What do you do if you're faced with conflicting opinions during facilitation?

It seems as if this article is "upside down". I do not do anything special if I am faced with conflicting opinions during a facilitation, that is the norm, the purpose and the entire reason for having any facilitation. I react when I DON'T have conflicting opinions. Facilitations without conflicting opinions have a different name, often "mail", "Memo" or "A powerpoint presentation". "Embrace diversity" sure, I do that, keeping in mind that there are 8.1 billion people on the planet today and they are all diverse from one another, and the only reason to put them together in teams is to have diverging opinions to create better solutions - just like we have done in the last 30 years I have been on the job market.

Zun?chst einmal würde ich mich für die Offenheit bedanken! Wichtig ist, sich durch unterschiedliches Feedback nicht aus der Bahn werfen zu lassen, sondern zu lernen es einzuordnen. Dabei sollte das empfangene Feedback selbstredend wertsch?tzend und sachlich sein. Versuchen Sie die Punkte des Gegenübers anzunehmen und vor allem zu verstehen. So k?nnen Sie für sich bestimmt etwas mitnehmen und sind zukünftig noch selbstsicherer in Ihrem Auftritt als Moderator:in.

I've been asked to respond to, What do I do when faced with conflicting opinions during a facilitation? I would highlight that we all have different perspectives and developing self-awareness will help us know where those perspectives originated. It might lead to more flexibility in accepting that other opinions can be valid even if they differ from my own. I might ask others to chime in to add to the richness of the discussion. If it gets contentious, I may ask to continue this conversation at another time and place because it seems important and this is not the right venue for it.

As a facilitator, I have had my fair share of conflicting opinions during sessions so before diving into the discussion, I would always set ground rules for the session such as respectful communication and handling disagreements in a constructive?manner. I would say that the conflicting opinions at times would be for encouraging participation as you would offend. Find that even someone quiet during the beginning of the session would provide input and share their insight/ knowledge, which would then lead to sharing different perspectives. We would close off the discussion by understanding different perspectives in a respectful manner.

This is the most effective tool in Facilitation. Be active in paraphrasing and summarizing what is being said so that the group listens and begins to understand each other's perspective.

Active listening would call for setting the space for reflection on the disagreeing parties. This would include inviting pauses on both sides, then put on the table meaningful contents from each side for reflections then invite understanding of perspectives across the table. Then facilitate strategic inquiries towards deeper understanding or double loop thinking.

I agree with others in saying that, overall, actively listening, paraphrasing, and summarizing contributions are important to ensuring that conflicting perspectives are heard. But more so, as a facilitator, it's also important to be mindful of your own biases so that all participants feel comfortable expressing their opinions. When you know there's potentially going to be conflict in a discussion, it's important to recognize what your or the organization's "default" stance is. From there, make sure you're not paraphrasing/summarizing information in such a way that you're revealing your own bias or opinion through your tone.

I believe all opinions are valid and it is important to encourage active participation and conversation in learning programs. Active listening, summarizing what you hear, and encouraging all to share their opinion is import to the adult learning experience.

One thing I’ve found helpful is that through actively listening to an opinion that may sow discord while facilitating, breaking down the main points from that opinionand drawing parallels with the points that are already on the table assists to recoup the discussion from going awry. This, additionally, adds a new dimension to the discussion that may be enriching.

Focusing on the goal might help leaving egos and opinions outside of the discussion. If you feel like the discussion is going too much into opinionated arguments, go back at the goal and refine it to make it clear to everyone who's taking part on the discussions.

Sometimes you don't know all the goals or maybe because of the dynamic and the consens, aims can change. A slight flexibility should be possible as well

Beim Navigieren durch widersprüchliche Meinungen als Facilitator, nutze die Vielfalt als St?rke. Atme durch, begrü?e unterschiedliche Sichten – sie bereichern die Debatte. Schaffe ein Umfeld, in dem sich jeder geh?rt fühlt. Stelle offene Fragen, um tiefer zu graben und Gemeinsamkeiten zu finden. Leite dann dazu, gemeinsame Ziele zu definieren. Ein Schritt zurück mit der Frage "Was wollen wir erreichen?" kann alle wieder zusammenbringen. Als Facilitator baust du Brücken und schaffst einen gemeinsamen Weg. Mit Empathie und Geduld verwandelst du Herausforderungen in Chancen.

Tener claros los objetivos desde el inicio es clave que todo el equipo los comprenda y acuerde desde el inicio reglas que hagan del ejercicio productivo y eficiente, así cuando surjan discusiones que se salgan, se comprenderá con claridad porque dejar temas en zona de parqueo.

Quando me deparo com opini?es conflitantes durante a facilita??o sobre esclarecer objetivos, inicio reafirmando o propósito da discuss?o e os objetivos específicos que estamos buscando alcan?ar. Em seguida, convido os participantes a compartilharem suas interpreta??es dos objetivos propostos, garantindo uma compreens?o comum. Facilito uma análise coletiva para identificar possíveis áreas de desacordo e suas raízes. Estabele?o um espa?o seguro para que as divergências sejam discutidas abertamente, incentivando a busca por solu??es que possam conciliar diferentes perspectivas. Por fim, reitero a importancia de manter o foco nos objetivos compartilhados para alcan?ar resultados significativos e duradouros.

To understand what is going on at the other position of the Person is king. You can comprehense their motivation. It is helpful to find arguments and the point of view of the other person to he got a deep understanding.

Zeig Verst?ndnis für alle Sichtweisen, ohne Partei zu ergreifen. Das schafft Vertrauen und ?ffnet Türen für gemeinsame Ziele. Empathie f?rdern? Gib Raum für pers?nliche Geschichten. Das hilft, die menschliche Seite zu sehen und eine tiefere Verbindung im Team zu schaffen. Aktives Zuh?ren und reflektierendes Sprechen zeigen, dass du wirklich verstehst, was gesagt wird. Sei der emotionale Kompass, der durch Verst?ndnis und Respekt navigiert, um gemeinsame L?sungen zu finden.

Escuchar e intentar comprender al otro como me gustaría lo hicieran conmigo, aplica en todo en nuestra vida y es la base de relaciones armoniosas basadas en el respeto y la responsabilidad que tenemos sobre El impacto que nuestras palabras y acciones también generan en el otro. Así en este caso de construir acuerdos, negociaciones y consensos la clave de la sostenibilidad del objetivo se fundamenta en el respeto y empatia entre las partes.

I always encourage different opinions, and try and set some ground rules if I think it’s needed. For example at the beginning of the session encouraging active participation, listening and letting each speaker finish and being considerate and interested in opinions that differ from your own. This isn’t always necessary but in groups that have a diverse set of opinions and ideas and people that are willing to share, I’ve found this early expectation setting works really well.

Quando me deparo com opini?es conflitantes durante a facilita??o sobre incentivar a empatia, primeiro estabele?o um ambiente de respeito mútuo e abertura ao entendimento das experiências individuais. Em seguida, encorajo os participantes a se colocarem no lugar um do outro, buscando compreender as motiva??es e sentimentos por trás de suas opini?es. Promovo atividades que estimulam a reflex?o sobre as diferentes vivências e perspectivas, destacando a importancia da empatia para a constru??o de rela??es saudáveis e inclusivas. Facilito o diálogo interativo, incentivando o reconhecimento das emo??es e a busca por pontos em comum.

One thing I have found very helpful while facilitating a team with conflicting opinions is not to take sides but rather to remain calm, focused, neutral and respectful to all participants in order to ably facilitate them to listen to one another’s opinions. This enables members to feel that they have been heard which opens them up for dialogue. The facilitator should keep focusing members to the shared goals, asking clarifying questions, and encouraging members propose solutions aimed at reaching consensus. Thereafter, participants should be asked to commit to supporting what has been agreed on.

Als Facilitator kannst du bei widersprüchlichen Meinungen den Dialog so f?rdern: Zuerst, schaffe eine offene Atmosph?re, in der sich jeder geh?rt fühlt. Ermutige zu aktiven Zuh?ren - oft verstehen wir besser, wenn wir wirklich zuh?ren. Nutze Techniken wie das Paraphrasieren, um Missverst?ndnisse zu kl?ren und sicherzustellen, dass alle auf derselben Seite sind. Führe dann die Gruppe zu einem gemeinsamen Ziel, indem du aufzeigt, was alle verbindet, statt was trennt. Setze auf Co-Creation-Methoden, damit L?sungen gemeinsam erarbeitet werden. Denk dran: Jede Meinung z?hlt und kann der Schlüssel zur besten L?sung sein. Mit Geduld und Empathie kannst du so den Dialog in positive Bahnen lenken und aus Konflikten Chancen machen.

I'll continue to serve as a facilitator, maintaining neutrality, steering the conversation constructively, and employing available resources to address conflicts. If the participants are expressing their viewpoints constructively, I'd inquire whether they'd like to prolong the discussion. If they agree to continue, I can maintain a flexible format and incorporate a lean coffee-style discussion on the topic. If not, I'll create a follow-up action item for interested individuals to further discuss and reach a conclusion. If participants are expressing their views in a hostile manner, escalating tensions in the room, I would suggest a 15-minute break to allow everyone to cool down before attempting to resume the session.

Facilitation is all about getting engagement from the participants and getting a dialogue going. A number of time having a small conflict helps in getting higher level of engagement from the participants. Facilitators should ensure that they keep emotions out of the discussion when trying to resolve or discuss a conflict. I have found that keeping the discussion on topic and away from individuals and not making it person really helps.

One of the techniques that works for me is to ask the participant to elaborate their perspective through an example. This helps clarify their stance, question and opinion, displaying openess on the part of the Facilitator and attentiveness from the participant. As a result, gaps in understanding may surface allowing the Facilitator to further elaborate or act in accordance.

I find that when we can move the conversation in way that allows us to discuss issues and not people or opinions ATTACHED to people we make real progress. I use a number of tools to guide the conservation in a way that we can tackle issues of concern from a problem solving perspective. I had someone say recently, “I knew there were people who were not in favor of this new initiative, but now I understand why. Going forward I can work to address their concerns.”

The purpose of facilitation is to mitigate conflict. Facilitation is about drawing out the truths, all truths and information to have informed choices. The choices and the decisions are ultimately up to each individual. Helping them see clarity in their own accountability removes the emotion and tension from the situation. Removing the intensity of emotion on another person and being able to facilitate the comprehension of observing the options based on the evidence, helps individuals remove judgement towards each other. This allows instead, a focus on moving the issue forward with the available options. If you can get the group to move forward with a common goal - like the completion of the project, you begin to share mutual respect.

When conflict and different opinions arise this could become a high stakes conversation. Creating a culture that embraces friction is important. Create a culture of feedback with rules of engagement designed to keep emotions calm. As an example, what do you like or love (positive) What would you like to amend or make different (positive change) Addressing feedback in this way can help keep the integrity of the conversation while also being truthful and positive.

You can see a lot of things by the body language. You can also work with assumptions and name things like "I see, I have the feeling that". Maybe you are right or the other person can explain themselves more

Als Facilitator, um Emotionen gekonnt zu managen, ist der Schlüssel, sie nicht zu übersehen. Ein genialer Zug ist die "Gefühlsrunde": Gib jedem die Chance, kurz zu teilen, wie er sich fühlt, ohne Unterbrechung oder Bewertung. Dieses Ventil l?sst Druck ab und macht den Weg frei für Verst?ndnis. Setze von Anfang an klare Spielregeln für respektvollen Austausch. Merkst du, die Stimmung kippt? Nutze deine Rolle, um sanft zu lenken – vielleicht durch eine kurze Atempause oder einen Perspektivwechsel. Indem du Emotionen ernst nimmst und einen professionellen, h?flichen Rahmen f?rderst, schaffst du einen Raum, in dem sich alle trauen, offen zu sprechen. So bleibt die Diskussion auch bei hitzigen Themen konstruktiv.

Wait for a natural pause and ask, "Where are we right now?" You're not the only person who notices the tension, but asking where we are, you're really giving people an opportunity to discuss the impact of the tension. As people respond, tune into the impacts at the root; this so that you can avoid picking sides or turning the discussion into an 'us vs them' situation. What you should care most about is helping the group be able to co-exist in the disagreements without it turning into unhealthy tension. Tension is fine. Unhealthy tension leads to judgment, interruptions, people bowing out, etc. We're not products of our environment, we're products of how we respond to our environment. Your job is to maximize healthy responses.

Yes this article hits the highlights but sometimes in order to move forward you might have to send this conflicting topic to the “ parking lot” so that emotions or thoughts have space and time to be thought through more. Meet individually with the opposing sides offline and see if time has helped, if not, bring the conflict offline with just those with the strongest opinions for either side to come back to the table for further discussion. You might need to bring leadership in to help make a decision. Once the discussion is resolved and/or decision made, then make sure that decision is communicated back to the larger audience for awareness. This could be written or verbal/in person if you want collaborating feedback on the final results.

Look for areas of agreement or common ground among the conflicting opinions. Highlighting shared goals or values can help bridge differences and promote understanding. It's important to set ground rules at the start, and ensure clarity on not tolerating discrimination or disrespectful behaviour.

Facilitation demands thorough preparation and a deep understanding of your audience. As a facilitator, your role isn't about knowing everything, but rather about fostering an environment for knowledge exchange and development. When conflicting ideas surface, express a genuine interest in understanding viewpoints for later discussion, ensuring the workshop's continuity. It's crucial to clarify the overarching goal and desired outcomes for the allocated time. Any distractions or tangents should be noted and set aside in a 'parking lot' to maintain focus on achieving the primary objective of the session.

Conflicting opinions are needed in collaborative sessions. Normalize conflict — show that sharing these thoughts helps us all move forward in different and important ways. Using terms like "clash" sets the wrong vibe. By viewing conflict as bad or something to avoid, the group has less chance to reach their full potential. They are being stifled whether they know it or not. This tension is needed to go from divergent ideas to converging on paths forward. Make sure people don't self censor or censor others. Instead, create an environment where people can think in public. To do this, try to: ? Use structures like Me-We-Us. ? Use activities that show situations from different points of view. ? Encourage questions posed to each other.