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DaKiRy_PMWeekend2016_Євгеній Лабунський “Conflicts like the tool of successful delivery"

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DaKiRy_PMWeekend2016_Євгеній Лабунський “Conflicts like the tool of successful delivery"

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DaKiRy_PMWeekend2016_Євгеній Лабунський “Conflicts like the tool of successful delivery"

  1. 1. Conflicts as a tool of successful delivery LVIV PM WEEKEND 2016
  2. 2. Agenda  Why conflicts influence delivery  Conflicts management model on different team state  Your role in the conflicts  What you should never do
  3. 3. About 10 years in IT 7 years on a management position 5 years of Agile experience
  4. 4. Conflicts are like defects in Jira – bad that we have them but good that we know them
  5. 5. What in the content of Delivery? People Tech Time Money
  6. 6. People People leads the Technology, allocate budget and time We can move forward while communicating Conflict is a natural part of communications
  7. 7. Communications & Leadership As a Leaders we are trying to decrease amount of communications and increase quality of them What can make this influence to the quality of communications: -Domain knowledge -Members involvement -Leadership Experience -Conflicts
  8. 8. “For good ideas and true innovation, you need human interaction, conflict, argument, debate.” Margaret Heffernan
  9. 9. Conflict – emotional opposition of groups or individual members when everyone trying to get the opposite position. Negatively colored
  10. 10. Why we afraid of conflict  We use to know that conflict is the something bad. Social factor  We believe we don’t need it  Lack of Trust  We don’t know if we can be heard  We afraid to make the situation even worst
  11. 11. When will we have a conflict  Mostly when group knows each other  Bipolar minds in group  Fight for the leadership, Competition  Difference in Personalities
  12. 12. Let’s see how we make a tool from conflict
  13. 13. Correct managing of conflicts and skills of creating “moderated conflicts” will give you the tool that can bring your team to Performing faster You, as a good Leader, need to convert conflict to dispute
  14. 14. Forming  No Conflicts  Poor discussions  No Trust You need Watch reaction Find active and inactive members Note Lead meetings Push discussion Try to suggest controversial ideas
  15. 15. Storming  People building groups and find with other group or individual  Conflicts between team members  Detachment as a result of personal conflict You need Take a neutral position Push to provide facts Ensure that everyone was heard Direct the meeting One-to-one talks Compromises in conflicts Ensure people has no bad post- conflict mood Post mortem
  16. 16. What is the benefit of conflicts  Cooling off  Search for the truth  Eliminating of weak sides of Team  Transfer to dispute with facts  Different thoughts  Stabilization of relationship
  17. 17. Norming  Switch to Discussions and Dispute  Getting knowledge form conflicts  Conflicting with desire to find the solution You need Felicitate Make a team Set goals Make post mortem as a standard practice
  18. 18. Performing  Disputes & Discussions You need Delegate Trust Lead and grow Leaders
  19. 19. Your role in a conflicts
  20. 20. “Sometimes you need conflict in order to come up with a solution. Through weakness, oftentimes, you can't make the right sort of settlement, so I'm aggressive, but I also get things done, and in the end, everybody likes me.” Donald Trump
  21. 21. What you should never do  Never Withdraw from the conflict. It will get back to you  Leave conflict unresolved  Think that you are right  Don’t escalate the conflict by attacking and blaming  Don’t try to pacify the other person
  22. 22. Call for dispute and live discussion Start unpleasant conversations Select hot but important topics Ask for opinion of every member and show how it’s important Do not be lazy to explain
  23. 23. Be able to hear the essence Understand the topic and importance of conversation Decide what needs to be the result Define the arguments missed Switch the focus to Team result
  24. 24. Be able to ask for opinion You will always have someone who keep the distance His opinion can be the most relevant He can be non-formal leader He can be afraid of participation in dispute/conflict
  25. 25. Keep neutrality You are facilitator, not the active participant Don’t show the alignment to some group Ask for facts, provide facts Keep track of conversation
  26. 26. Be able to stop when needed You need to understand when the conflict not giving results Postpone for the later to get back to the topic with facts Analyze why the goal was not reached Be ready for second round
  27. 27. Switch conflict to dispute Operate with arguments and facts but not emotions Provide facts Use Story telling
  28. 28. Post effect of conflicts  Involvement of your team into problem resolution process  On the examples of successfully fixed conflicts your team will try to fix future conflicts using cooperation not fighting  Increase of quality of decisions cause your team members will provide own opinion not the group one  Better climate  Increase the effectiveness of team
  29. 29. Thank you!

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