Here are some sample issues and conflicts that have been explored through dialogue
- Initial exploration of an organizational task
- History of an organization/best practices
- Strategic planning scenarios/visioning
- Role clarifications and work responsibilities
- Procedural dilemmas in a “peace training” event
- Perceptions of the organization’s “current reality”
- Team approaches to projects and plans
- Perceptions of the “other” in cultural competence training and personnel matters
- Organizational restructuring (and feelings about restructuring)
For formal interventions in which dialogue might be integrated, go here.