individual. Inclusivity, Ethical, Controlled governed environments. What do you think? ??
Diversifying participation means ensuring that everyone in the group has an equal opportunity and access to contribute, influence, and benefit from the design process. Diversifying participation also means recognizing and valuing the different backgrounds, experiences, and perspectives that people bring to the table. To diversify participation, you need to use a variety of methods and tools that suit the needs, preferences, and abilities of the group. You also need to balance the voices and roles of the group, making sure that no one dominates or silences others. Furthermore, you need to solicit and incorporate feedback and input from all stakeholders, especially those who are marginalized or underrepresented.
Only getting people from different background will not help. They will need an expressive enough environment. Without judgement.
Challenging assumptions means questioning and testing the validity, relevance, and impact of the beliefs, values, and norms that inform the design process. Challenging assumptions also means exploring and exposing the biases, stereotypes, and prejudices that may affect the design outcomes. To challenge assumptions, you need to foster a culture of curiosity, inquiry, and learning in the group. You also need to use critical thinking and evidence-based reasoning to evaluate and refine the design ideas and solutions. Moreover, you need to invite and welcome different viewpoints and perspectives that can enrich and expand the design possibilities.
Presumptions can be challenged by laying out the complete picture of processes, problem identification with well set tools and methodologies like the BMC, VPC etc.
Co-creating solutions means involving and empowering the group in the design process, from defining the problem to implementing the solution. Co-creating solutions also means sharing and distributing the ownership, responsibility, and accountability of the design outcomes. To co-create solutions, you need to facilitate a collaborative and iterative process that builds on the collective knowledge, skills, and creativity of the group. You also need to support and enable the group to make decisions, take actions, and learn from the results. Additionally, you need to celebrate and acknowledge the contributions and achievements of the group.
Reflecting and improving means assessing and reviewing the design process and outcomes, as well as the power dynamics and relationships that influenced them. Reflecting and improving also means identifying and addressing the gaps, challenges, and opportunities for improvement and learning. To reflect and improve, you need to solicit and provide honest and constructive feedback to the group and yourself. You also need to measure and document the impact and value of the design solutions. Furthermore, you need to plan and implement changes and adjustments that can enhance the design process and outcomes.
The biggest empowerment to the group comes with the understanding that mistakes are ok. Looking at the process (journey) is more important than the result (destination)