1 / 13

MANAGING CONFLICT

MANAGING CONFLICT. DEALING WITH DIFFICULT ADULTS. 5 MYTHS ABOUT CONFLICT MANAGEMENT. 1. The presence of conflict is a sign of a poor manager. 2. Conflict is a sign of low concern for the organization. 3. Anger is negative and destructive. 4. Conflict, if left alone, will take care of itself.

Mia_John
Download Presentation

MANAGING CONFLICT

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. MANAGING CONFLICT DEALING WITH DIFFICULT ADULTS

  2. 5 MYTHS ABOUT CONFLICT MANAGEMENT • 1. The presence of conflict is a sign of a poor manager. • 2. Conflict is a sign of low concern for the organization. • 3. Anger is negative and destructive. • 4. Conflict, if left alone, will take care of itself. • 5. Conflict must be resolved.

  3. conflicts enable us to be aware of problems; conflicts encourage change; conflicts make life more interesting; disagreement causes decisions to be re-thought a good argument can resolve tensions; conflicts help you know yourself better; conflicts can deepen a relationship; conflicts, when not taken TOO seriously, can be FUN! THE VALUE OF CONFLICT

  4. IN ORDER TO MANAGE CONFLICT EFFECTIVELY: • HAVE AN ACCURATE PERCEPTION OF THE CONFLICT; • COMMUNICATE CLEARLY WITH THE OTHER PERSON; • CONSTRUCT A TRUSTFUL CLIMATE; • HAVE A STRUCTURE FOR RESOLUTION.

  5. CHARACTERISTICS: • INCREASED CONCERN FOR SELF; • INCREASED IMPORTANCE OF “FACE” • NICE PEOPLE TURN NASTY • USUAL STRATEGIES DON’T WORK • INDIVIDUALS CAN BE DIFFERENT FROM GROUPS

  6. 3 STAGES OF CONFLICT STAGE I: DAILY EVENTS STAGE II: CHALLENGES STAGE III: BATTLES

  7. STAGE I: DAILY EVENTS • IS IT RELATED TO PAST EVENTS? • WHAT DO WE AGREE ON? • CAN WE BUILD A NEW FRAMEWORK? • IS IT MORE A MATTER OF EMOTION?

  8. STAGE II:CHALLENGES • IS THE ATMOSPHERE SAFE? • BE HARD ON FACTS, SOFT ON PEOPLE • SHARE RESPONSIBILITY FOR FINDING ALTERNATIVES • LOOK FOR MIDDLE GROUND-WIN-WIN • ALLOW TIME

  9. STAGE III: BATTLES • PAY ATTENTION TO DETAILS • CONSIDER OUTSIDE HELP • IDENTIFY THOSE AT LOWER STAGES OF CONFLICT, AND BEGIN REDIRECTING THEM • TAKE TIME

  10. STYLES FOR MANGING DIFFERENCES high pers. mod pers im- pers flexibility of viewpoint firm mod. firm flexible

  11. Roadmap for handling conflict plan strategy diagnose issues problem-solve implement and evaluate

  12. 7 C’s of Conflict Management • Characteristics • Classification • Constructive • Credibility • Conditional • Care • Constraint

  13. Remember: conflict may be a grace-filled moment, an opportunity for us to see with different eyes, to learn the ‘deep down’ about the other person, and to come to a place where we agree to disagree agreeably.-SCC

More Related