Circle Process
Because, human beings are complicated. And, human beings are meaning makers. From the first hieroglyphics etched into the walls of caves, to the tribal councils sitting around the fire, to the Bible, Koran, the Renaissance, the industrial revolution, the space age, to today, human beings struggle and revel in the process of making meaning. The gift of consciousness allows us to be aware of our ability to shape and contribute to our world. The ability to make meaning using the tools of an evolved consciousness defines our humanity, what it is that makes us human. Most of us, at some level, strive to connect, share with, and contribute to each other’s lives and the world around us. We bring our humanity into the arena of community where our individual world views are tested, welcomed, challenged, and shaped.
As we bring our humanity into our work places and organizations, we often encounter an unsettling shift that requires us to leave some part of who we are (as meaning making humans) hidden behind a mask. A tension often develops between the kind of person we feel we are and want to be and the person we are expected to be or think we are supposed to be in order to be successful. This tension may result in our giving silently resentful consent or loudly disrespectful dissent when we enter into meetings. Either way, our voices are often left unheard. And, valuable assets are left underutilized. What if instead of individuals trying to figure out what “mask” might offer them the best opportunity for success, the structure of the meeting was reshaped? What if this structure invited the participants to show up without any mask at all? The sign outside the meeting room might read, “Humanity Welcomed!” Circle Process is a meeting methodology that offers such a reshaping. Literally and figuratively. The rectangular table is removed and the chairs arranged in a circle. The center is filled with tokens of meaning for that particular organization, perhaps a mission statement, pictures and testimonials of delighted clients, or smiling patients recovered from illness. We speak with intention and listen with attention. We agree to guidelines that give order to the meeting as we share responsibility for holding each other accountable to adhering to those guidelines. Silent voices are respected without any presumption of meaning. These voices frequently emerge as trust is built through the sharing of stories. Divergent voices are respected without attempts to silence their input. The principles and practices of Circle Process provide a structure that allows and encourages divergence to follow its natural course increasing the opportunity for convergence around synergistic solutions. As silent voices find their voice and divergent voices find ways forward not previously imagined, human assets become highly leveraged and decision-making actually gains efficiency through the creation of sustainable solutions. Everyone may not always agree with the final decisions. However, using a process that respects and values humanity will more likely result in time previously spent whispering in the hallways being spent accomplishing the shared mission. |
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What others are saying:
"I had the privilege of working with Michael Kline and Howard Stanten to dig into the discontentment of staff. Nursing staff were comfortable and felt heard, while the dialogue helped them understand their peers better. Active listening was encouraged and this was very helpful for me to consider instead of simply thinking about what I would say next. We learned as a group that we shared common goals and frustrations and clarified misconceptions. Having Michael and Howard from outside the facility allowed the staff to describe the processes and situations differently and discovered solutions organically. I appreciated how their humor, energy and sincerity enhanced the time spent together."
Ethnee Garner BSN MSHA RN,
Vice President, Patient Care Services
The Memorial Hospital
"I had the privilege of working with Michael Kline and Howard Stanten to dig into the discontentment of staff. Nursing staff were comfortable and felt heard, while the dialogue helped them understand their peers better. Active listening was encouraged and this was very helpful for me to consider instead of simply thinking about what I would say next. We learned as a group that we shared common goals and frustrations and clarified misconceptions. Having Michael and Howard from outside the facility allowed the staff to describe the processes and situations differently and discovered solutions organically. I appreciated how their humor, energy and sincerity enhanced the time spent together."
Ethnee Garner BSN MSHA RN,
Vice President, Patient Care Services
The Memorial Hospital