Guidelines for working in a TranSTEP group

  • The different stakes, interests and assumptions of the participants (including the facilitators) in the TranSTEP group should be acknowledged. The TranSTEP approach is designed to make these explicit from the beginning. This involves deliberately and systematically mobilising and discussing the participants’ experience, perspectives and knowledge.
  • The group should create a culture of respectful dialogue and possibly set out norms for dialogue.
  • Working in a trans-domain setting requires investing time and energy in developing a common “language” to enable fruitful interaction between people with various backgrounds.
  • The process includes two-to-three day meetings in a safe setting and time to prepare, further explore and temporarily conclude about the issue before, between and after these workshops. However, the team might decide on another schedule.
  • The whole process is transparent. However, in order to ensure a good climate for dialogue in the workshops the transparency relates to arguments and perspectives and not to the actions or opinions of particular individuals in the team.
  • In order to protect the dialogue climate in the meetings, these will not be open to everyone who might be interested. However, all relevant perspectives should be represented in the group and the group may discuss the adequacy of its composition throughout the process, also based on input from external parties.
  • The process can be concluded in a period of six to twelve months, but the problem owner or the group might conclude that it should persist and discuss these issues in an iterative way.
  • Participants that appear passive or overlooked should be empowered.
  • Adequate resources (time, personnel, funding, infrastructure) must be available, for real dialogue to take place.
  • Proven leadership skills should be a criterion for selecting the facilitator(s).

Established process management tools may be helpful, such as PrOACT.