Question Brainstorm: What Potential Clients might be asking/needing help with


Questions someone might be needing help with (that dialogue training can help with):


  1. How do I know what to say in response to offensive comments made in meetings?


  1. How do I bridge the gap between students who have a lot of personal knowledge/awareness of identity, diversity and social justice and those who have never reflected on their own identities or how their experiences may differ from others before?


  1. How do I create an environment that supports engaged and respectful conversations around hot topics/controversial issues?


  1. How do I model an openness to learning and admitting biases so that I can support others in being open and vulnerable and push their learning to new levels?


  1. How can I create a sense of community and genuine empathy among group/team members who have always worked in silos from each other or have a history of conflict with each other?


  1. How do we create healing and understanding amongst our work group so we can move forward from past conflicts and offenses and continue to work together?


  1. How can I be more effective in giving and receiving feedback?


  1. How can I gain more awareness of my own biases and assumptions so I can better serve others?


  1. What can I really do as an individual to address societal injustices and make a difference?


  1. How can I get others to understand my views and perspectives and take them into consideration?



Skills folks might want to develop (that I can train in):


  • Understand how to move from debate or discussion styles of communication to dialogue forms of communication with openness and engagement.
  • Gain better listening skills (in order to understand the feelings and needs underneath statements).
  • Be better able to work through conflicts
  • Find more peace and calm during experiences with conflict
  • Be able to engage with different/hotly contested views with calm and understanding
  • Be able to speak up (and know what to say/ask) when you are upset, offended, etc.
  • Be able to name oppressive dynamics in a way that others can hear you and respond
  • Be able to recognize your own stereotypes and biases (even unconscious ones)
  • Be able to help break down stereotypes and assumptions in others
  • Be able to help lead conversations (and support learning) on issues of race, gender, class, sexual orientation, immigration status, etc.
  • Be able to support others in considering new perspectives and work through conflicts.
  • Be able to transition from teaching/leading to facilitating/supporting roles.
  • Be able to guide a group through the stages of intergroup dialogue (from communication skill development, personal identity awareness to institutional oppression awareness, to being able to take action for changes in group process, policy, and structures/institutions.
  • Gain practice and confidence in leading your own dialogue groups, workshops or discussions.

Anna Yeakley

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