Collaborative Problem Solving Presented by the LCD Group: Lita Quero, Chris Rasmussen,  Debbie Price
FOUR   Phases of Collaborative Problem Solving <ul><li>Problem Identification </li></ul><ul><li>Solution Generation </li><...
Our  Focus <ul><li>Prepare you for real world situations </li></ul><ul><li>Explain   three collaborative problem solving s...
Problem-Solving  Activity
Initiator
Initiator  Problem ID <ul><li>Take personal ownership of the problem </li></ul><ul><ul><li>Be accountable for your feeling...
Initiator  Solution-Generation <ul><li>Focus on commonalities as the basis for  </li></ul><ul><li>requesting a change   </...
<ul><li>Create a Climate for Joint Problem Solving </li></ul><ul><ul><li>Show Genuine Interest and Concern </li></ul></ul>...
Responder  Solution Generation <ul><li>Ask for Suggestions of Acceptable  Alternatives </li></ul><ul><ul><li>Ask for recom...
Mediator  Problem ID <ul><li>Acknowledge that conflict exists and propose problem-solving approach </li></ul><ul><ul><li>M...
<ul><li>Make sure both parties support solution agreed upon </li></ul><ul><li>Don’t terminate discussion too early </li></...
Summary <ul><li>Diagnose source of conflict </li></ul><ul><li>Select appropriate conflict mgmt strategy </li></ul><ul><li>...
Video   Analysis
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Problem Solving

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Problem Solving

  1. 1. Collaborative Problem Solving Presented by the LCD Group: Lita Quero, Chris Rasmussen, Debbie Price
  2. 2. FOUR Phases of Collaborative Problem Solving <ul><li>Problem Identification </li></ul><ul><li>Solution Generation </li></ul><ul><li>Action plan formulation and agreement </li></ul><ul><li>Implementation and follow-up </li></ul>
  3. 3. Our Focus <ul><li>Prepare you for real world situations </li></ul><ul><li>Explain three collaborative problem solving scenarios </li></ul><ul><li>Initiator </li></ul><ul><li>Responder </li></ul><ul><li>Mediator </li></ul>
  4. 4. Problem-Solving Activity
  5. 5. Initiator
  6. 6. Initiator Problem ID <ul><li>Take personal ownership of the problem </li></ul><ul><ul><li>Be accountable for your feelings </li></ul></ul><ul><li>Describe the problem in terms of behaviors </li></ul><ul><ul><li>When you do X , Y results, and I feel Z </li></ul></ul><ul><li>Avoid evaluative conclusions </li></ul><ul><ul><li>Do not accuse or be a victim </li></ul></ul><ul><li>Persist until understood </li></ul><ul><ul><li>Restate or reiterate </li></ul></ul><ul><li>Encourage Two Way Discussion </li></ul><ul><ul><li>Seek an explanation </li></ul></ul>
  7. 7. Initiator Solution-Generation <ul><li>Focus on commonalities as the basis for </li></ul><ul><li>requesting a change </li></ul><ul><ul><li>Organizational and personal goals </li></ul></ul><ul><ul><li>Shared Values </li></ul></ul><ul><ul><li>Point out how a change in behavior will have a positive </li></ul></ul><ul><li>effect on your shared work experience/productivity </li></ul>
  8. 8. <ul><li>Create a Climate for Joint Problem Solving </li></ul><ul><ul><li>Show Genuine Interest and Concern </li></ul></ul><ul><ul><li>Remain in control of the discussion </li></ul></ul><ul><li>Ask clarifying questions </li></ul><ul><ul><li>Transform Complaints from: </li></ul></ul><ul><ul><ul><li>General to Specific </li></ul></ul></ul><ul><ul><ul><li>Evaluative to Descriptive </li></ul></ul></ul><ul><ul><ul><li>Motives and Reasons to Actions and Consequences </li></ul></ul></ul><ul><ul><li>Limit responses to questions </li></ul></ul><ul><ul><ul><li>Ask for Examples </li></ul></ul></ul><ul><ul><li>Restate your understanding </li></ul></ul><ul><li>Agree with Some Aspect of the Complaint </li></ul><ul><ul><li>Find a basis of agreement </li></ul></ul>Responder Problem ID
  9. 9. Responder Solution Generation <ul><li>Ask for Suggestions of Acceptable Alternatives </li></ul><ul><ul><li>Ask for recommended solutions </li></ul></ul><ul><ul><li>Agree on course of action </li></ul></ul>
  10. 10. Mediator Problem ID <ul><li>Acknowledge that conflict exists and propose problem-solving approach </li></ul><ul><ul><li>Meet separately or together with parties </li></ul></ul><ul><ul><li>Determine if both want to work out issue </li></ul></ul><ul><ul><li>What is relationship between parties </li></ul></ul><ul><ul><li>Share personal experience </li></ul></ul><ul><li>Maintain neutral posture </li></ul><ul><ul><li>Respect both parties’ points of view </li></ul></ul><ul><ul><ul><li>Serve as facilitator, not a judge </li></ul></ul></ul><ul><ul><ul><li>Teach problem solving </li></ul></ul></ul><ul><ul><li>Manage discussion to ensure fairness </li></ul></ul><ul><ul><ul><li>Don’ t let either party dominate discussion </li></ul></ul></ul><ul><ul><ul><li>Keep discussion issue oriented </li></ul></ul></ul><ul><ul><li>Explore options by focusing on interest, not positions </li></ul></ul><ul><ul><ul><li>Ask ‘why’ questions </li></ul></ul></ul><ul><ul><ul><li>Help parties identify areas of agreement </li></ul></ul></ul>
  11. 11. <ul><li>Make sure both parties support solution agreed upon </li></ul><ul><li>Don’t terminate discussion too early </li></ul><ul><li>Follow-up to maintain good working relationship </li></ul>Mediator Solution-Generation
  12. 12. Summary <ul><li>Diagnose source of conflict </li></ul><ul><li>Select appropriate conflict mgmt strategy </li></ul><ul><li>Implement strategy </li></ul><ul><li>Make sure you have resolution to dispute </li></ul>
  13. 13. Video Analysis

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