1.Conflict Resolution Ei4Change

2. Conflict occurs between at least two interdependent parties. One party usually has more power. Each party asserts that they have the right to limited resources or to a course of action. What is conflict? 3. Each party can frustrate the desires of the other(s). There are often perceptions around incompatibility, resource allocation and interferences about achieving their goals. What is conflict? 4. Conflict resolution is the practice of identifying and handling conflict in a sensible, fair and efficient manner. 5. a normal, inescapable part of life occurs in any relationship from time to time an opportunity to understand opposing preferences and values Life would be boring without conflict! Conflict is 6. Anger and frustration Lack of trust Lack of honesty Poor decision making Lack of motivation Low morale Absenteeism Unmet business goals Indicators of conflict? 7. Increased stress Increased absence from work Inappropriate decisions (unclear, unfocused) Delayed and missed deadlines Lower productivity Divisions as people take sides Time spent in resolution Attrition Costs in arbitration, mediation, negotiation Potential legal costs Cost of conflict? 8. Promotes growth and learning Promotes creativity and innovation Promotes personal development - Increased self-awareness - Interpersonal skills - Mutual understanding Opens up communication Develops new perspectives Broadens horizons The benefits of conflict? 9. Without healthy conflict, teams cannot reach their potential There needs to be a solid foundation of TRUST Conflict in the workplace 10. Facts people see things from different view points Methods people have different preferences around how tasks are done Goals people have different objectives and are working towards different goals Values people have different basic values Sources of conflict 11. Imposing your own goals and priorities Attacking the legitimacy of others position and priorities Minimising or ignoring others concerns Suppressing differences Going through the motions of managing the difference but refusing to carry it through Refusing to temporarily remove constraints Playing politics Taking things personally Issues that get in the way 12. How important is this for me? What is my attitude to conflict? How important is my relationship to you? How skilled am I at dealing with conflict? Do I trust you? Factors impacting upon conflict 13. Recognise where you are where the other person is where you want to be what your intent is which position the other person may realistically move to what you need to do or say in order to allow the other person to move Dealing with conflict 14. Cycle of Behaviour My Attitude Your Attitude My Behaviour Your Behaviour 15. Flight Behaviour Strategy (Intervening) Maintain rapport throughout Use questions to uncover concerns (be persistent but not pushy) Listen Empathise Clarify (Qualify and Quantify) Address the concerns Implement the solution or move on 16. Fight Behaviour Strategy (Disarming) Maintain rapport throughout Pace and lead to lower energy Listen Empathise however dont agree Clarify (Qualify and Quantify) Address the concerns Implement the solution or move on 17. Yes, but ... This has the potential impact of - negating the other persons contribution - positioning your idea as the right one The words used can have a big impact The words used 18. Yes, and ... The words used can have a big impact This has the impact of - affirming the other persons ideas - communicating that they have been heard - building upon their ideas The words used 19. It is important in conflict resolution to recognise what you would like to achieve how you would like to do it The importance of I want to maintain my position treat the other person with respect. I agree their solution is better than mine I want to retain my authority. The words used 20. STAGE 1: Adopt a position of detached objectivity STAGE 2: Acknowledge the other persons position STAGE 3: Clarify understanding of the other persons position STAGE 4: Assert your own interests and needs STAGE 5: Identify common ground STAGE 6: Plan the next steps Managing conflict in 6 stages 21. Dont dwell on conflict symptoms and trace it to its source No gender or age effect in conflict handling How disagreement is expressed influences the conflict situation Personalities affect how conflict is managed Aggression breeds aggression Challenging and clear goals can defuse conflict How you handle conflict affects group satisfaction A few bits of wisdom 22. Lightbulb Moments CD Our Lightbulb Moments CD. A free copy is available for one lucky person each month. To win a copy send your name and email address to info@ei4change.org.uk 23. Ei4Change Ltd. www.twitter/@Ei4Change www.linkedin.com/company/ei4change www.facebook.com/pages/Ei4Change www.ei4change.com