4. We often don’t like in others what causes us
discomfort in ourselves, so self-awareness
is a key asset for a lifetime of effective
conflict management.
https://www.cpp.com/pdfs/CPP_Global_Human_Capital_Report_Workplace_Conflict.pdf
9. Get to the root of the problem.
Knowing the real issue at hand is the
only way to develop the right solution.
http://www.openforum.com/articles/5-strategies-for-managing-workplace-conflicts/
10. Collaborate when your objective is to learn.
Morgan, Gareth: Images of Organization, p. 201.
12. First, person A speaks 5 minutes, while person B listens.
Then person B speaks 5 minutes, while person A listens.
http://hbr.org/tip?date=052913
Plan who speaks when
13. Each person explains how he/she understands
the problem / conflict.
The other person listens, repeats, and asks
questions to make sure that he/she understands.
Inspired by
http://www.mediatoradvokater.dk/mediation/hvordan-foregaar-det.html
https://www.linkedin.com/pulse/key-conflict-management-elad-levinson
16. People enter negotiations assuming that
their preferences and priorities are identical
to their counterparts’ priorities.
http://www.gsb.stanford.edu/news/research/nir-halevey-how-do-you-resolve-conflict
17. Accept that conflict happens when people
work together.
Try to understand each person’s needs.
https://hbr.org/2014/06/signs-youre-being-passive-aggressive/
18. To negotiate constructively, learn about
and understand the needs / interests of
yourself and the other person.
Kofman, Fred: Conscious Business, p. 172.
http://blogs.hbr.org/2014/06/when-and-how-to-let-a-conflict-go/
http://www.css.ethz.ch/publications/Mediating-Islam-web.pdf
22. To negotiate constructively, create new solutions
with the other person.
Kofman, Fred: Conscious Business, p. 172.
23. If everyone is going to feel satisfied with the
resolution, it will help if everyone has had fair input
in generating solutions.
Brainstorm possible solutions, and be open
to all ideas.
http://www.mindtools.com/pages/article/newLDR_81.htm