Conflict anger and negativity for conferences


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This is an abbreviated version of our full day workshop, Overcoming Conflict, Anger, and Negativity. The full version includes information on workplace bullying and more detailed strategies for conflict resolution

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Conflict anger and negativity for conferences

  1. 1. Resolving Conflict, Anger, and Negativity in the Workplace Julie Christiansen
  2. 2. The Truth About Conflict <ul><li>“Organizations lose 8 weeks per year of employee time due to poor communication, which can and does lead to: </li></ul><ul><li>Conflict, workplace negativity and stress </li></ul><ul><li>Staff turnover </li></ul><ul><li>Lower productivity </li></ul><ul><li>Poor customer service relationships </li></ul>
  3. 3. Is Your Workplace a Breeding Ground for Negativity? <ul><li>Take this little self-test and find out! </li></ul>
  4. 4. Work in Groups! <ul><li>If negativity is a weed, what makes it grow? </li></ul><ul><li>“ There are no bad people; only bad systems.” ~ Stephen Covey </li></ul>
  5. 5. Conflict is… <ul><li>The belief that if you get what you want, I can’t get what I want </li></ul><ul><li>Belief is the basis of action, which determines your outcomes! </li></ul>
  6. 6. Exercise… <ul><li>How can we “re-frame” conflict so that it has a positive connotation? </li></ul>
  7. 7. Here’s a Great Definition…
  8. 8. Perception and Conflict are Bosom Buddies <ul><li>Internal Perceptions </li></ul><ul><li>External Perceptions </li></ul><ul><li>Let’s examine this further… </li></ul>
  9. 9. Visual Perception… What do you see?
  10. 10. What do you see?
  11. 12. She ain’t pretty, she just looks that way…
  12. 13. Are these dots moving?
  13. 14. Seeing… <ul><li>Nobody really knows exactly how many colors the human eye can see. The closest researchers can estimate is millions and millions . Scientific experiments have shown that humans can discriminate between very subtle differences in color, and estimates of the number of colors we can see range as high as 10 million. </li></ul>
  14. 15. Hearing… <ul><li>(1) The human ear can cope with an incredible range of sound. Your ear can, in fact, cope with a 10 billion fold difference in amplitude. That’s a range of 130 decibels. </li></ul><ul><li>(2) The ear can pick out and focus in on a particular sound or conversation in a roomful of noise. </li></ul><ul><li>(3) The human ear can detect a difference of just two degrees in the direction of a sound source. </li></ul><ul><li>(4) The ear is able to recognize at least 400,000 different sounds, matching them up against those stored in the memory banks. </li></ul>
  15. 16. TRY THIS! What do you see? <ul><li>IAMNOWHERE </li></ul><ul><li>Punctuate this sentence: </li></ul><ul><li>A woman without her man is nothing </li></ul>
  16. 17. How Conflict Develops: What do you expect? <ul><li>Expectation </li></ul><ul><li>Experience </li></ul><ul><li>Frustration!!! </li></ul>
  17. 18. What is Your Conflict Resolution Personality Style? <ul><li>Take this little self-test and find out! </li></ul><ul><li>Remember your answers when you look at the next page… </li></ul>
  18. 19. Personality Conflict <ul><li>Thomas and Kilmann’s Styles for Resolving Conflict </li></ul><ul><li>Compete – Take Charge </li></ul><ul><li>Collaborative – Share Ideas </li></ul><ul><li>Accommodating – Give In </li></ul><ul><li>Avoiding – Run Away </li></ul><ul><li>Compromising – Win-Win </li></ul>
  19. 20. Strategize! Work in Teams… <ul><li>Which style might work best in a labour dispute? </li></ul><ul><li>When there is a disagreement in the team on how to proceed with a job? </li></ul><ul><li>Planning a major event (like a team day, special meeting, Christmas party)? </li></ul>
  20. 21. Dealing with the Trouble-Makers
  21. 22. The TSA Model for Effective Communication… <ul><li>T: Think – what is happening? What does this mean to me? How should I respond? </li></ul><ul><li>S: Say – I feel/need/think/want… because… </li></ul><ul><li>A: Ask – for feedback. “How do you feel about what I’ve just said?” </li></ul>
  22. 23. And for Supervisors… <ul><li>Ask: What is your opinion? How do you see things progressing? Do you have any concerns? </li></ul><ul><li>Say: This is what I have observed and these behaviours communicate… </li></ul><ul><li>Continue: Giving ongoing feedback ~ don’t wait 1 year until next evaluation! </li></ul>
  23. 24. Take Response-ability! <ul><li>Event + Response = Outcome </li></ul><ul><li>E + R = O </li></ul><ul><li>“ It is not your conditions but your decisions that determine your outcomes.” </li></ul><ul><li>~ Tony Robbins </li></ul>
  24. 25. Strategies for Resolving Conflict (p.6) <ul><li>State your problem </li></ul><ul><li>Show Empathy – LISTEN! </li></ul><ul><li>Look for Common Ground </li></ul><ul><li>Separate the Person from the Problem </li></ul>
  25. 26. How to Determine your “Conflict Climate”
  26. 27. How to release residual anger and stress after conflict has passed… <ul><li>Use Your Senses (Relaxation) </li></ul><ul><li>Walk it off (Exercise) </li></ul><ul><li>Tag Team: One-minute vent (Talk about it) </li></ul><ul><li>Deep Breathing (Inhale) </li></ul><ul><li>Debrief </li></ul>
  27. 28. For More Solutions… <ul><li>EMAIL: [email_address] </li></ul><ul><li>WEB: </li></ul><ul><li>http:// </li></ul><ul><li>http://julie- </li></ul><ul><li>VIDEO: </li></ul><ul><li>@theangerlady </li></ul>
  28. 29. We are here to…