They take turns on the bad news lists, paraphrasing, until they achieve a sense of closure. The facilitator brings in data about the individuals and the relationship, gathered from outside sources, such as bosses, peers, and subordinates. Participants repeat in their own words what the other person is saying. Reflection of feeling. Each person says what he or she resents about the other, explores the characteristic of the other that is simultaneously being admired, and then makes a request of the other.
Participants diagnose the job expectations of each other and themselves.
Participants share data that could seriously jeopardize the relationship. The individuals tell each other important facts about themselves. The facilitator gives an explanation of criteria of effective feedback, modeling the process, and directing a feedback exercise in order for the two parties to learn how to do it when you are not there. Tell me more. The facilitator pushes for action planning, observing nonverbal and verbal indicators of commitment to the solution.