152 Chapter 6 Some participants mentioned having learned about the significance of MCD, the seventh category. Most indicated MCD contributes positively to their practice because ‘you reflect on real and urgent work content’, and the discussed cases are the ones ‘we do not often talk about’. Prison staff mentioned that MCD helped them to reflect on how to act, given the main values of prison work: ‘the higher purpose of the job is part of the conversation’. Some participants expressed the wish to continue with MCD because ‘it helps to explore dilemmas calmly and thus to arrive at well-considered decisions’. Another participant mentioned that MCD helped ‘not to assume what is good by only looking at what is customary’. Prison staff stated that MCD had broadened their view, were often surprised by the many alternative ways to handle specific situations, and how they learned from colleagues’ explanations why they believe a particular action is best. In the final category lack of (relevant) outcomes fromMCD sessions, a few participants reported a lack of relevance of the discussed case, others that MCD does not add anything new because the case was already discussed sufficiently, or the deliberation did not result in new insights. Or they stated ‘I will keep doing what I already did’. Most participants in this category mentioned the issue or dilemma still existed after an MCD; MCD did not solve it, as they had hoped. Qualitative outcomes as perceived by MCD facilitators Based on the single MCD sessions, most of the facilitators’ answers – when asked about the outcome of the MCD for participants or how it was perceived by participants – were similar to participants’ answers. For example, the facilitators also mentioned improved cooperation and mutual understanding of team members. More explicitly than participants, the MCD facilitators mentioned the importance for participants of ‘being seen’ and ‘being heard’, as an outcome of MCD. Furthermore, facilitators reported that participants experienced MCD as a moment of ‘tranquility and peace’ during intensive days. Facilitators added that participants felt ‘liberated or relieved’ by the opportunity to share difficulties from practice. One facilitator mentioned that ‘the case presenter found it pleasant to calmly transform anger and frustration into thoughtful reflections on possible courses of action’. Another facilitator described how the exchange of perspectives during MCD made some staff realize what it feels like to be bullied or discriminated against, and why speaking up is often challenging. In another case, the exchange during MCD made participants become aware of the need for clearer agreements and the existing differences in views or actions among themselves: