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Managing Conflict. The Scoutmaster. Managing Conflict. Finding common ground Tools for people to settle their own disputes Stepping in to make unilateral decisions. Exercise. Strategies Point of the exercise. Possible Strategies. Bribery Concern Persuasion Interest

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Managing conflict
ManagingConflict



Managing conflict1
Managing Conflict

  • Finding common ground

  • Tools for people to settle their own disputes

  • Stepping in to make unilateral decisions


Exercise
Exercise

  • Strategies

  • Point of the exercise


Possible strategies
Possible Strategies

  • Bribery

  • Concern

  • Persuasion

  • Interest

  • Straightforwardness


Ultimately
Ultimately…

  • You can only empower yourself

  • You can encourage others to act


Be aware of yourself
Be aware of yourself

  • Look at yourself

  • Resolve your conflict


Be aware of others
Be Aware of Others

“When are people most likely to do what you ask them to do, especially if it is something they are less than excited about?”


When the group finds you

  • Trustworthy

  • Reliable

  • Making decisions for the good of the group

  • Care about them


Listening to learn
Listening to Learn

  • Active

  • Empathetic


Cooperative resolutions
CooperativeResolutions

  • INVOLVEMENT

  • INVOLVEMENT

  • INVOLVEMENT


The most important question
The Most Important Question

  • What do you want?


Most important follow up questions
Most Important Follow-Up Questions

  • What are you willing to do to get what you want?

  • Is what you are doing working?

  • Do you want to figure out another way?


Questions for cooperative conflict resolution
Questions for Cooperative Conflict Resolution

  • What do you want?

  • What are you doing to get it?

  • Is it working?

  • Do you want to figure out another way?


Effective communiction in conflict situations
Effective Communiction In Conflict Situations

  • What do you want?

  • What do you want?

  • What do you want?

  • What do you want?


Managing your emotions
Managing Your Emotions

  • Step away from emotional responses

  • Slow breathing

  • Step away -- give it space and time

  • Regain objectivity

  • Work on issues in present/future NOT PAST


Negotiating limits and rules
Negotiating Limits and Rules

  • Know limits -- and respect them

  • Group determines limits


Cooperative approach
CooperativeApproach

  • Engage everyone on an equal basis

  • Help them come up with a solution on their own

What do you want?

What are you doing to get it?

Is it working?

Do you want to figure out another way?


Proscriptive approach
ProscriptiveApproach

If cooperation fails:

- Proscriptive conflict resolution


Statements for proscriptive conflict resolution
Statements for Proscriptive Conflict Resolution

  • This is what I want.

  • This is what I understand you are doing.

  • This why that isn’t working for me.

  • Here is what I need you to do.


Stepping in
Stepping in…

  • Trust

  • Reliability

  • History of good decisions for the group

  • Caring

Based on established…


Contract between leaders those led
Contract Between Leaders & Those Led

My Job Is

  • To do all I can to ensure your safety

    Your Job Is

  • Top tell me when you don’t feel safe


Ideas not often shared
Ideas Not Often Shared

  • If I’m doing something that bothers you, I’d like you to tell me in a respectful way.

  • How will it be if we really get along? What will that be like?

  • If I see you’re having a problem, what do you want me to do?



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