An expanded Conflict Resolution Presentations which gives more practical advice on how to use the information.
I had members of the class give real life examples of Conflict Causes as listed on pages 13-18 . This helped bring out some very REAL issues (without centering anyone out) that we were able to provide resolutions for. Worked well. Good Luck.
3. POSSIBILITY?
• Use conflicts for positive growth
experiences
• Anger management
techniques/meditation
• View situations as being difficult – can
be changed
• Awareness of personality types &
individual conflict styles (including
our own)
4. POSSIBILITY?
• We will examine conflict theories
• We will explore causes of
conflicts
• We will review examples of
conflicts and difficult situations
• We will consider advice and
practical tips from the experts
• We will discuss our own suggested
solutions.
8. • A conflict is a fight, struggle, battle,
disagreement, dispute or quarrel.
• A conflict can be as small as a
disagreement or as large as a war.
9. • Conflict-you’ll find it
everywhere!
• Whenever two people
come into contact, the
potential for conflict
arises. It is a normal part
of human interaction
• A struggle over wants,
needs, goals and values.
10. • WANT: Something one desires
• NEED: Something necessary
• VALUE: Estimated or assigned worth
• GOAL: What one works to achieve
12. Differences in wants, needs,
goals or values
Scarcity of resources: property,
money, time or power
Competition
Rivalry Sport
13.
14.
15.
16.
17.
18.
19. Benefits of
Conflict
• Conflicts increase awareness of
problems
• Conflicts can make life more
interesting
• Conflicts allow you to see different
perspectives
• Conflicts create new ideas
• Conflicts allow you to learn more
about others
20. A Conflict Has Been
Helpful If:
• You are able to relate better with
others
• You feel better about each other
• You are satisfied with the results of
the conflict
• Your ability to resolve conflicts has
improved
• You feel your point of view has been
heard
21. • Ask Questions – Communicate wants
• Consider everyone’s expectations
• Accept there will be different perspectives
• Watch for emotional triggers & remain calm
• Focus on preventing escalation
• Commit to working things out
• Be familiar with conflict styles
22. • Awareness of the various conflict styles allows for
a better understanding of others
• By being able to predict someone’s reactions, we
can send out triggers for positive responses
• Knowledge empowers; as with this
understanding, comes the ability to
“influence others”
25. The Turtle: Avoidance
• The strength of this style is that this person
can easily look past conflicts and realizes most
conflicts will solve themselves. They are calm
on the outside and help de-escalate emotions
in conflict.
• The struggle with this style is the tendency to
minimize, deny, and avoid conflict altogether.
Major conflict tends to grow worse when it
isn’t addressed.
27. The Teddy Bear: Accommodation
• The strength of this style is how likeable and
lovable this person is. They want and need
harmony. They will accept blame just to bring
peace to angry situations.
• The struggle of this style is that a teddy bear
may be taken advantage of; become a doormat.
Secretly, they tend to have low self-esteem and
use likability from others as a way to build their
own self-confidence.
29. The Shark: Competition
• The strength of this style is the ability to be
strong, courageous and bring a conflict out in
the open quickly. A shark is a leader that can
confront bullies.
• The struggles are becoming too pushy, tactless
and hurting people’s feelings. Sharks can
escalate emotions and create barriers easily.
31. The Fox: Compromise
• The strength of the fox is communication and a
willingness to find win-win or lose-lose
compromises. Often the fox is able to craft
intelligent intermediate solutions.
• The struggles of the fox are an overuse of
deceptiveness and manipulation devices.
People may feel “outfoxed” and cheated by
others using this style.
33. The Owl: Collaboration
• The strength of this style is integrity. Owls build
trust, respect and deep relationships. They are
not tied to their way and tend to have an open
mind for solutions that create a win-win
experience.
• The struggle is that owls must have two willing
parties with high levels of communication skills
in order to collaborate. Some
conflicts require quick solutions and
this style may take too long.
39. 1. It is your responsibility to resolve the
conflict.
2. Every action has a positive intention.
3. People are doing the best they can with
what they have.
4. Flexibility is the only way to get results
40. Change THEIR
AttitudeUnderstand Why They Are Difficult
(and show understanding)
Gently Show Them Another Angle
(and that you deserve respect)
41. TAKE A STAND
Last Option
Develop A Strategy – Plan, Don’t React
Consult With Others
Take Situation Seriously
Defend Your Position With Facts
Notas del editor
Open Music File & Play Conflict Related SongsIntroducemyself and distribute first handout. Ensure name tags are completed and worn.
Open Music File & Play Conflict Related SongsIntroducemyself and distribute first handout. Ensure name tags are completed and worn.
Story: Spent the last few days reviewing material and researching suggestions on how to deal with difficult people and ideas for conflict resolution.On Sunday, my partner was in a very bad mood and continually caused uncomfortable situations and stressful moments. I thought, “what a perfect opportunity to test some of the tips we are going to cover later. Unfortunately, I tried them all and they all failed. Later in the evening I found myself travelling alone and I felt discouraged in regards to the tools failing me. But then I suddenly realized that they DID indeed work—because I didn’t feel as if I had been in a conflict whatsoever. I didn’t have resentment, anger, sadness, confusion or any typical after-emotion. Instead I felt calm, and confident that none of it was my fault, I did nothing to escalate the situation and I had the understanding that sometimes you can do nothing by realise the conflict is due to another’s personality or mood.
Read and explain this first page of conflict causes. Walk around with envelope with pieces of paper and get each person to pick two and between the two, choose one, then think of an example of a situation in which this was the cause of conflict either for them or a friend and how to resolve it.
Ask who has an example of a cause from this list.
Ask who has an example of a cause from this list.
THESE ARE EXAMPLES OF LINDA’S SITUATION!Read her story and point out how each of these causes were present how she dealt with it.
NEPOTISM – when someone holds a position due to contacts/relationships and not personal merit or qualifications.Ask who has an example of a cause from this list.
Ask who has an example of a cause from this list.
But how can we best ensure that a conflict won’t leave us feeling battered, abused or disappointed in our own actions?We need to be prepared with tools and practices so that we won’t be caught off guard and allow someone to take advantage of us.We also need to have practices in place so that we won’t lose our cool and end up with regrets.
Emotional Triggers: Facial Expressions are the most common type---control your own and don’t be swayed by them.
The first way we are going to cover some mechanisms for effective conflict is
Explain that (for adults especially) writing things down helps with memory.
1. You cannot wait for the other person to fix things. 1. Meaning that the other person is acting in a way that has always proven to get them what they want. (ask for someone to give an example of a shark in this situation) so you have to learn to provide them with want they want prior to them engaging in the undesirable action. 3. Suspend thoughts of being manipulated or sabotaged, don’t judge them, simply help them get what they want with a lending hand. LangsWe know that health, wellness and access to care are affected by many factors, including income, housing, employment, education, social support, food security, gender and the environment. Langs staff and volunteers understand that this complex picture is particularly challenging for members of our community who experience multiple barriers to access. 4. Try and try and try and try again. Challenge yourself to find a solution.