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Positive approaches to Conflict Management
The document outlines strategies for conflict management using restorative justice principles, emphasizing the importance of relationships and understanding. It highlights techniques such as open-ended questions and role-playing exercises to facilitate dialogue and identify potential progress. Additionally, it encourages participants to reflect on their feelings and desired outcomes to foster a collaborative environment.
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Positive approaches to Conflict Management
- 13. Looking to the future Assumptions with an eye on solutions Acknowledgement & Possibilities Demo…
- 14. IN PAIRS: Interviewee: identifya time when you were involved in trying to manage a conflict situation Interviewer: use the SF interview approaches to identify a way forward
- 15. What worked well? What might be done differently next time? Swap roles & repeat Return to main group
- 18. Hope The next step or sign of progress Looking to the future
- 19. Respect – Contempt PureCollaboration – Pure Conflict
- 20. Possible Questions: Buildingon what works On a scale from 1-10, where is 10? Where is 1? Where are you now? What’s helping you reach that level? What else? What would one step higher up the scale look like? What would be the first tiny signs of progress? What would take you one small step higher?
- 23. I see thatyour feelings are very strong about this topic. What would you like to feel instead in the future when the conflict is solved? How will you know this meeting has been useful? How will you know the conflict has been solved? What has been working well? What is better?
- 26. Based on thephilosophy & principles of restorative justice involves:
- 28. “In the end,it’s the relationships that matter.” Thorsborne & Vinegrad 2009
- 30. Being understood isvery powerful When understanding happens & those who did ‘it’ accept responsibility for their behaviour & are genuinely remorseful, forgiveness & reconnection become possible
- 32. Use silence Ask moreopen-ended questions: Can you tell us some more about that? Can you just explain what you meant by that comment? What’s happening for you right at this minute?
- 34. SIMILARITIES – They generateoptimism & hopefulness for the future regardless of the past – They address problem solving in positive ways – They aim to increase individual & community self-efficacy & empowerment DIFFERENCES – Expression of emotion is encouraged in RP – ‘What’s the worse of this for you?’ – Greater structure in place in RP
- 37. What are possibledifficult scenarios you can think might come up in relation to conflict management? Feed forward Activity
- 38. KNOW: your limitations where toget additional support
- 39. Copy of theslides… nickburnett@me.com Twitter – nick_burnett LinkedIn – Nick Burnett Want to receive the monthly newsletter on coaching, leadership and behaviour support? Sign up at… www.nickburnettccp.com
Editor's Notes
- #2 Brief intro to my background
- #3 Four dimensions to conflict thinkingThink, ink, pair, share page 2 of workbook
- #8 Is all conflict bad?Stand and scale 1 - 10
- #10 Overview of a couple of approaches we are going to briefly exploreWhat do you already know about SF and RP in table groups
- #11 Overview of a couple of approaches we are going to briefly exploreWhat do you already know about SF and RP in table groups
- #12 Page 3 of workbook – read through and identify with a partner what you think the 3 major points of difference are - feedback
- #14 Make notes on page 4 about what you notice in the demo
- #16 10 mins per turn then whole group debrief – info is on page 4 of workbook
- #17 Complete the Solutions Focus questions in the handbook
- #18 Complete the Solutions Focus questions in the handbook
- #21 Possible another go with a different partner using these questions – page 4 of workbook
- #26 Make some brief notes about the key points of taking an AD approach – should be about 2 hours into the time
- #27 A number of similarities but also some differences which we will explore later onPeople’s current knowledge of RP
- #31 Page 5 of workbook – what strategies do people already use to manage the emotional dynamics in conflict situations? Table groups or different pairs
- #36 Smiling is a submission signalScience has proved that the more you smile, the more positive reactions you will get from othersWhen you fold your arms your credibility dramatically reducesIf fists are clenched as well shows hostility as well as defensivenessPhone booth testSkillful elbow touching can give you up to three times the chance of getting what you want - no longer than 3 secondsElbow and hand are generally considered public spacesPalm up = non threateningPalm down = authorityThe pointing finger creates negative feelings - one finger away from a fistHands behind the back is a superiority-confidence gesture
- #37 What do you need to be aware of and manage? Stand and share with a partner
- #38 Think of a couple of difficult scenarios that might come up and then stand up, going to complete a feedforward activity – 90 seconds with a person then change when the bell goes – person A states the scenario, person B offers a possible solution, Person A makes a brief note and says thanks, then swap, nothing more.