“Conflict is inevitable, but combat is optional.” — Max Lucade
First and foremost, you must learn to accept conflict as an inevitable part of your social interactions. How you respond to and resolve conflict will limit or enable your success.
Second webinar in a three webinar series on Tools and Techniques for Managing and Resloving Conflict with Amanda Murphy of the William D Ruckshaus Center
When two or more parties agree to find a peaceful solution to a disagreement among them, we say it is conflict resolution. There can be personal, financial, political, or emotional disagreements. When a conflict arises, often the best action is to negotiate to resolve the disagreement.
Are you looking for a roadmap for resolving workplace conflict? Are you interested in knowing how other managers handle challenging conflicts? Would you benefit from hearing conflict resolution success stories? In this webinar, we will review 2-3 conflict resolution case studies (any identifying information will be disguised), including the nature of the conflict, the steps taken to resolve it, and the final outcome of the resolution. Participants will have the opportunity to ask questions throughout the presentation.
http://traininaday.com/one-day-management-courses/conflict-management/ Workshop objectives for conflict management training course. For full details go to http://traininaday.com
This slide deck is based on the concepts in a great book by William Ury called Getting Past No. If these slides pique your interest, I suggest reading the book; it is well worth your time.
Tips on how to approach the process of negotiating with an emphasis on being rational, kind and even tempered. With so many ways to be led astray by ego and emotions during negotiations, this template helps us remember what is important and how to stay cool and focused.
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Personal Growth
I was so blessed to be able to meet John Maxwell recently!! It’s so important to be flexible and learn from changes as well as setbacks.
Workplace Mediation: What it is and how it worksShorebird RPO
These slides compliment the webinar on workplace mediation. By managing and resolving the conflict wisely and using something like mediation, you will be protecting yourselves and you may also create happier employees and increased productivity.
As a qualified and experienced mediator, Paul Addy shares his knowledge to give an overview of what workplace mediation is, how it works and the benefits to the business and to employees.
At the end of this webinar you will:
Understand what workplace mediation is
Know how the process works and the time it takes
Understand how using workplace mediation can benefit an organisation and its employees
The full recording of this webinar can be found on the final slide.
If you would like to attend future webinars by Shorebird RPO then please visit http://www.shorebird-rpo.com/free-webinars for a full & up to date list of events or to subscribe to our monthly webinar update.
Ian McMonagle
‘Adapting to change – Digital Tax Accounts’
The proposed introduction of Digital Tax Accounts will be the biggest transformation in the history of our tax system. Are you ready to embrace the changes?
Nikki Williams
'Change is inevitable – Progress is optional'
How to objectively assess your business and know how to move forward.
Stuart Stott
'How has Google changed the way we search'
Changes in search patterns
The power of mobile Search
The impact of these changes to SME's in 2016
Second webinar in a three webinar series on Tools and Techniques for Managing and Resloving Conflict with Amanda Murphy of the William D Ruckshaus Center
When two or more parties agree to find a peaceful solution to a disagreement among them, we say it is conflict resolution. There can be personal, financial, political, or emotional disagreements. When a conflict arises, often the best action is to negotiate to resolve the disagreement.
Are you looking for a roadmap for resolving workplace conflict? Are you interested in knowing how other managers handle challenging conflicts? Would you benefit from hearing conflict resolution success stories? In this webinar, we will review 2-3 conflict resolution case studies (any identifying information will be disguised), including the nature of the conflict, the steps taken to resolve it, and the final outcome of the resolution. Participants will have the opportunity to ask questions throughout the presentation.
http://traininaday.com/one-day-management-courses/conflict-management/ Workshop objectives for conflict management training course. For full details go to http://traininaday.com
This slide deck is based on the concepts in a great book by William Ury called Getting Past No. If these slides pique your interest, I suggest reading the book; it is well worth your time.
Tips on how to approach the process of negotiating with an emphasis on being rational, kind and even tempered. With so many ways to be led astray by ego and emotions during negotiations, this template helps us remember what is important and how to stay cool and focused.
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Personal Growth
I was so blessed to be able to meet John Maxwell recently!! It’s so important to be flexible and learn from changes as well as setbacks.
Workplace Mediation: What it is and how it worksShorebird RPO
These slides compliment the webinar on workplace mediation. By managing and resolving the conflict wisely and using something like mediation, you will be protecting yourselves and you may also create happier employees and increased productivity.
As a qualified and experienced mediator, Paul Addy shares his knowledge to give an overview of what workplace mediation is, how it works and the benefits to the business and to employees.
At the end of this webinar you will:
Understand what workplace mediation is
Know how the process works and the time it takes
Understand how using workplace mediation can benefit an organisation and its employees
The full recording of this webinar can be found on the final slide.
If you would like to attend future webinars by Shorebird RPO then please visit http://www.shorebird-rpo.com/free-webinars for a full & up to date list of events or to subscribe to our monthly webinar update.
Ian McMonagle
‘Adapting to change – Digital Tax Accounts’
The proposed introduction of Digital Tax Accounts will be the biggest transformation in the history of our tax system. Are you ready to embrace the changes?
Nikki Williams
'Change is inevitable – Progress is optional'
How to objectively assess your business and know how to move forward.
Stuart Stott
'How has Google changed the way we search'
Changes in search patterns
The power of mobile Search
The impact of these changes to SME's in 2016
‘Adapting to change – Digital Tax Accounts’Martin Jack
The proposed introduction of Digital Tax Accounts will be the biggest transformation in the history of our tax system. Are you ready to embrace the changes?
This is an introduction to the dual concerns model of conflict management. I presented this speech as my "Vocal Variety" project at my Toastmasters club.
Presentation on workplace conflict covering
- What is “problem” conflict?
- The inevitability of conflict within workplace teams
- The 5 Recognized approaches to dealing with conflict
- What are your usual Conflict Styles?
- Tips and strategies to reduce conflict
- When to bring in a Mediator
- Recap
Understanding Conflict Styles - using the Thomas Kilmann Conflict Model ktpworks
A recent presentation on Conflict Management given by Eleanor Yearwood of Key Talent Partners. The presentation reflects on the use of the Thoman Kilmann Conflict Model to help people be more aware of their - and others' - style of conflict handling, and how better awareness might help us adapt our style in order to have more influence. Adapting our style may also make us more effective negotiators, enhance interpersonal group dynamics and is applicable at every level of an organisation. The model also promotes the idea that different strategies work better in different situations, and by being more aware of our 'default' approach, we can learn to choose the most appropriate approach to give us the results we want in a particular context.
Self Assessment Test for Conflict ManagementJennifer Kumar
This 15 question assessment will help you to understand your conflict style as per the Thomas Kilmann Conflict Resolution Model. See more about that model in a video: http://blog.authenticjourneys.info/2015/11/conflict-management-model-thomas.html
Frustrated? Avoid Arguments in the Workplace with Allen School's Conflict Res...Allen School
Office politics frustrate everyone.. but don't let push come to shove! If you're unhappy in your work environment or frustrated with the actions of a coworker or patient, use these tips to overcome obstacles in a professional manner.
This is a presentation on Conflict Management. It is a session on how to better manage Conflict in an organization. We all know that conflict in inevitable in any organization. What is required is an effective management of Conflict. In this session I will take you through different reasons why conflict occurs and different styles of managing conflict. I am sure after going through this presentation, you will learn better ways to manage conflict. Enjoy this presentation.
I have added my voice also on this presentation so put on slide show and keep your computer volume high.
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
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In addition to their physical benefits, reborn dolls can also offer emotional support. For many people, having something to care for and nurture can bring a sense of purpose and fulfillment. Reborn dolls can also serve as a reminder of happy memories or loved ones who have passed away.
2. Sources of Conflict
• Goals. Conflict can happen as a result of conflicting goals or
priorities. It can also happen when there is a lack of shared goals.
• Personality conflicts. Personality conflicts are a common cause of
conflict. Sometimes there is no chemistry, or you haven’t figured out
an effective way to deal with somebody.
• Scarce resources. Conflict can happen when you’re competing over
scarce resources.
• Styles. People have different styles. Your thinking style or
communication style might conflict with somebody else’s thinking
style or their communication style.
• Values. Sometimes you will find conflict in values. The challenge
here is that values are core. Adapting with styles is one thing, but
dealing with conflicting values is another. That’s why a particular
business, group, or culture may not be a good fit for you. It’s also why
―birds of a feather flock together‖ and why ―opposites attract, but
similarities bind.‖
3. Conflict?
We reflexively tend to think of the term ―conflict‖ in the
negative. When we discuss conflict we speak of it (often
unwittingly) as a diminishing force on relationships and
productivity which only compounds the challenges of
understanding self and others in achieving set goals. When
conflict becomes an on-going challenge it will cripple
progression.
4. The Cost Factor
• There are a variety of direct costs associated with poorly
managed conflict. Emotions can run high and individuals
suffer. The impact of this is more difficult to calculate but
no less serious.
• In the worst cases, there is the loss of relationships
among friends, peers, colleagues and clients/customers.
5. The Time Factor
• One that is visible to everyone is the time taken to
successfully resolve issues. Time that would be better
spent on accomplishing work and achieving goals is
instead used to manage disagreements and smooth
ruffled feathers.
6. What is to be will be
...and conflict will be
“Conflict is inevitable, but combat is optional.” — Max Lucade
• First and foremost, you must learn to accept conflict as an
inevitable part of your social interactions. – 1 study found that
an overwhelming majority (85%) of employees at all levels
experience conflict to some degree.
• Conflict happens. How you respond to and resolve conflict will
limit or enable your success.
• By embracing conflict as a part of life, you can make the most
of each situation and use it as a learning opportunity or a
leadership opportunity. You can also use it as an opportunity to
transform the situation into something better.
7. Five Conflict Management Styles
The five conflict management styles according to Thomas,
K.W., and R.H. Kilmann:
1. Accommodating
2. Avoiding
3. Collaborating
4. Competing
5. Compromising
8. Accommodating
This is when you cooperate to a high-degree, and it may be
at your own expense, and actually work against your own
goals, objectives, and desired outcomes. This approach is
effective when the other party is the expert or has a better
solution. It can also be effective for preserving future
relations with the other party.
9. Avoiding
• This is when you simply avoid the issue. You
aren’t helping the other party reach their
goals, and you aren’t assertively pursuing
your own. This works when the issue is trivial
or when you have no chance of winning. It
can also be effective when the issue would be
very costly. It’s also very effective when the
atmosphere is emotionally charged and you
need to create some space. Sometimes
issues will resolve themselves, but ―hope is
not a strategy‖, and, in general, avoiding is not
a good long term strategy.
10. Collaborating
• This is where you partner or pair up with
the other party to achieve both of your
goals. This is how you break free of the
―win-lose‖ paradigm and seek the ―win-
win.‖ This can be effective for complex
scenarios where you need to find a novel
solution. This can also mean re-framing
the challenge to create a bigger space
and room for everybody’s ideas. The
downside is that it requires a high-degree
of trust and reaching a consensus can
require a lot of time and effort to get
everybody on board and to synthesize all
the ideas.
11. Competing
• This is the ―win-lose‖ approach. You act in a very
assertive way to achieve your goals, without seeking to
cooperate with the other party, and it may be at the
expense of the other party. This approach may be
appropriate for emergencies when time is of the essence,
or when you need quick, decisive action, and people are
aware of and support the approach.
12. Compromising
• This is the ―lose-lose‖ scenario where neither party really
achieves what they want. This requires a moderate level
of assertiveness and cooperation. It may be appropriate
for scenarios where you need a temporary solution, or
where both sides have equally important goals. The trap
is to fall into compromising as an easy way out, when
collaborating would produce a better solution.
13. Questionnaire: When I differ with someone:
Usually=5 Sometimes=3 Seldom=1
1. I explore our differences, not backing down, but not imposing my
view either.
2. I disagree openly, then invite more discussion about our differences.
3. I look for a mutually satisfactory solution.
4. Rather than let the other person make a decision without my input, I
make sure I am heard and also that I hear the other person out.
5. I agree to a middle ground rather than look for a completely satisfying
solution.
6. I admit I am half wrong rather than explore our differences.
7. I have a reputation for meeting a person halfway.
8. I expect to get out about half of what I really want to say.
9. I give in totally rather than try to change another’s opinion.
10.I put aside any controversial aspects of an issue.
11.I agree early on, rather than argue about a point.
12.I give in as soon as the other party gets emotional about an issue.
13.I try to win the other person over.
14.I work to come out victorious, no matter what.
15.I never back away from a good argument.
16.I would rather win than end up compromising.
14. Resolving Conflicts
• Conflict can lead to positive outcomes,
such as a better understanding of others,
improved solutions to problems or challenges.
• Conflict has a bounty of positive potential, which if
harnessed correctly, can stimulate progress in ways
harmony often cannot.
• Everyone is capable of assertiveness and
cooperativeness to effectively manage conflicts.
15. Truth Between Two People in Conflict
• At times, when two people
can't achieve a workable
resolution to their conflict
(whether in their personal or
professional lives), it is useful
to frame the dialogue as
resolving different versions of
the TRUTH: What really
happened, did anything
happen at all, and what is the
real truth between the
different stories and versions
of reality?
16. MAINTAINING your entire version of the
truth over the other person's claimed
story (ordinarily called competing);
CONCEDING (accepting) the other
person's full account of what happened,
dismissing your own account, and then
developing a resolution based totally on
the other person's story of truth
(ordinarily called accommodating);
COMBINING some portion of your
version of what happened with a portion
of the other person's story as the basis of
resolving the conflict (compromising);
SYNERGIZING the two different versions
of truth into an altogether new
(transformed) story of what happened
between the two people (collaborating);
ISOLATING the other person, which then
prevents the resolution of truth and hence
the resolution of the conflict from ever
taking place (the dark side of avoiding).
17. • As some have said: "There are three truths:
My truth, your truth, and what really
happened." But if we think of the
possibilities for synergy (collaboration) of
two people's versions of reality, maybe it
would make it easier to realize that some
truths are socially constructed anyway...so
we might as well negotiate it into something
useful and healing.
• This perspective of managing conflict thus
takes the stance that TRUTH (what
happened and why) is often at the heart of
the disagreement and not until SOME
version of truth is accepted by both persons
will it be possible to move forward and
develop a workable solution (including
apologies, forgiveness, and acceptance of
what transpired, as might be necessary).
18. Self-worth
… the Conflict within
• Am I a good or bad person?
• Am I valuable?
• Am I loveable?
• Do I deserve to be happy?
And, most importantly…
• Who chooses the answers to these profound questions,
you or other people?
19. • Whose criteria are used to judge your self-worth: yours or others?
• Who’s the ultimate judge of your self-worth: you or others?
20. Judge = Self worth = Self-esteem
• We can resolve the conflict (as we often do), by using other people’s
criteria (of what it means to be a good or bad person, etc.) and then
allow them to judge us accordingly.
• We can also resolve the conflict by ignoring our surrounding society
and rely solely on our own criteria and be our own judge exclusively.
• Remember, our feelings about ourselves are sometimes determined
by cultural norms and other people’s expectations.
• The underlying— unresolved—conflict is usually who has
decided, according to whose criteria, whether a person deserves to
feel good about himself in the first place?
21. References
• Thomas J. Von Der Embse (1987) Supervision:
Managerial Skills for a New Era. New York: Macmillan.
• http://www.kilmanndiagnostics.com/blog/2012/oct/30/resol
ving-truth-between-two-people-conflict
• http://www.kilmanndiagnostics.com/blog/2014/feb/10/inher
ent-conflict-regarding-who-determines-your-self-worth
• http://jblbusinesssolutions.com/Conflict%20Handling%20
Style.html