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Prague Agile Kitchen, Marek Fexa - Conflict management strategies for scrum team
- 1. Conflict management strategies for Scrum teams Agile Kitchen @marekfexa
- 2. Why this topic? MBTI (16 Personalities)
- 5. Six conflict management strategies Convincing Forcing Avoiding Collaborate Negotiate Support
- 7. When to use persuading
- 9. Forcing
- 10. When to use forcing
- 14. Collaborate
- 15. When to use collaboration
- 17. Negotiate
- 18. When to use negotiation + outcome
- 19. Support
- 21. Self assess your preferred style Me: You?
- 22. Six conflict management strategies Convincing Forcing Avoiding Collaborate Negotiate Support
- 24. Team workshop
- 25. Recommended resources Book Discover Your Conflict Management Style https://www.amazon.com/Discover-Your-Conflict-Management-Style/dp/1566991846 Online courses Conflict management in the workplace https://www.udemy.com/conflict-management-in-the-workplace/ Conflict Resolution Foundations https://www.lynda.com/Business-skills-tutorials/Conflict-Resolution-Fundamentals/107420-2.html
- 26. Thank you
Editor's Notes
- I’ve found interesting model for managing conflict from 1984 book ‘Discover your conflict management style’
- Conflict is unavoidable. If conflict is well managed than it helps new ideas to surface. There’s 6 styles of conflict
- Trying to change other opinions or feelings. You must understand the problem of other.
- Only for people on your side when other is uncertain what to do. Do not use it in high conflict.
- People don’t follow when persuaded. Outcome is disappointment.
- Forcing is using physical or emotional positional power. There should be defined sanctions and be used.
- When there’s no time for different approaches typically when rights are violated.
- People stop doing what was expected when sanctions are removed. Low moral, sabotage, revenge.
- Vyhybani se konfliktu. Saying yes. Say yes and do nothing. Ok when people too fragile or when you need to cool down.
- Avoiding does not help. People feel bad about themselves and are depressed.
- Both parties acknowledge problem and are willing to solve it together. Searching for win-win solution.
- All parties are willing to play by the rules and share all the information. It takes time.
- High quality decisions. Feeling we did it.
- In negotiation all sides has lower expectations. Not all information is shared. Not suitable for high level of fear.
- On all conflict levels. Output is sortawin-sortalose. Commitment to decisions is ok.
- When its other side’s conflict. You create feeling of safety encourage and help to relieve stress.
- Other can be disappointed that you are not solving situation. At the end supported guy feels more responsible and has good feelings.
- Learn & use other styles