SUPER HUMAN Conflict-Resolution Conflict Resolution

8/14/2019 SUPER HUMAN Conflict-Resolution Conflict Resolution

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SUPER HUMAN-

Understanding, Dealing With,and Preventing Conflict

presented by



Which one fits your picture of conflict?



It Impacts Our Businesses/ClientsIt Impacts Our Businesses/Clients

Conflict, whether explicit or implicit,

is one of the largest wastes in anyro ect or business.

> 85% of workers experience conflict> yp ca y aroun .8 ours per wee> Costs at least $359 billion annually> Delaying or derailing important

r r m n h n .

Super-Human Conflict Resolution │ 3



It Impacts Us PersonallyIt Impacts Us Personally

Unresolved conflict significantly…

> Decreases productivity

> Ne ativel im acts our self- erce tion> Increases personal anxiety/depression

>




OverviewOverview

We’ll address three things today:

> Understanding the 3 phases of conflict

> Tools for dealin with each hase> Proactive Ideas for preventing or




The greatest thing is,,

willin to ive u who weare in order to become

a a we can e.

Survive and Thrive - Schools │The EDGE Group│6



e asese ases

of Conflictof Conflict



onflict is like cancer.Left alone, it spreads, and makes healthy


systems/people/teams sick.



Phase 1Phase 1 – – DynamicsDynamics

.(Goals, needs, perspectives, values, methods, interests)

.> People remain rationale/considerate.

’ overprotect their positions.

> usp c on as no se n.> People are focused on resolution.




Phase 1Phase 1 – – ActionsActions

> Value each individual; don’t brush off“ ”.

> Keep group direction and priority clear.espon o comp a n s w a rnessand justice. Small misunderstandings

rarely go away on their own.





>

perceived unfairness or hurt..

> Language becomes less specific.“ ” “ ”… …

> The opposition is depersonalized.

sides, and work against each other.





> Do not take a “wait and see” posture;.

> Acknowledge the problem directly witht e group team.> If necessary, invite a neutral mediator.





> Slander becomes acceptable.> Peo le identified with stron ositions.> Leaders emerge on both sides.

> -> Structures sabotaged or leveraged.

.





> Get down!☺

> Act uickl and do not be indecisive – with issues or with people. At this

mistakes more than indecision.

.




If at first ou don’t

succeed, before you tryaga n, s op o gure ou

Leo Rosten




reven ngreven ng

ConflictConflict



PreventionPrevention

> Test the waters before implementation.

> Work with individuals before groups;s w a uy- n a e group eve .> Listen and respond to the resisters.

> Lead boldly.




So, which one fits your conflict approach?



ow a ou some ng e s



Remember, growth ise on y ev ence o e.

Survive and Thrive - Schools │

The EDGE Group│

20



Helping businesses create

better teams and brighter futures.

888.650.EDGE (3343)

info theEDGE rou .or www.imagenconsulting.org

www.theEDGEgroup.org

SUPER HUMAN Conflict-Resolution Conflict Resolution

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