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CONFLICTMEDIATION<br />Tech Prep Presentation to  Area High School Teachers<br />Collin County Community College<br />Plan...
What is Mediation?<br />An attempt by two parties to resolve their differences or dispute.<br />Assisted by a neutral thir...
What is Mediation?<br />A mediator only advises, only suggest.<br />The resolution is up to the two parties using a signed...
A Conflict Mediation ProgramMediator leads the parties – series of steps<br />Identifying the problem(s).<br />Listening t...
Mediation and Trial Comparison<br />Trial assumes guilt and innocence.<br />Mediation assumes no fault.<br />A trial seeks...
Peer Conflict Mediation<br />The two conflicting parties sit with a trained peer and discuss their differences.<br />The p...
Nature of the Conflict?What conflict exists according to them?<br />Is it all expressed?<br />Are there additional points ...
Positions and Interests?<br />A  POSITION is what I want or demand.<br />An INTEREST is the underneath why I want it.<br /...
Positions and Interests<br />Interests related to each other<br />Conflicting<br />Shared<br />Compatible<br />Tips:<br />...
Options and Alternatives<br />OPTIONS are resolutions that parties conceive together.<br />An ALTERNATIVE is a resolution ...
Mediation Process<br />Stepping into another’s shoes.<br />What are they saying/doing that for?<br />What is their situati...
 Mediation Process<br />Positions<br />						Common <br />						Mistakes<br />		INTERESTS<br /> <br /> <br />			Options<br...
Mediation Process<br />Most common errors<br />Jump from positions to options<br />Jump from positions to commitment<br />...
Mediation Process<br />Helpful Tips:<br />Everyone wants to be heard (and must be).<br />Affirming interests – not positio...
Analyzing Conflict Situations<br />1.  Defensive communication?<br />Happens when they feel threatened.<br />Will attempt ...
Analyzing Conflict Situations<br />2.  Hostile communication?<br />Direct verbal assaults<br />A person criticizes, ridicu...
Analyzing Conflict Situations<br />3.  Manipulative Communications?<br />Often occurs in conflict situations.<br />Attempt...
Analyzing Conflict Situations<br />4.  Avoidance<br />May change the subject to avoid confronting a topic that is threaten...
Analyzing Conflict Situations<br />5.  Evaluative Response?  Sniping?<br />Another approach that people may attempt when t...
Conflict Styles<br />Competing:<br />“Hard bargaining” or “might makes right.”<br />Pursuing personal concerns at the expe...
Conflict Styles<br />Collaborating:<br />“Negotiating” or “two heads are better than one”<br />Working with someone to……<b...
Conflict Styles<br />Compromising:<br />“Splitting the difference”<br />Seeking the middle ground solution that satisfies ...
Conflict Styles<br />Accommodating:<br />“Soft bargaining”<br />“Killing your enemy with kindness”<br />Yielding to anothe...
Conflict Styles<br />Avoiding:<br />“Leave well enough alone”<br />Not addressing the conflict<br />Withdrawing from the s...
Six Rules for Conflict Mediation<br />1.  Never take sides<br />Never be the decision maker.<br />Never defend one person’...
Six Rules for Conflict Mediation<br />2.  Win-Win Strategy<br />Each person to walk away feeling he or she won in some par...
Six Rules for Conflict Mediation<br />4.  Get conflicts out in the open<br />Don’t let conflicts simmer and flare in the d...
Six Rules for Conflict Mediation<br />5.  Be aware of barriers to conflict<br />        resolution<br />Defensiveness<br /...
Six Rules for Conflict Mediation<br />6.  Do not escalate conflicts by involving      more people than is necessary<br />R...
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Conflict Mediation

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Conflict Resolution and Mediation Techniques

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Transcript of "Conflict Mediation"

  1. 1. CONFLICTMEDIATION<br />Tech Prep Presentation to Area High School Teachers<br />Collin County Community College<br />Plano, TX<br />
  2. 2. What is Mediation?<br />An attempt by two parties to resolve their differences or dispute.<br />Assisted by a neutral third party.<br />Purpose is to resolve a conflict and create an agreement.<br />Does not replace the judicial system.<br />Mediation proceedings are confidential and private.<br />
  3. 3. What is Mediation?<br />A mediator only advises, only suggest.<br />The resolution is up to the two parties using a signed, written agreement.<br />Informal process.<br />No judge or jury, no arbitrator.<br />All parties must agree to the process, usually with a signed mediation agreement.<br />
  4. 4. A Conflict Mediation ProgramMediator leads the parties – series of steps<br />Identifying the problem(s).<br />Listening to each other.<br />Recognizing the feelings involved.<br />Hurt, rejected, afraid, angry, arrogant, etc.<br />Developing possible solutions.<br />Taking responsibility for their part in the conflict.<br />
  5. 5. Mediation and Trial Comparison<br />Trial assumes guilt and innocence.<br />Mediation assumes no fault.<br />A trial seeks to learn the truth.<br />Mediation seeks to find an equitable solution.<br />A trial deals with facts.<br />Mediation deals with the feelings and perceptions behind the facts.<br />In a trial, a judge makes a decision.<br />In mediation, the disputants make the decisions.<br />
  6. 6. Peer Conflict Mediation<br />The two conflicting parties sit with a trained peer and discuss their differences.<br />The peer mediator guides the discussion to help the quarreling students find solutions to their conflict.<br />Once the two parties agree, they each sign a contract that outlines what each will do to solve the problem.<br />All mediation sessions are confidential.<br />
  7. 7. Nature of the Conflict?What conflict exists according to them?<br />Is it all expressed?<br />Are there additional points underneath?<br />What’s the “triggering event” for this dispute?<br />How interdependent are the parties?<br />Is ther interference threatened or present?<br />Destructive conflict spiral or a productive one?<br />Do they know each other? How well?<br />Are they locked in a relationship pattern?<br />
  8. 8. Positions and Interests?<br />A POSITION is what I want or demand.<br />An INTEREST is the underneath why I want it.<br />Conflicts are most often the result of demands or incompatible positions.<br />Opposing positions often seem irreconcilable.<br />The interests beneath the demands lead the way to resolution, new outcome or option.<br />
  9. 9. Positions and Interests<br />Interests related to each other<br />Conflicting<br />Shared<br />Compatible<br />Tips:<br />Don’t assume that interests conflict<br />Don’t assume that parties have conflicting interests.<br />Explore shared and compatible interests.<br />People often lack awareness of their interests.<br />
  10. 10. Options and Alternatives<br />OPTIONS are resolutions that parties conceive together.<br />An ALTERNATIVE is a resolution without the other party.<br />To figure out an alternative, ask, “what if I cannot agree to something with the person, what will I do……..?”<br />Choose between a set of options and your best alternative.<br />
  11. 11. Mediation Process<br />Stepping into another’s shoes.<br />What are they saying/doing that for?<br />What is their situation?<br />Am I empathetic with this person?<br />If I were in their situation, what would I do to get where I want?<br />What are their needs/wants?<br /> <br />
  12. 12. Mediation Process<br />Positions<br /> Common <br /> Mistakes<br /> INTERESTS<br /> <br /> <br /> Options<br /> <br /> <br /> Alternatives Commitments<br /> <br />
  13. 13. Mediation Process<br />Most common errors<br />Jump from positions to options<br />Jump from positions to commitment<br />Mediator’s role is to:<br />Explore interests<br />Help generate options<br />Help consider alternatives<br />Facilitate commitment<br />Maintain confidentiality.<br />
  14. 14. Mediation Process<br />Helpful Tips:<br />Everyone wants to be heard (and must be).<br />Affirming interests – not positions – moves the process forward.<br />Empathizing with both – protect your neutrality.<br />Create several options before commit to one.<br />Make sure everyone understands the commitment in the same way.<br />Be sure the commitment is doable.<br />
  15. 15. Analyzing Conflict Situations<br />1. Defensive communication?<br />Happens when they feel threatened.<br />Will attempt to <br />Dominate<br />Impress or <br />Assert that they are correct<br />Characteristics<br />Total lack of listening or understanding<br />Attacking, aggressive, and hostile behavior<br />No conducive to resolution of the problem<br />
  16. 16. Analyzing Conflict Situations<br />2. Hostile communication?<br />Direct verbal assaults<br />A person criticizes, ridicules, or makes fun of the other person.<br />Often a prelude to overt action such as physical violence.<br />
  17. 17. Analyzing Conflict Situations<br />3. Manipulative Communications?<br />Often occurs in conflict situations.<br />Attempts to interpret or reshape the conflict<br />May try to:<br />Misrepresent the facts<br />Draw unfounded conclusions<br />Claim misunderstandings<br /> <br />
  18. 18. Analyzing Conflict Situations<br />4. Avoidance<br />May change the subject to avoid confronting a topic that is threatening.<br />May not respond to specific issues.<br />May change the subject to unrelated matters.<br />
  19. 19. Analyzing Conflict Situations<br />5. Evaluative Response? Sniping?<br />Another approach that people may attempt when they discuss conflicts.<br />One person makes a statement, then……<br />Other person does not respond directly.<br />Other person evaluates or judges it.<br />For example, “that remark is so childish” when asked to respond<br />
  20. 20. Conflict Styles<br />Competing:<br />“Hard bargaining” or “might makes right.”<br />Pursuing personal concerns at the expense of the other party.<br />Can mean “standing up for your right,” defending that which you believe is correct.<br />Can mean simply trying to win.<br />
  21. 21. Conflict Styles<br />Collaborating:<br />“Negotiating” or “two heads are better than one”<br />Working with someone to……<br />Explore your disagreement<br />Generate alternatives<br />Finding a solution that mutually satisfies the concerns of both parties.<br />
  22. 22. Conflict Styles<br />Compromising:<br />“Splitting the difference”<br />Seeking the middle ground solution that satisfies both parties.<br />The middle ground is not always in the “middle.”<br />It depends upon the number of points.<br />
  23. 23. Conflict Styles<br />Accommodating:<br />“Soft bargaining”<br />“Killing your enemy with kindness”<br />Yielding to another person’s point of view<br />Paying attention to their concerns<br />“Neglecting” one’s own concerns<br />
  24. 24. Conflict Styles<br />Avoiding:<br />“Leave well enough alone”<br />Not addressing the conflict<br />Withdrawing from the situation<br />Postponing the issue<br />
  25. 25. Six Rules for Conflict Mediation<br />1. Never take sides<br />Never be the decision maker.<br />Never defend one person’s point of view.<br />Only ask questions and make suggestions<br />
  26. 26. Six Rules for Conflict Mediation<br />2. Win-Win Strategy<br />Each person to walk away feeling he or she won in some part.<br />3. Maintain personal integrity for everyone<br />No one to feel debased or humiliated.<br />No one to feel left out.<br />
  27. 27. Six Rules for Conflict Mediation<br />4. Get conflicts out in the open<br />Don’t let conflicts simmer and flare in the dark.<br />Get them out where can get explanations.<br />
  28. 28. Six Rules for Conflict Mediation<br />5. Be aware of barriers to conflict<br /> resolution<br />Defensiveness<br />Put-downs<br />Discounting<br />Judgmental reactions<br />Aggressive attacks<br />Other similar actions<br />
  29. 29. Six Rules for Conflict Mediation<br />6. Do not escalate conflicts by involving more people than is necessary<br />Resolve at the lowest possible level.<br />Resolve between individuals who are directly involved.<br />If two many people, they get concerned with…….<br />Saving face<br />Loyalties<br />Saying things for other’s benefit<br />Remember that mediations are confidential.<br />
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