"Very real mental and emotional events are sparked whenever we interact with each other -and most of these dynamics lie below the radar of consciousness."(Lewis)Benefits of deep democracy work:
"People used new tools to establish safe spaces, where they began to address the hurt, rage, guilt, and shame impacting on their everyday working lives.
To their own amazement (and our delight), laypeople with no background in psychology became adept at using diagnostic tools to determine when unexpressed emotional issues were disrupting decision making. And they learned how to resolve those issues themselves, without having to call on outside help.
As Deep Democracy became gradually more intrinsic to the workplace culture, the director's multiracial teams began to function better. But remarkable as that was in itself, most participants reported that a major benefit of their five-day training was self awareness. For Greg and me It was tremendously satisfying to see people owning their power and realising their inherent potential." (Lewis,M, p15)
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Questions for those who were at the EGM:
1) How satisfied were you with the outcome?
2) What was the outcome, as you see it?
3) What role did you play in the meeting?
4) What skills did you use and frameworks for conflict work did you have in mind during the meeting?
5) What would you like to have happened differently (e.g. support needs)?
6) If there was to be another EGM what would you like to happen?
7)a)How would you be with a structure involving three circles:
i) The main proposer of the motion sitting facing the main opposer of the motion
ii) A circle of Trustees
iii) An outer circle from the membership?
7b) with this structure how would you like these circles to interact?
8) What views do you have on what happens to conflict when a motion is lost by a proposer?
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