Bringing people together challenges and opportunities
Sponsored Links
This presentation is the property of its rightful owner.
1 / 49

Bringing People Together Challenges and Opportunities PowerPoint PPT Presentation


  • 77 Views
  • Uploaded on
  • Presentation posted in: General

Bringing People Together Challenges and Opportunities. Conflict Resolution Saskatchewan Inc. & The ADR Institute of Saskatchewan. Agenda. Introductions Guidelines Opening Address –Intense emotions, anger, rage and the Brain Transformative learning : The cooperative learning process

Download Presentation

Bringing People Together Challenges and Opportunities

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.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Bringing People TogetherChallenges and Opportunities

Conflict Resolution Saskatchewan Inc.

&

The ADR Institute of Saskatchewan

[email protected]


Agenda

  • Introductions

  • Guidelines

  • Opening Address –Intense emotions, anger, rage and the Brain

  • Transformative learning :

    • The cooperative learning process

      • Introduce self

      • best skill in work with group

      • What I could use your help with

    • “We learn what we teach.”

[email protected]


REPTILIAN BRAIN

Instinctual survival

  • Fight,Flight, Freeze

  • Aggression

  • Anger

  • Fear

  • Revenge

[email protected]


[email protected]


Whole brain thinking

[email protected]


Managing anger

[email protected]


Fever is your body’s effort to send

white blood cells to illness; hot enough to drive out germs, bacteria.

Low fever & high fever need different response.

[email protected]


First Feeling + Trigger = Anger

[email protected]


Under Anger

Hurt

Grieving

Frustrated

Humiliated

Scared

Rejected

Embarrassed

Trapped- no options

HALT-

Hungry

Angry already

Lonely

Tired

[email protected]


Stop and breathe 3 deep breathes

Reward to feel good afterward

Think of 10 ideas for what to do

Reflect on what worked

Act on the safest choice

Manage your anger- Be a STARR

[email protected]


Auditory

Visual

Kinesthetic internal

Kinesthetic external

Learning Styles

[email protected]


Tell me, and I will forget. Show me, and I may remember. Involve me, and I will understand.

Confucius, 450 B.C.

[email protected]


[email protected]


How many squares? 5

[email protected]


How many squares?

  • Work alone and fast, this is a competition.

  • Write your answer on a paper and raise your hand.

  • The first 3 are winners.

[email protected]


How many squares?

Take as long as you need to get the answer. Work individually.

[email protected]


How many squares?

Work together to find an answer, Help each other understand.

[email protected]


BASE GROUPS

1

1

2

1

1

4

4

2

4

4

2

3

3

2

1

1

3

3

1

1

4

2

4

2

2

4

4

2

3

3

3

3

[email protected]


EXPERT GROUPS

1

3

3

1

3

2

4

3

1

1

2

4

2

2

3

4

1

4

1

3

2

4

2

4

1

1

1

3

3

3

2

4

2

4

2

4

1

3

4

2

[email protected]


Unpacking Root Causes 9-10:15

Working groups: 9- 9:15

  • 1.High and Low context cultures and communication

  • 2.Life skills- Anger and emotional intelligence

  • 3.Trauma, Abuse and violence contributors

  • 4.Mental illness & immediate situational contributors

    Base groups: 9:15- 9: 45

  • Working group (1,2,3,4) reports (5 minutes each)

  • How does understanding possible root causes inform our work?

  • In their shoes- if you experienced some of the root causes described, how would you wish to be treated?

  • Questions for the big group

[email protected]


How can I respond in relating with a volatile person, staying safe and helping another?

  • Swimming metaphor

  • Pre mediation work

    • Co- mediator- don’t go alone

    • Anger, rage, volatility

      • Past patterns

      • Current stressors

    • Support

[email protected]


[email protected]


[email protected]


[email protected]


[email protected]


[email protected]


[email protected]


How can I respond in relating with a volatile person, staying safe and helping another? 11-11:45

  • Working groups: 11-11:15

    • Respect

    • Resilience

    • Diversity –reflecting our community

    • Environment – Space, exits, timing

  • Base groups: 11:15- 11:45

  • Reports of working groups

  • Brainstorm ideas that will help prevent volatile eruptions in the environments of your work

  • Questions and insights to Big group

  • [email protected]


    A man had 17 camels

    He left his 17 camels to his three sons on his death.

    The oldest son would get 1/2 the camels.

    The middle son would get 1/3 of the camels.

    The youngest son would get 1/9 of the camels.

    The sons were confused. Then a wise

    Woman came along on her camel

    And resolved the problem.

    How many camels did each son get?

    [email protected]


    LEO

    • Listen:

      • Body language (face them, open body stance)

      • Tone and volume, Do your eyes show interest? (or are you busy taking notes?)

        • Ask open ended questions

        • Encourage talking (that must have been difficult, thank you for telling me)

        • Give them room

        • Suspend Judgment, Avoid moving to premature solutions

  • Empathize:

    • Confirms you understand their point of view

    • Lets them know you heard their story

      • Demonstrates comfort and competence

      • Lays groundwork for problem solving

      • Helps build common ground

      • “So you feel___________ because it seems to you____________ ?”

      • Restate feelings, their view and check to make sure you got it right?

      • Model desired emotional state (breathe, be calm, attentive)

  • Options:

    • Get their attention- confirm understanding- move to desired outcome

      • Offer Options-“I can think of some options, want to hear them?

      • Co-create options, neutral language

      • Plot a course- next steps (KIS)

  • [email protected]


    NVC

    1. OBSERVE: The concrete actions we are observing that are affecting our well-being

    2. FEELINGS: How we feel in relation to what we are observing

    3.NEEDS: The needs, values, desires, etc. that are creating our feelings

    4.REQUEST: The concrete action we request in order to enrich our lives

    [email protected]


    NLP

    • Visual

    • Auditory

    • Kinesthetic internal

    • Kinesthetic external

      • “ I can see that you feel frustrated and angry; that no one seems to be listening to you. Come and lets you and I see if we can sort this out.”

    [email protected]


    http://www.beyondintractability.org/essay/transformation/

    [email protected]


    Conflict Management and Transformation

    • It is time:

      • To honour our values of respect, compassion and treating others as we would wish to be treated.

      • To expand our life skills as we live cooperatively in increasingly diverse communities

      • To embrace conflict as an opportunity for learning and growth

    • Transformation is possible-”Our peaceful world is not a place without conflict. Rather it is a place where we resolve our conflicts with respect, compassion, and a shared goal of understanding. Let us honour each other in the process.”

    [email protected]


    Key skills for working with conflict: Respecting the people and understanding the problem

    • Separating the people and the problem

    • Focus on interests not positions

    • Common Interests

    • Creating Options- why brainstorming works

    • Emotional and social intelligence skills

    • Heart felt Compassion

    • “People do the best they can with what they know. When they know better, they do better.” Maya Angelo

    [email protected]


    If you want the truth to stand clear before you, never be for or against. The struggle between ‘for’ and ‘against’ is the mind’s worst disease.

    Sent-ts’an, c - 700 CE

    Zen master

    [email protected]


    Skill Development

    • Base groups practice LEO method & NVC

      • Create an example

      • Practice responding-both methods

      • Request feedback

        • What you did well

    • Debrief methods as a group

      • Make it your own- prepare a script

    • After Anger and volatility – now what?

    [email protected]


    Putting it all together

    • In your group with colleagues:

      • Introduce yourselves

      • What I do well….

    • discuss :

      • Challenges unique to your circumstances

      • Prevention

      • Environment

      • Processes most effective with your community

    [email protected]


    Putting it all together - self care

    • Individuals and community care

    • Left overs

    • Evaluation

    [email protected]


    Compassion: Doing Wholehearted Work

    [email protected]


    Escalation of Conflict

    Destructive Violence

    Power Struggle

    Overt Conflict

    Latent Tensions

    [email protected]


    Why Conflict Escalates

    Destructive Violence

    Power Struggle

    Overt Conflict

    Frustrated needs

    Poor skills

    Weak relationships

    Latent Tensions

    [email protected]


    Why Conflict Escalates

    Destructive Violence

    Power Struggle

    Conflicting interests

    Disputed rights

    Unequal power

    Injured relationships

    Overt Conflict

    Latent Tensions

    [email protected]


    Why Conflict Escalates

    Destructive Violence

    No attention

    No limitation

    No protection

    Power Struggle

    Overt Conflict

    Latent Tensions

    [email protected]


    Catching Conflict Before it Escalates

    Destructive Violence

    Contain

    Power

    Struggle

    Overt Conflict

    Latent Tensions

    Resolve

    Prevent

    [email protected]


    Prevent

    Sources of Tension

    Frustrated needs

    Poor skills

    Weak relationships

    Ways to Prevent

    The Provider

    The Teacher

    The Bridge-Builder

    [email protected]


    Resolve

    Sources of Conflict

    Conflicting interests

    Disputed rights

    Unequal power

    Injured relationships

    Ways to Resolve

    The Mediator

    The Arbiter

    The Equalizer

    The Healer

    [email protected]


    Contain

    Sources of Struggle

    No attention

    No limitation

    No protection

    Ways to Contain

    The Witness

    The Referee

    The Peacekeeper

    [email protected]


    “People do the best they can with what they know. When they know better, they do better.”

    Maya Angelo

    [email protected]


  • Login