Facilitation

Seek to discover common interests and areas of agreement by focusing more on why than what, more on personal experiences than positions.

There is no quicker way to end a conversation or escalate to conflict than to start spouting facts. In general, facts should not be your first line of defense, even if they are your initial go-to. Research shows p... See more

The group needs to learn:

• What everyone else thinks about the challenge: What is happening? What’s the real challenge?


• What they themselves believe is possible — what futures can be created with this group?


• What does the group believe is possible?


• What are we willing to try? How much risk are we willing to endure?


• How committed is the group to the chall

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Priya is trained in multiple modalities including Multi-Stakeholder Dialogue, Track 2 Dialogue, inter-group dialogue, and an array of collective processes.

Transition Design seeks to address these power imbalances by building capacity and empowerment for some groups, while addressing issues of privilege, entitlement, and even ignorance with others. In many cases, certain stakeholder groups (such as those who are disenfranchised for some reason or those who are non-human). These groups will require adv... See more

More and more, I’m aware of this simple fact: True collaboration is a group learning process.

Sustained Dialogue is small group dialogue methodology that focuses on transforming relationships in a group in order to change something out in the world.

There are many well documented approaches used to identify and resolve stakeholder relations, including Needs-Fears Mapping, Conflict Analysis Tools, and Multi-Stakeholder Processes, (MSP) to name a few.