OPPORTUNITY IN CONFICT: Capture possibilities in adversity...do to see possibilities in conflict as well as expand our mentality to know we are abundantly endowed with what it takes

OPPORTUNITY IN CONFICT:Capture possibilities in adversity

Convey Meaning.Create Significance.

Karachi | Lahore | Islamabad | Multancarnelianco.com

Learning outcomes

1. Enhance the ability to consciously choose the ‘bigger picture’

2. Self-regulate to explore and develop opportunities

3. Move from scarcity mentality to abundant thinking

Conflicts often arise due to competitive beliefs. If managed well, new and better thought processes are

generated; if not addressed, these conflicts remain and grow into issues and/or wars. Though, genetically by nature, we have more in common than what sets us

apart; it is our nurture that constructs differences. Even though we may be well aware of what it is that causes strife and meaningless conflicts between us, yet our

conditioning is stronger than our aspirations for peace, harmony and followship.

The United Nations Human Rights Council’s (UNHRC) annual Global Trends Report for 2016

The essence of harmonious relationships

Geometry of relationships

Multiplier effect

• 2 people – 1 sub-group• 4 people – 11 sub-groups• 8 people – 247 sub-groups• 16 people – 1,786 sub-groups• And so on

Strive for win/win outcomesAs

sert

iven

ess

Cooperation

Competing (W/L)

Accommodating (L/W)

Collaborating (W/W)

Compromising

Avoiding (L/L)

Diversity

• Explore differences in a safe, positive and nurturing environment.

• Understand, accept and respect:- Individual’s uniqueness,- Recognize differences.

• Move beyond simple tolerance to embrace and celebrate the rich dimensions of diversity within us.

LEVERAGE diversity

• Gender• Differently-abled• From village• Elderly• Senior• Junior• Other religions

• Other political affiliation• Small/big town• Ethnic group• Single mother• Bachelor• Other ethnicity

Different ≠ Wrong

Different = Different

If I am right, follow meIf I can improve, correct me

BIASES• 107 belief• 27 social• 49 memory

Inclusion: A dynamic state of leveraging diversity to create a fair, healthy and high-performing organization.

Inclusive organizations ensure equitable access to resources and opportunities for all.

They enable individuals and groups to feel safe, respected, engaged, motivated and valued for who they are and for their

contributions toward mutual goals.

Being invited to the party: DIVERSITY

Being asked to dance: INCLUSION

Day-care serviceMothers in the workforce

Wheelchair-bound Ramps

Older generation More tech training opportunities

Millennials Greater empowerment

Varied background Customized coaching

Other religions, ethnicity Expression without fear

Women technicians Equal challenges

Be INCLUSIVE

Positive outcomesSurvey of 200 companies in 4 EU Member States, 60% stated that their motivation levels and efficiency had increased due to implementation of diversity policies, while 57% stated that it lead to improved service levels and customer satisfaction.

Forbes Insights conducted a comprehensive survey of more than300 senior executives in 2011. These executives developed, implemented, or managed strategies related to diversity and inclusion for their companies. The companies that participated in the survey had revenues of at least $500 million and went up to more than $20 billion.

Forbes Insights – July 2011

Benefits gained by companies with active D&I policies

Think different

Deliver on TOAYWTOTY

DiscriminationHarassmentSexual harassmentBullyingStereotyping

Respect

• Latin word Respectus• Means: “I see you”• Implies: CCC - Care, Consideration, Compassion

: Repeat the other’s perspective

Opportunity in conflict

• The Assertiveness-Cooperation model of Life Positions

• Shift from scarcity mentality to abundance• Conflict resolution through Win/Win

negotiations

This 1-hour Morning Stretch session puts participants in a tight spot where they have to safe-guard their territory and ensure

they are able to maximize the resources in their area. The activity “Chair Conflict” brings our natural, insecure and

habituated behaviors to the fore, which, during the debrief, participants realize is destructive and non-cooperative. Yet, we are chained to our centuries-old reactions. What do we have to do to see possibilities in conflict as well as expand our mentality to know we are abundantly endowed with what it takes to live

together with gratitude.

We have the capacity to influence each other in our choices and decisions. Are we guided by our conscience in doing so, or do lower-instinct motivations drive our behaviors? In this session, 2-4 teams (depending on audience size) are provided the same briefing but different areas in which to execute their task. Teams are allowed to plan their strategy for 7-minutes; and execute in 5-minutes. Invariably, people go with their impulsive choices and get the task done within 2-minutes, mostly driven by the need to compete. Some voices may offer better alternatives, yet these are quietened by stronger, more powerful opinions. With plenty of time and resources at hand, people tend to make decisions by the rule ‘What’s In It For Me?’ This simulation allows participants to learn they always have a third, better option as long as we follow the ‘Win/Win’ Principle in resolving conflicts for greater inclusion.