Why use the issues clearing model?

Often, when the first person in the Small Group has the courage to use the model to air an issue, the dam will burst, and other minor and major issues between members will surface. Once issues are cleared using this model, members can support one another on deeper personal or business issues without subconsciously being sidetracked by unresolved interpersonal conflicts.

When to clear issues?

Issues may be cleared outside of Small Group, and with many issues, it is appropriate or even ideal to do so.

It is appropriate to clear an issue in Small Group if the issue affects the Small Group, such as lateness, use of a smartphone during Small Group, etc., or if the person clearing the issue has not had a chance to clear prior to Small Group and is blocked in Small Group by the uncleared issue.

Who can clear issues?

An individual may have an issue with the Small Group; however, the Small Group may not have an issue with an individual.

If several members have an issue with an individual, the individual members clear the issue one-on-one. It is NEVER appropriate to say, “Others feel the same as I do.”This is deflating to the person being cleared with and is highly ineffective.

Using the issues clearing model

Using the issues clearing model presupposes that the person clearing the issue cares about his or her relationship with the other person enough to want to clear the air. If the member affirms the importance of the relationship with the other person when beginning the issues clearing, the model becomes easier to use. (“I’m clearing this issue with you because it’s important to me to have nothing blocking my ability to be close to you.”)

The success of any issues clearing model hinges on the participants’ ability to mirror the statements and emotions of each other as accurately as possible, without becoming detoured by innate defense mechanisms.

In the issues clearing model presented here, Person A is the person with the issue to be raised. Person A’s job is to present the issue, including his or her feelings, judgments, personal responsibility in the issue, and wants. Person B is the member that Person A has an issue with. Person B’s job is to listen attentively and to reflect back to Person A what Person A has said.