#team > [!INFO] what is this? > This is a process for when you've noticed something's wrong on your team. It might feel silly following a "process" to solve your people problems, but the structure can help keep everyone level-headed. > [!WARNING] if the issue is between two (or more) group members > 1. Bring in someone else to run this play > 2. Take turns going through *each step* for each person > (frame the issue for each person before moving on, etc) --- <div class="invert-next-dark"/> ![[Helping Each Other.svg|300]] # frame the issue | ![[Building Empathy.svg\|150]] | building empathy[↗](https://xqcompetencies.xqsuperschool.org/?selection=GC.IS.3.a)<br>`understanding others' viewpoints`<br>---<br>*I use a process of inquiry (questioning, research, interviews, etc.) in order to attempt to describe the thoughts, feelings, and experiences of people with diverse backgrounds, perspectives, and identities with whom I interact.* | | ------------------------------ | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ | 1. Have the problem-holder (whoever's turn it is) explain what they're dealing with and what they think caused it 2. Give the opportunity for anyone else in the group to ask clarifying questions Focus on learning their perspective, not solving problems 3. After clarifying questions have been answered, have someone else re-state the issue 4. Ask the problem-holder to either confirm or adjust this statement 5. If anyone is still un-sure about what exactly the issue is, return to step 2 --- <div class="invert-next-dark"/> ![[Discovery.svg|300]] # dig deep | ![[Recognizing Conflict.svg\|150]] | recognizing conflict[↗](https://xqcompetencies.xqsuperschool.org/?selection=LL.SAw.2.c)<br>`drivers of conflict`<br>---<br>*I identify and analyze the driving forces within myself, others, and a larger system that are contributing to a moment of conflict.* | | ---------------------------------- | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | 1. Write out the problem you framed in the middle of a piece of paper or on a whiteboard 2. Decide if this should be an open conversation, or if the group should take turns (if tensions are high, take turns) 3. Have group members think up a potential cause for the issue (avoid pitching solutions for now) 4. Draw out a "branch" from the problem and write the cause at the end of it 5. Repeat steps 3 & 4 with causes for the problem itself, or for other causes until everyone is out of ideas 6. Have the problem-holder circle each of the causes that resonate with them --- <div class="invert-next-dark"/> ![[CEO.svg|300]] # now what? | ![[Problem Solving.svg\|150]] | problem solving[↗](https://xqcompetencies.xqsuperschool.org/?selection=OT.PS.2.d)<br>`strategic planning`<br>---<br>*I analyze and describe how past trends and cycles are or are not related to my strategies and thinking* | | ----------------------------- | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | > [!tip] if the issue is between group members > You don't *have* to do this once for each person, as long as you can make sure solutions are being pitched for everyone 1. Choose what order the group will come up with ideas for solutions > 🔁 **Turns**: go around the circle, taking turns pitching solutions > 📝 **Independent**: write ideas on sticky notes and then share out > 💡 **Open**: shout out ideas as anyone thinks of them 2. Capture each idea on a sticky note 3. Plot each sticky note on a chart of `x: low effort → high effort` and `y: small impact → big impact` (The problem-holder may judge impact while the group judges effort) <div class="invert-next-dark" /> ![[effort vs impact.svg]] 4. As a group, commit to solutions (prioritizing low effort, big impact ideas) until the problem-holder(s) are happy 5. If you are struggling to make the problem-holder(s) happy, seek outside help to run a restorative circle