Add Coop Foundations Curriculum content and import script
9 session pages and 10 PS Guide markdown files for the Baby Ghosts cooperative foundations curriculum. Import script creates documents in Outline wiki with cross-links between paired session/PS Guide pages.
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# 7: Conflict Resolution and Collective Care
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## Pre-session
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- Review Baby Ghosts' [Conflict Resolution Policy](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Policies/Conflict+Resolution+Policy) before session — this is the template participants will adapt for homework
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- Check in with your studio about how their compensation discussions went; any friction that came up is useful for this session
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## **What happens in session**
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The heaviest session. Studios learn to reframe conflict as data (not failure), distinguish structural from interpersonal conflict, and practice behaviourally-specific feedback. Key tools: the Loving Justice framework (Brave? Kind? Honest? Humble?), the intent/behaviour/impact model ("stay on your side of the net"), and the Window of Transformation (zones of activation). The session covers multi-directional accountability, escalation as care, and the idea that trust comes from repair, not avoidance.
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:::warning
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**Before this session:** review Baby Ghosts' [Conflict Resolution Policy](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Policies/Conflict+Resolution+Policy). Check in with your studio about how their compensation discussions went — any friction that came up is useful material for this session.
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:::
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### :eyes: **Your role during session**
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- Observe how your studio responds to the conflict reframing — relief, resistance, or discomfort can all be informative
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- Watch the activity closely — are they able to use behaviourally-specific feedback or do they slide into judgments?
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- Note whether anyone identifies conflicts they've been avoiding
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- Pay attention to body language during the accountability discussion — who checks out? Who leans in?
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### 👆 **Your role after session**
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- Check in with each studio member (even briefly, via Slack) about how the session landed
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- Make sure they have the link to Baby Ghosts' [Conflict Resolution Policy](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Policies/Conflict+Resolution+Policy)
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- If any studio member seems activated or upset, reach out directly. This session can surface real pain.
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## **This week's Studio Support Meeting: Conflict Policy and Practice**
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### **📚 Materials**
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- Baby Ghosts' [Conflict Resolution Policy](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Policies/Conflict+Resolution+Policy) and [Procedures](https://publish.obsidian.md/baby-ghosts-corp-docs/Public/Procedures/Conflict+Resolution+Procedures)
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- Loving Justice framework reference
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- Window of Transformation zones reference
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### :world_map: **Context**
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This PS meeting has two parts: (1) helping the studio name an avoided tension, and (2) reviewing the conflict resolution template together. The order matters — naming a real tension first gives the template review practical grounding. But read the room. If the tension-naming conversation goes deep, let it run and abbreviate the template review. The real work is the conversation, not the document.
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This may be the most emotionally demanding PS meeting. Be prepared to hold space without trying to fix everything.
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### **👆 Before the session**
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- Review the Baby Ghosts conflict resolution policy and procedures yourself — know the structure well enough to guide a discussion
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- Reflect on what you observed during the session and the compensation discussion last week — is there an unresolved tension you've noticed?
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- Check your own readiness. If you're carrying a lot from your own studio or personal life, be honest with yourself about your capacity to hold space today.
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### **🌊 Session flow**
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#### **Check-in (5 min)**
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"How are you feeling after that session? Anything stirred up?"
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This isn't a throwaway question. Give it real space. If someone needs to talk, let them.
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#### **Name one avoided tension (15-20 min)**
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:::warning
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***This could be hard.*** Go gently but don't avoid it.
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:::
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"What conflict or tension has your studio been avoiding? It doesn't have to be big — small avoidances are actually great to examine."
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**If no one speaks up immediately**, let the silence sit. Count to 15 in your head before you intervene. Then try:
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- "Is there something you've been wanting to bring up but haven't found the right moment?"
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- "Think back to the last few weeks. Was there a moment where something felt off but no one said anything?"
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- "Are there any patterns from the Informal Hierarchy Check-In (Session 4) that you haven't addressed?"
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**If something does come up:**
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Help them practice the tools from the session:
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1. **Behaviourally-specific feedback:** "What did you actually observe? What's the behaviour you can point to?"
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2. **Stay on your side of the net:** "What was the impact on you? Separate that from what you think they intended."
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3. **Loving Justice check:** "Is what you want to say brave? Kind? Honest? Humble?"
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4. **Window of Transformation:** "Where are you right now? Where do you think the other person is? Is this a good time for this conversation?"
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**If something big surfaces:**
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Don't try to resolve it in this meeting. Help them decide:
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- "Is this something you want to keep working through now, or does it need a dedicated conversation?"
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- "Would it help to have a third party present when you continue this?"
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- "What would make it safe enough to keep talking?"
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#### **Review the conflict resolution template (15-20 min)**
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Go through Baby Ghosts' policy together. For each section, ask:
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- "Does this make sense for your studio?"
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- "What would you change?"
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- "What's missing?"
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**Key areas to discuss:**
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**Who initiates:** "In your studio, who would actually be the one to say 'we need to use the process'? Is it comfortable for everyone to do that, or would some people never initiate?"
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**Documentation:** "How much documentation feels right? Too little and things get lost. Too much and it becomes punitive."
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**Timelines:** "How quickly should you respond to a raised concern? What's realistic?"
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**When resolution isn't reached:** "What happens if you go through the whole process and still can't agree? What's the last resort?"
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**Escalation:** "Who's your third party? Another studio member? Your PS? Someone outside the program?"
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They don't need to finalize a policy today. The goal is to identify what resonates, what needs adapting, and what gaps exist.
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#### **Close (5 min)**
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- "What's one thing you want to commit to about how you handle conflict going forward?"
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- "Is there anything from today's conversation that needs follow-up before next session?"
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- Remind them: Session 8 is the last session. Encourage them to use this week to address anything unresolved.
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### :star: **Tips**
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If no one wants to name a tension:
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- Don't force it. "That's okay. The invitation stays open. Sometimes naming something takes longer. You can always come back to this."
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If it gets heated:
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- "Let's pause. Where is everyone right now?" (Use the Window of Transformation language.) "Is this a conversation we can have right now, or do we need to step back?"
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If someone minimizes:
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- "You said 'it's not a big deal' — but you brought it up. Can you say more about why it's on your mind?"
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If someone deflects to structural issues to avoid interpersonal ones (or vice versa):
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- "It can be both. What's the structural part, and what's the interpersonal part? Which one are you more comfortable talking about — and which one are you avoiding?"
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If the template review feels abstract:
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- "Think about the tension we just discussed. Would this process have helped? Where would it break down?"
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### **🏁 After the session**
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- Note how the tension-naming went — did something real surface, or did the studio stay safe?
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- Note how they responded to the conflict resolution template — did they engage or treat it as a formality?
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- If any individual seems affected, follow up with them directly
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- Bring observations to your PS check-in — especially anything that concerns you about studio dynamics
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## :triangular_flag_on_post: **Red flags to watch for**
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- A studio that insists they have no conflicts — avoidance is not peace
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- Someone who identifies a conflict but then immediately retracts: "never mind, it's fine"
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- Conflict always attributed to one person — scapegoating
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- Political framing used to avoid naming emotional experience (the emotional-political conflation trap from the session)
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- A studio that wants the policy "just in case" but clearly has an active, unnamed conflict
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- Someone who seems shut down or dissociated — check in with them privately after
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- Performative agreement: "I'm fine with whatever the group decides" when they clearly aren't
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