practice · all tools
Norms for addressing harm directly
To establish team expectations that when harm occurs, it will be acknowledged and addressed. Discuss and establish team norms around addressing harm: • When someone feels harmed by a colleague's actions, the expectation is that they will raise it (directly or with support) rather than silently… An ongoing team scaffold (team culture), run continuous, not as a one-off session.
Practical
- Time
- 5-90 min
- Group
- 3–20 · small-group
- Settings
- in-person, online
- Materials
- None beyond ordinary meeting/work settings
- Mechanisms
- life-embedding, emotional-processing, narrative-identity
- Change scope
- state → skill · recurring-practice (Continuous)
Origin & where it lives
Thomas Jordan & Claude [AI] (IDG for Teams handbook — team scaffold) — IDG practice (idg.thomasjordan.se)
Instructions: open online
In this directory via Thomas Jordan's IDG Resource Library
Team leader role (Jordan): Establish and reinforce norms. Offer support for difficult conversations. When you become aware of unaddressed harm, encourage and support its resolution.
status: checked · added 2026-08-25