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SUPER HUMAN-
Understanding, Dealing With,and Preventing Conflict
presented by
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Which one fits your picture of conflict?
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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 .
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It Impacts Us PersonallyIt Impacts Us Personally
Unresolved conflict significantly…
> Decreases productivity
> Ne ativel im acts our self- erce tion> Increases personal anxiety/depression
>
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OverviewOverview
We’ll address three things today:
> Understanding the 3 phases of conflict
> Tools for dealin with each hase> Proactive Ideas for preventing or
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The greatest thing is,,
willin to ive u who weare in order to become
a a we can e.
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e asese ases
of Conflictof Conflict
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onflict is like cancer.Left alone, it spreads, and makes healthy
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systems/people/teams sick.
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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.
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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.
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Phase 2Phase 2 – – DynamicsDynamics
>
perceived unfairness or hurt..
> Language becomes less specific.“ ” “ ”… …
> The opposition is depersonalized.
sides, and work against each other.
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Phase 2Phase 2 – – ActionsActions
> Do not take a “wait and see” posture;.
> Acknowledge the problem directly witht e group team.> If necessary, invite a neutral mediator.
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Phase 3Phase 3 – – DynamicsDynamics
> Slander becomes acceptable.> Peo le identified with stron ositions.> Leaders emerge on both sides.
> -> Structures sabotaged or leveraged.
.
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Phase 3Phase 3 – – ActionsActions
> Get down!☺
> Act uickl and do not be indecisive – with issues or with people. At this
mistakes more than indecision.
.
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If at first ou don’t
succeed, before you tryaga n, s op o gure ou
Leo Rosten
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reven ngreven ng
ConflictConflict
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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.
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So, which one fits your conflict approach?
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ow a ou some ng e s
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Remember, growth ise on y ev ence o e.
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