![]() My dad said he crawled in and out of the well by using a ladder and a rope. My dad, Henry Salzl, described his experience digging wells as not a simple endeavor: He said he and his brother-in-law Frank Jochum once dug a well 50 feet deep by hand. I returned to an interview I did with my parents in 1982 for first-hand information. Of the wells of the more moderate depths many are spring-fed and the supply of water seldom fails even in driest weather.” In many localities are springs, which furnish a constant and accessible supply of water which cannot be excelled for purity. Most of the wells are in sand, gravel and pebbles, but some pass through till and hardpan. In his 1915 "History of Stearns County," he describes digging wells and obtaining water as something rather simple and efficient: “Pure water is readily obtained by means of wells, the depth varying from 15 to 75 feet, in a few locations it has been found necessary to go to a depth of 100 feet before a reliable flow of pure water is obtained. I’m looking forward to hearing about your experiences, lessons learned and - most importantly - if it helped to clear the air.I turned to William Bell Mitchell. ![]() Good luck facilitating your own ‘Three Buckets’-session. You can add more buckets to help participants self-select how urgent a frustration is (like three buckets with ‘!’, ‘!!’ and ‘!!!’ and on with a heart).Don’t facilitate this session if you are involved in certain frustrations.Your responsibility lies in creating a safe-enough environment where people can voice frustrations and find solutions As a facilitator, you are not responsible for the outcome.The worst thing you can do is break off the session, leaving all the tensions in the open without resolution If emotions run particularly high during the session, use short breaks to calm people down before proceeding.Acknowledge that people may feel tense and nervous, including yourself.Ask the team how the session was for them. Round up the session by going through the improvements you identified with the team.But do make sure to end the session on a positive note This really depends on what the group needs and how the energy-level is. Sometimes we skip over the smaller frustrations entirely or take a few post-its from the ‘Going well’-bucket in-between to bring the positive into focus for a bit. But we sometimes change the order depending on how the group feels. I prefer to completely empty the bucket with the largest frustrations before moving to smaller frustrations, and finally to things that are going well.Write actionable improvements on post-its and stick them on a wall to keep them transparent throughout the sessions Sometimes just voicing the frustration is already enough. For each frustration, try to identify improvements to avoid that frustration from resurfacing.Chances are that you’ll have duplicates in the bucket, which is perfectly fine Discuss the frustration, giving the writer the opportunity to explain what happened (using the SBI-steps). The person that wrote the post-it can clarify if needed. Starting with the bucket with the large exclamation mark, ask people to take a post-it out of the bucket, unfold it and read it aloud.Also ask everyone to write down one or two things that are going well, fold them up and put them into the bucket with the heart Huge frustrations go in the bucket with the large exclamation mark, smaller ones go into the bucket with the small exclamation mark. Ask everyone to write down frustrations they have on a post-it, fold them up and put them into one of the buckets.If people have trouble formulating their frustrations in this manner, ask questions to help them do so This helps to separate facts from interpretations. Ask people to begin by explaining the situation as it was, then describe the behavior they observed and the impact that it had on them. Instead, focus on asking ‘What does he do to make you feel that way?’. Just saying ‘Tim is always an ass’ is not helpful because it’s too subjective. Briefly explain how to best provide feedback.Also emphasize that we may not resolve all the differences in one sitting, but that it does help move in the right direction Re-iterate core values don’t interrupt each other, respect everyone’s perspective and put an effort into trying to understand each other. Don’t beat around the bush share your observation that there are tensions in the team and that you’d like to talk about them to see if they can be resolved.
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