Conflict Strategies for Nice People Do you value friendly relations with your colleagues? Are you proud of being a nice person who would never pick a fight? Unfortunately, you might be just as responsible for group dysfunction as your more combative team members. That’s because it’s a problem when you shy away from open, healthy conflict about the issues. If you think you’re “taking one for the team” by not rocking the boat, you’re deluding yourself. Teams need conflict to function effectively. Still, I meet people every day who admit that they aren’t comfortable with conflict. Sure, pulling your punches might help you maintain your self-image as a nice person, but you do so at the cost of getting your alternative perspective on the table; at the cost of challenging faulty assumptions; and at the cost of highlighting hidden risks. To overcome these problems, we need a new definition of nice. The secret of having healthy conflict and maintaining your self-image as a nice person is all in the mindset and the delivery. 1. 2.
Conflict Resolution Skills: Turning Conflicts into Opportunities Understanding conflict in relationships Conflict arises from differences, both large and small. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. Conflicts arise from differing needs Everyone needs to feel understood, nurtured, and supported, but the ways in which these needs are met vary widely. Think about the conflicting need for safety and continuity versus the need to explore and take risks. The needs of both parties play important roles in the long-term success of most relationships, and each deserves respect and consideration. Conflict 101 A conflict is more than just a disagreement. Conflict may feel more threatening to you than it really is Do you fear conflict or avoid it at all costs? If you view conflict as dangerous, it tends to become a self-fulfilling prophecy. Successful conflict resolution depends on your ability to regulate stress and your emotions The ability to successfully resolve conflict depends on your ability to: Close
Conflict Resolution - Resolving conflict rationally and effectively - Leadership training from MindTools Conflict is an inevitable part of work. We've all seen situations where people with different goals and needs have clashed, and we've all witnessed the often intense personal animosity that can result. As you'll learn in this article and video, the fact that conflict exists, however, is not necessarily a bad thing. When you resolve it effectively, you can also eliminate many of the hidden problems that it brought to the surface. Click here to view a transcript of this video. There are other benefits that you might not expect, such as: Increased understanding. But conflict can also be damaging. If you want to keep your team members working effectively, despite coming into conflict with one another, you need to stop this downward spiral as soon as you can. The Interest-Based Relational Approach When conflict arises, it's easy for people to get entrenched in their positions and for tempers to flare, voices to rise, and body language to become defensive or aggressive. Get the Free Newsletter!
Win-Win / Win-Lose / Lose-Lose Situations The Basics Win-win, win-lose, and lose-lose are game theory terms that refer to the possible outcomes of a game or dispute involving two sides, and more importantly, how each side perceives their outcome relative to their standing before the game. For example, a "win" results when the outcome of a negotiation is better than expected, a "loss" when the outcome is worse than expected. Two people may receive the same outcome in measurable terms, say $10, but for one side that may be a loss, while for the other it is a win. In other words, expectations determine one's perception of any given result. Win-win outcomes occur when each side of a dispute feels they have won. Win-lose situations result when only one side perceives the outcome as positive. Lose-lose means that all parties end up being worse off. In other situations, though, lose-lose outcomes occur when win-win outcomes might have been possible. Use the following to cite this article: Spangler, Brad.
untitled Avoidance Lose-Lose From Wikipedia, the free encyclopedia Avoidance may refer to: Managing Conflict with Direct Reports This guidebook is available for eBook purchase and download from Apple's iBookstore; Amazon's Kindle; Google eBooks; Sony iStore, and other reputable distributors of eContent. A Free Membership That Supports Your Leadership Needs - Join and Save Did you know that you can join the open and always-free myCCL at no cost and get a discount on this CCL Press Publication? CCL provides myCCL members with a 5% discount on CCL Press Publications like this just for being a member. Membership is complimentary in order to support our non-profit goal of connecting a world community of leaders and providing the best in leadership and leadership development for the benefit of societies world-wide. Dive Deeper and Get More Benefits Through myCCL PREMIUM For those leaders that want deeper discounts and access to the latest and greatest CCL has to offer, CCL provides a paid level of our online community — myCCL PREMIUM. Already a member? We look forward to supporting you on your leadership journey!
Conciliation Conciliation is an alternative dispute resolution (ADR) process whereby the parties to a dispute use a conciliator, who meets with the parties separately in an attempt to resolve their differences. They do this by lowering tensions, improving communications, interpreting issues, providing technical assistance, exploring potential solutions and bringing about a negotiated settlement. Conciliation differs from arbitration in that the conciliation process, in and of itself, has no legal standing, and the conciliator usually has no authority to seek evidence or call witnesses, usually writes no decision, and makes no award. Conciliation differs from mediation in that the main goal is to conciliate, most of the time by seeking concessions. In conciliation the parties seldom, if ever, actually face each other across the table in the presence of the conciliator. Effectiveness[edit] Historical conciliation[edit] Historical conciliation is not an excavation of objective facts. Japan[edit]
Putting Out the Fire: Dealing With Conflict in Your Workplace How many times have you witnessed conflict between employees create uncomfortable tension at work? No matter how hard you try to avoid it, the fire continues to burn, greatly affecting the atmosphere, which in turn affects everyone’s productivity. The truth of the matter is that on-the-job conflict is unavoidable. How to help extinguish conflict Here are some tips on how to extinguish the flames ignited by conflict in your workplace. Put out the fire immediately – In order to successfully resolve conflicts, you must address the situation as soon as possible. Competition Win-Lose Competition in sports. A selection of images showing some of the sporting events that are classed as athletics competitions. Consequences[edit] Competition can have both beneficial and detrimental effects. Many evolutionary biologists view inter-species and intra-species competition as the driving force of adaptation, and ultimately of evolution. Biology and ecology[edit] Economics and business[edit] Merriam-Webster defines competition in business as "the effort of two or more parties acting independently to secure the business of a third party by offering the most favorable terms".[4] It was described by Adam Smith in The Wealth of Nations (1776) and later economists as allocating productive resources to their most highly-valued uses.[5] and encouraging efficiency. Experts have also questioned the constructiveness of competition in profitability. Three levels of economic competition have been classified: Competition does not necessarily have to be between companies. Interstate[edit]
Conflict Escalation Stages Cooperation Among humans[edit] Language allows humans to cooperate on a very large scale. Certain studies have suggested that fairness affects human cooperation; individuals are willing to punish at their own cost (altruistic punishment) if they believe that they are being treated unfairly.[2][3] Sanfey, et al. conducted an experiment where 19 individuals were scanned using MRI while playing an Ultimatum Game in the role of the responder.[3] They received offers from other human partners and from a computer partner. Responders refused unfair offers from human partners at a significantly higher rate than those from a computer partner. The experiment also suggested that altruistic punishment is associated with negative emotions that are generated in unfair situations by the anterior insula of the brain.[3] Among other animals[edit] Cooperation exists in non-human animals. Some researchers assert that cooperation is more complex than this. Kin selection[edit] Cooperative systems[edit] See also[edit]
untitled Win-win game A win-win game is a game which is designed in a way that all participants can profit from it in one way or the other. In conflict resolution, a win-win strategy is a conflict resolution process that aims to accommodate all disputants.[1][2][3] Types[edit] In colloquial speech, a win-win situation often refers to situation where one benefits, not necessarily through someone else's loss.In the context of group-dynamic games, win-win games are also called "cooperative games", "new games" or "games without losers".Mathematical game theory also refers to win-win games as non-zero-sum games (although they may include situations where either or both players lose as well).The TKI Thomas/Kilmann Conflict Profile provides a model that reveals preferences under stress and pressure. Collaboration style focuses on win-win outcomes. Group dynamics[edit] See also[edit] References[edit]