For you who wants to know more Nonviolence & Conflict Management
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- Training in values and judgement.
- The hot seat
- The termometer
Interviewing each otherAim: That the participants get to know one another better. Time: 2 minutes to explain, 5 minutes for the interview and 15 minutes to present each other, depending on size of group. Material: Nothing special needed The interview 1. The group divides into pairs with someone they do not know since earlier, or a person in the group they have spoken with least. The participants have five minutes in which to learn as much as possible about a person 2. Tell the participants to change interview person and when the interview should be finished. 3. Each then presents their partner for the whole group.
Give a list of questions to the participants to discuss, such as:
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Training in values and judgement.Aim: Active values exercises were introduced in Sweden by Dr John Steinberg PhD in the 70s and have been used in many contexts. The aim of values training is according to Katrin Byreus is that participants:
The more direct aim during a course can be: A warm up and induce the participants own thoughts around the subject. Create a climate of free speech where everyone’s opinions are welcome and worth listening to.
Explain and show how the exercise works. Explain that there is no right or wrong. The participants interpret questions in their own way. The object is to produce as many different opinions as possible. The participants are not allowed to interrupt one another. Everyone can say what they want to say and it is alright to change your opinion.
Treat everyone’s opinions equally. As leader, do not pass any comments such as “that was well said”, or “that was speaking before thinking”. All opinions which are given are treated equally, irrespective of your personal opinion of the question is. Stop comments. Prevent participants interrupting each other or making comments when someone else is speaking. Remind them that the important thing is producing different opinions, not winning a discussion. Spread the word. Make sure that different people Get the chance to speak so that no one person dominates the discussion. Assign questions directly for example “Eric, why did you choose to say…..”? Show that you as the trainer listen to what the participants say.
Listen to what each little group discussed. If there are different opinions in the little groups make sure they are made known. --- The hot seatProgramme The participants each have their own chair, on which they sit in a ring. There is one empty chair. The trainer makes statements to which the participants commit themselves either by sitting still or changing chairs. The statements are formulated in such a way that the only possible answer is yes or no. The participant who agrees with a statement stands up. To give more movement to the exercise those who agree change places. Those who do not agree sit still. Those not wishing to show their opinion also sit still. When the participants have committed themselves they must then motivate their opinion. Take one opinion group at a time. When only one or two participants are still sitting or changing place let them explain themselves. Warm up statements might be: It would be nice to live abroad for a while. Vanilla ice-cream tastes better than chocolate ice- cream. Morning is the worst part of the day. --- The termometerProgramme The trainer makes a statement and asks the participants to stand on a line/scale/”thermometer” in relation to how much they agree with the statement or not. The participants stand on the line which acts as a scale/ thermometer where they agree more or less with the different extremes. You can allow those standing nearest to one another to discuss their choice. Participant at different places on the line have to motivate why they are standing where they are. When those who wish to, have motivated their position, they will hear the next statement. Money is the meaning of life… agree * * * disagree completely completely ------------------------------------------------- -- * * *
Statements of values About conflict management, non-violence and civil disobedience, for the Hot Seat or the thermometer. Here are some examples of statements of values regarding nonviolence and conflict management and the relationship of the two. The trainer makes a statement which the group commit themselves to. For example: Men are more violent than women! The participants place themselves along the line in relation to their opinion. When everyone is in place, the trainer asks individuals why they are standing where they are. (Or are sitting in the hot seat). This often leads to interesting discussions in which the trainer steers the discussion and assigns speakers. If during the discussion participants wish to change places this is quite alright. Suggestions for Statements
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