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When a person of color (A.K.A. a person from the Global Majority, or GM) tells a marginalization story that triggers a defensive response from a white participant in a group, to foster awareness and healing, leaders can address the white person's distress with empathy, highlighting the common dynamic of prioritizing white pain. From there, leaders can offer GM participants opportunity to share their experience and make requests of the group.

Facilitated dialogue helps conflicting parties build understanding and explore solutions.

Let go of resolution pressure and explore intention setting with warmth and compassionate clarity.

Imagine a world where mediation is a basic life skill taught early to support cooperation.

Our brains often quickly categorizes things as good, bad, right, or wrong and then determines who’s to blame or praise. Maybe this  supports the illusion of order and predictability, thus provides a false sense of safety and reassurance. But its less effective in truly meeting our needs. By practicing "Living in the Observation," we can focus on reality, avoid unhelpful rumination, and find peace and empowerment in everyday life.

Ask the Trainer: Exploring how unconscious motivations influence the needs we identify and express.

Trainer Tip: "Sometimes we are dissatisfied in our primary relationship, yet the thought of making a change is scary, so we stay in it. Sometimes we think we're afraid to learn the truth, so we don't ask direct questions."

Trainer Tip: Anger can be an opportunity to hear the "Please" behind the words and create a path to resolve conflicts compassionately.

Trainer Tip: Mary offers 3 foundational tips for making requests: positivity, specificity and doability.