Hello, all. I have been asked to facilitate for a social service agency that runs a shelter for runaway teenagers. Their staff is in need of some facilitation to work out their (the staff's) internal conflicts. I imagine if they are finally facilitation now they are in sort of an emergency condition.
Of course, Open Space may be effective -- I will not know if the leader can let go control on this one until I interview with them more. Do you have any recommendations regarding this, a organization-identified conflict situation? I do know that, if the person(s) in power/control are the problem, OST may not be the best approach if the agreements and projects established in the OS are not allowed to continue after the event. I am very comfortable facilitating in conflict situations, though I have not been specifically trained in mediation and conflict resolution. I am comfortable holding an OS for them and comfortable facilitating group discussion, so tell me what you think, and I welcome any thoughts you have as to whether or not one of these approaches is appropriate -- or whether I should refer this one to another kind of facilitator. Thank you, Lisa Lisa Heft Berkeley, California 94705-1106 USA (+01) 510 548-8449 lisah...@pacbell.net * * ========================================================== osl...@listserv.boisestate.edu To subscribe, unsubscribe, change your options, view the archives of osl...@listserv.boisestate.edu Visit: http://listserv.boisestate.edu/archives/oslist.html =========================================================== osl...@egroups.com To subscribe, 1. Visit: http://www.egroups.com/group/oslist 2. Sign up -- provide an email address, and choose a login ID and password 3. Click on "Subscribe" and follow the instructions To unsubscribe, change your options, view the archives of osl...@egroups.com: 1. Visit: http://www.egroups.com/group/oslist 2. Sign in and Proceed
