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In the aftermath of the election, numerous people have asked me: How can Deep Democracy help us in this moment? Deep Democracy provides a lens through which to understand those who disagree with us and ourselves. It also gives us something critical: a roadmap to use as we move forward.

We often say we’re open to different viewpoints, but in practice, we may only be giving lip service to diversity. For example, in meetings, when someone shares a perspective that challenges the status quo, leaders and facilitators may unconsciously perceive it as a threat. Without realizing it, they might shut

The beach was beautiful. The sand grains were small and smooth, comfortable and warm on bare feet. The waves lapped up against the shore and seagulls coasted on the breeze water searching for food. As we walked along the beach, the tide started to ebb and, as it did, unexpected

    Every day, it’s becoming more challenging to foster a culture of inclusion and create spaces where everyone’s views can be spoken. Polarization around nationality, color, religion, sexual orientation, and political views is becoming a burden. We are scared to touch this or that topic, to be perceived in

Few people enjoy conflict, yet conflict is inevitable in organizational life. In this post, we’ll explore a topic that can baffle people: when should we intervene in conflict? Speed Leas, refining a model he co-created with Helen Weingarten, outlines five levels of conflict. The highest intensity is Level 5: Intractable.

Have you ever been on a team that’s gotten stuck? I have. I don’t remember the specific decision on the table, but I remember the fury. I and several others had been advocating for something that a colleague and some allies disagreed with. The conversation quickly polarized and turned personal.

Deep Democracy holds many gifts for facilitators: tools that can help us navigate tension in groups, hear all voices, negotiate power, and make sound agreements. Here's an overview of five gifts from Deep Democracy.

When things get difficult, we are generally consumed in relations by looking at who is doing what to whom, how it shouldn’t be that way, and who is right or wrong. It leads us into discussions we are probably familiar with and we don’t want to have and yet are

This is the first in a 3 part series on working with differences and conflict recorded in April 21, 2020.

There's wisdom in every minority opinion. Let's listen to it in order to make better decisions on the job.

Everything we see out there, is also within us. If we look close and deep enough, we will see it. And seeing it has the potential to create change by itself.

This article was originally posted on LinkedIn. By the time I entered the room, the two sides were locked into position. One side was convinced that they had the answer. The other side wouldn’t budge from their belief that they were right. Each side was making their points, logically explaining

Rather than trying to convince people your change initiative is the right one, invite them to talk openly about what it might take to implement it: the good, the bad, and the frustrating.

A graphic depiction of several Deep Democracy tools. Created by Patricia Tiffany Angkiriwang.