Our understanding of collaboration

Empowering Collaboration in the "If I Were in Your Shoes" Project


In the transformative project “If I Were in Your Shoes: The Transformational Power of Good Practice in LARPing,” we went through several phases that were not only transformative to the participants but as well the project coordinators and facilitators of the different activities. As we began working together in the phase of planning the project activities and building the application to acquire finance to put it in life, it was clear that we envisioned a highly participatory process at all levels of conducting project activities.

We recognized the importance of collective authorship and conflict management in fostering collaboration among partner organizations, facilitators, and participants. This article explores the significance of collaborative participation, effective communication, and conflict resolution in training activities and project meetings, highlighting the impact of these approaches on the project’s success. By embracing collective ownership and utilizing conflict management strategies, we empowered everybody involved to contribute their unique perspectives and create an inclusive and productive environment.

Defining Collective Authorship and Ownership

Collective authorship and ownership refer to the active involvement and shared responsibility of all involved in the project in the creation, design, and implementation of all project activities – project coordination and administration, dissemination, project meetings, training activities etc. This approach emphasizes collaboration, decision-making, and the valuing of diverse perspectives, enabling all involved to shape the project’s directions collectively.

We recognise numerous benefits of Collective Authorship and Ownership:

  • Enhanced Creativity and Innovation: By engaging partners, facilitators, and participants in the co-creation process, we harness the collective intelligence and diverse experiences of the entire team. This collaboration lead to innovative ideas, fresh perspectives, and creative solutions, enriching the training activities and project outcomes.
  • Increased Engagement and Commitment: When individuals feel a sense of ownership and authorship, they become more engaged and committed to the project’s goals. Collective participation cultivated a shared purpose, encouraging active involvement and dedication from all. This heightened commitment contributed to the project’s success and sustainability.
  • Empowerment and Skill Development: Collective authorship and ownership provide opportunities for skill development and empowerment. By involving all involved in the project at all levels, we created a supportive environment for continuous learning and personal growth. This approach enhanced confidence and enabled people to contribute their expertise effectively.

Embracing Non-Hierarchical Decision Making

By actively developing the concept of working together, embracing non-hierarchical decision making, and prioritizing inclusive collaboration, the “If I Were in Your Shoes” project fostered a culture of collective ownership and engagement. This approach empowered all to contribute their unique perspectives, skills, and experiences, resulting in training activities and project meetings that were enriched by diverse insights and a sense of shared responsibility.

The presence of a conflict manager was invaluable in promoting effective communication and resolving conflicts that arose in the course of the project. He acted as a mediator, creating a safe and respectful space for stakeholders to express their opinions and concerns. By identifying underlying issues, facilitating discussions, and mitigating any power imbalances, he helped in finding resolutions that supported the project’s collective goals.

Inclusive Environment and Equal Participation

From the outset, the project team recognized the importance of creating an inclusive environment where all involved felt valued and had an equal opportunity to contribute. The coordination team actively promoted a culture of respect, open communication, and active listening. This approach ensured that all voices were heard and considered in the decision-making process. To develop the concept for working together, the team enhanced collaborative brainstorming sessions and idea generation thus provided a platform for sharing thoughts, insights, and suggestions. These sessions involved mainly project coordinators team from all the partner organisation and as well facilitators, and in some cases participants. The project was built as a good practice exchange between partners and the different roles thus mixed or the same people contributing to the project in several different roles. The team encouraged participants to think outside the box, challenge assumptions, and contribute to the development of innovative and engaging training activities.

Consensus-Based Decision Making

In order to foster a non-hierarchical decision-making process, the team adopted a consensus-based approach. This approach required all involved to reach an agreement that addressed everyone’s concerns and aspirations. Within the project coordination team we facilitated discussions, encouraged dialogue, and guided the process towards finding mutually acceptable solutions. Seeking common ground and shared understanding, we all engaged in open dialogue and negotiation to reach mutually agreeable solutions. This ensured that decisions were not imposed by a select few, but rather emerged through collective agreement. We documented agreements for transparency and established feedback loops for continuous improvement. Through this approach, we harnessed the collective wisdom, fostering collaboration and  shared responsibility.

Clear Communication of Decision-Making Processes

Transparent communication of the decision-making processes was paramount to establishing trust and ensuring that all involved understood how their input influenced the outcomes. We made sure that we share the same understanding of the decision-making methods employed, including the factors considered, the rationale behind choices made, and the role of each person involved in the process. This transparency helped to build a shared understanding and further promoted a sense of ownership and accountability among the participants.

Role Clarity and Shared Responsibility

To strengthen collaborative work, the team focused on defining clear roles and responsibilities for each partner organization and as well for each person involved in the project. By establishing role clarity, the team ensured that all involved understood their areas of expertise and contribution within the project. Shared responsibility was emphasized, with each stakeholder recognizing their role in the success of the overall endeavor. This approach promoted a collective mindset and a shared commitment to the project’s objectives.

Continuous Evaluation and Adaptation

The project team continuously evaluated the effectiveness of the collaborative work concept in meetings and training activities. Feedback between partners, facilitators, and participants was actively sought and integrated into ongoing improvements. By regularly reflecting on the process and making necessary adaptations, the team ensured that the concept remained dynamic and responsive to the evolving needs and aspirations of all involved in the process.

Strategies for Effective Collaboration

Creating inclusive spaces that fostered open communication and trust was essential. Regular project meetings provided a platform for all involved to contribute ideas, concerns, and suggestions. An open and non-hierarchical approach ensured that everyone’s input was valued, regardless of their role or experience.

We were as well co-designing the training activities, involving all partners, facilitators, and in some cases as well participants in the design and development of training activities. We utilized brainstorming sessions, workshops, and collaborative platforms to gather ideas and co-create content, encourage the sharing of personal experiences and expertise in shaping meaningful and impactful training experiences.

Adopting a consensus-based decision-making process ensured that all involved had a voice. We were constantly encouraging discussions, debates, and active listening to explore different perspectives and reach collective decisions. Transparently communicate the reasoning behind choices made to maintain trust and transparency among all involved parties.



In the “If I Were in Your Shoes” project, we recognized the transformative power of collective authorship, conflict management, and collaboration. By embracing a culture of collective ownership, we empowered involved parties to actively contribute their unique perspectives, fostering creativity, innovation, and commitment. Additionally, the presence of a conflict manager ensured effective communication, resolution of conflicts, and the maintenance of a trusting and inclusive environment. By adopting strategies for effective collaboration and continuous improvement, we could navigate challenges, maximize the project’s impact, and achieve our shared goals. Together, we created an empowering space for growth, learning, and the successful implementation of creative methods in our work with target groups.


Slade, S. (2018). Going horizontal: Creating a non-hierarchical organization, one practice at a time. Berrett-Koehler Publishers.

Boal, A. (1979). Theatre of the Oppressed. Theatre Communications Group.

Freire, P. (1970). Pedagogy of the Oppressed. Continuum.

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