CONFLICT ENGAGEMENT AND POSITIVE PSYCHOLOGY: AN OPPORTUNITY TO REFRAME OUR PROCESS

Presented by,

Bryan HansonAssistant Director

The Werner Institute

Creighton University - School of Law

Phone: 402.280.3365

Objectives for Presentation Reflect upon the efficacy of current problem

solving methods

Create a sense of the benefits of positive

framing when engaging in conflict

Increase understanding of positive

psychology/AI and its application to conflict

engagement

Practice AI within a workplace conflict scenario

My Hopes for the Presentation Refine ideas for application

Develop potential lines of research

Feedback from fellow practitioners

The Problem Solving Approach

Typical Mediation Process

Why Reframe Our Approach?

Placebo

Pygmalion

Positive Affect & Learned Helpfulness

Imbalanced Inner Dialogue

The Positive Image as a Dynamic Force in

Culture

Affirmative Competence

Selective Self-Monitoring (Martinetz, 2002)

Why Reframe Our Approach?

“Relationships thrive where there is an

appreciative eye – when people see the best in

one another, when they can share their dreams

and ultimate concerns in affirming ways, and

when they are connected in full voice to create

not just new worlds, but better worlds.”

(Cooperrider, 2003)

Why Reframe Our Approach?

“Treatment is not just fixing what is broken; it is

nurturing what is best. Psychology is not just a branch

of medicine concerned with illness or health; it is

much larger. It is about work, education, insight, love,

growth, and play. And in this quest for what is best,

positive psychology does not rely on wishful thinking,

faith, self-deception, fads, or hand waving; it tries to

adapt what is best in the scientific method to the

unique problems that human behavior presents to

those who wish to understand it in all its complexity.”(Seligman & Csikszentmihali, 2000)

The Power vs Force Perspective

The Power vs Force Perspective

Examples of High and Low Energy Patterns:

Accepting ……….. Rejecting

Diplomatic ……… Deceptive

Appreciative …….. Envious

Conscious ……….. Unaware

Confronting ……... Harassing

Trusting …………. Gullible

Thoughtful ……… Pedantic

Powerful …………. Forceful

(Hawkins, 1995)

Neuroscience Findings

The Appreciative Inquiry Process

(Mohr & Watkins, 2001)

Applications in the Workplace

AI in Action

http://vimeo.com/wernerinstitute/wonderfullifeproje

ct

Priming Potential*

(*Process in development by Hanson, 2013)

Resources Used (Books)

Barrett & Fry (2005). Appreciative Inquiry: A

Positive Approach to Building Cooperative

Capacity.

Hammond, S.A. (2998). The Thin Book of

Appreciative Inquiry

Hawkins, David (1995). Power Vs. Force: The

Hidden Dimensions of Human Behavior.

Noble, Cinnie (2012). Conflict Management

Coaching.

Kahneman, Daniel (2011). Thinking Fast and Slow.

Levitan, Daniel (2007). This is your Brain on Music.

Resources Used (Articles)

McClellan, Jeffrey (2007). Marrying Positive Psychology to Mediation. Dispute Resolution Journal.

November 2007

Martinetz, Charles (2002). Appreciative Inquiry as an Organizational Development Tool.

Performance Improvement, September 2002

Kellermanns, Floyd, Pearson, and Spencer (2007). The Contingent Effect of Confrontation on the

Relationship between Shared Mental Models and Decision Quality. Journal of Organizational

Behavior.

Coe, Richard (2010). Neuroscience: a new friend to OD and AI. AI Practitioner, February 2010.

Johnson, Richard (2010). How to Conquer Conflict with Appreciative Conversation. AI Practitioner,

November 2010.

Seligman, Martin & Csikszentmihalyi, Mihaly (2000). Positive Psychology: an introduction.

American Psychologist, January 2000.

Simonton, Keith (2000) Creativity: Cognitive, Personal, Development, and Social Aspects.

American Psychologist, January 2000.

Ryan & Deci (2000). Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social

Development, and Well-Being. American Psychologist, January 2000.

Final Thoughts

What further questions or thoughts have emerged

during this discussion regarding the integration of

concepts from conflict engagement and positive

psychology?

For further information regarding our program please

contact:

Bryan Hanson(402) 280-3365

bryanhanson@creighton.edu

http://www.creighton.edu/werner