Learning from the following favorite words：
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It is important to say why thinks the statement is a lie and to suggest what the motive of the liar might be. I call this “framing.” Motive is important. If I can’t think of any reason the person might have for misrepresenting the truth, then might chalk their statement up to ignorance or reckless disregard for the truth.
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Finally, it is important to own any claim that a statement is a lie. This means that I need to be comfortable making that claim. If I’m going to call someone a liar, I ought to do it in very public way—to their face, if possible.
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Facilitative leaders foster the kind of empowerment that makes winning at win-win negotiation a reality. That is, your organization’s leadership has to trust you to determine what it will take to get into the trading zone and win at win-win negotiation,
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If I think someone is lying- that is, deliberating making a statement they know to be false, I’ll say out loud, “That’s a lie.” Yes, I’m giving visibility to the statement, but from my hand-point, I’d rather the statement to be labeled as a lie than allowed to stand unchallenged.
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Organizations that have eliminated layers of middle management need lower-level staff to take more responsibility. In this context, companies and groups put a premium on finding managers who can motivate or catalyze networks of employee, volunteers, supporters, investors, and others to define what needs to be done, take the necessary initiative, and encourage cooperation.
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The most effective response to a lie is to :
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Leaders who get others to do what they want by using their authority to threaten or punish can, in fact, get things down.
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Groups can prevent disputes by:
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Professional facilitators help:
Structure agendas
Set ground rules
Keep the discussion focused and productive
Record and summarized the discussion and outcomes
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The following signs o trouble may suggest that you need a different facilitator or that facilitation may not work for your group.
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