Turn unpleasant conflict into "Positive Conflict" and experience the benefits while reducing the harmful effects of conflict.

1. Positive Conflict [ Your event ] [ Your location ] by David L. Hanson, Ph.D.

2. Positive Conflict Maximize the value of conflict while reducing its harmful effects

3. What is conflict?

4. Common Responsesto the word “conflict” Disagreement Fighting Hurt feelings Arguing Yelling Hateful Scary Chaos Defensive Retaliation Messy Battle Pettiness . . . many more . . .

5. Did you notice? Not many “positive” responses, if any.

6. Research finding: Poorly managed employee conflict is responsible for about 65% of work performance problems. ( www.mediationworks.com )

7. Question? How many leaders understand their own “conflict management style” and would consider themselves a . . . “Conflict Competent Leader”?

8. Let’s try to be a funny . . . Teamwork: “Lots and lots of people doing exactly as I say!”

9. Research finding: Empirical research shows a negative association between relationship conflict, productivity, and satisfaction in teams. (Evan, 1965; Gladstein, 1984; Wall and Nolan, 1986).

10. Common solution: Don’t alienate unless you can annihilate!

11. Perhaps there’s a better way

12. Perceived Choice either fight or give in

13. Perceived Choice either fight (disrespectful to the “other”) or give in (disrespectful to “self”)

14. Actual Choice Neither fight or give in

15. Actual Choice Neither fight Nor give in

16. THE POWER OF CHOICE

17. Do you believe . . . Humans are social creatures “Unity” of the personality Humans are empowered to choose Not “nature vs. nurture” but the “creative human response” If so, declare yourself to be an “Adlerian” ( www.alfredadler.org )

18. Paths of Response to Conflict

19. Conflict Response Categories Destructive

20. Conflict Response Categories Destructive Active Passive

21. Conflict Response Categories Destructive Active Passive

22. Conflict Response Categories Destructive Active Passive

23. Do I have another choice?

24. Conflict Response Categories Constructive Destructive Active Passive

25. Conflict Response Categories Constructive Destructive Active Passive

26. Conflict Response Categories Constructive Destructive Active Passive

27. Example of a “Response Category” Definition “Perspective Taking”

28. PERSPECTIVE TAKING Putting yourself in the other person’s position and making a sincere effort to understand the other person’s point of view. This has the effect of increasing your knowledge base. There’s a good chance the other person will “feel understood.” This stance also opens you up to identification of the weakness of your own position. Perspective taking requires your full and undivided attention using attentive listen techniques such as paraphrasing, reflection and exploration.

29. Every “Response Category” has its own definition that is supported by research.

30. What a great model!-----------------------Wouldn’t it be great if there were an assessment tool that measured these behaviors?

31. Welcome to the Conflict Dynamics Profile (CDP) [ www.conflictdynamics.org/cdp ]

32. Five Themes Behavioral orientation People can decide to change Conflict is unfolding process Early constructive responses Group training works best www.conflictdynamics.org

33. “Hot Buttons”

34. He’s got my number!

35. CDP “HOT BUTTONS”People or situations which may irritate you enough to provoke conflict by producing destructive responses. “Hot” and “Hotter” Strong negative emotions Impulsive responding Feels “wired” Feels as if “provoked” www.conflictdynamics.org

36. “HOT BUTTONS” Unreliable Overly Analytical Unappreciative Aloof Micro-managing Self-Centered Abrasive Untrustworthy Hostile

37. CDP Addresses Workplace Conflict Isolates behaviors that inflame and resolve conflict Provides resources for behavior change Creates a “cultural shift” in norms of conduct

38. CDP Assessment Profile How one is provoked How one responds How one is viewed by self and others Which behaviors are the most career damaging ones

39. Sample of “Hot Button” Graphic

40. 40 Sample CDP Graphic Scores

41. Positive Conflict Strategy for dealing with conflict Improve individual and team performance Reduce time dealing with prolonged conflict Create “Conflict Competent Leaders” Build a “win-win” conflict culture

42. A Reasonable Goal Because conflict is inevitable, successful conflict management reduces harmful effects and maximizes its useful ones.

43. Thank You ! www.linkedin.com/in/DavidLHansonPhD