schedule Mar 1st 03:30 PM - Jan 1st 12:00 AM place Sigma

It is not a question of if a team is going to have a conflict; it is a question of when. Equipping them to deal with conflict is more than creating agreements or having a good facilitator. We look at a conflict model that focuses on dynamics of conflict by understanding- 1. Cognitive skills:self-awareness about triggers, hot spots, emotions,behaviors. 2. Emotional skills:reading emotions, body language, balancing emotions, using curiosity 3. Behavioral skills:understanding others’ perspectives and needs, avoiding 8 destructive behaviors, embracing 8 constructive behavior. In an organizational setting, it is important to understand the source (culture, interdependence, incompatibility, personality, power, etc.) and types of conflict (cognitive vs. affective). Creating awareness about conflict processes, retaliatory cycles and building a conflict profile can empower teams engage in constructive disagreements. 

 
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Outline/structure of the Session

I customize this session based on participant's preferences (dealing with conflict when they are involved in a conflict vs. facilitating a conflict). Depending on the preferences, I focus more time on one and less time on the other. Through this, I then help them look at  "Conflict Behavior - Wheel" ( Active Constructive, Passive Constructive, Active Destructive, Passive Destructive). I explain these concepts and they experience this wheel (in groups). We then work on an exercise on how to manage self (or how to help others, if they voted for "facilitating a conflict") in avoiding destructive behavior and embracing constructive behavior.

Learning Outcome

  1. Understand the anatomy of a conflict

  2. Knowing yourself - Understanding how you react/respond

  3. Constructive and Destructive Behaviors during a conflict

  4. Learning how to avoid destructive behavior and embrace constructive behavior

Target Audience

Managers, Scrum Masters, Leaders

schedule Submitted 4 years ago

Comments Subscribe to Comments

comment Comment on this Proposal
  • Deepak Dhananjaya
    By Deepak Dhananjaya  ~  1 year ago
    reply Reply

    Hi Ram,

     Very interesting submission, as its important and inevitable topci to be missed! In conflicts, primary role is of "Self", would you cover aspects of "to be aware of self's contribution to conflicts?" any handy tools that would help audience relate to and use them during actual situations?

    Deepak!

    • Ram Srinivasan
      By Ram Srinivasan  ~  4 years ago
      reply Reply

      Hi Deepak -

      Thanks for the feedback. I do use a questionnaire to find out about ones hot buttons (Abrasive, Aloof, Self-Centered,Unappreciative and Untrustworthy) and cooling strategies to deal with them (reflective questions, looking beyond the style and examining the substance, how to respond when someone pushes your hot button, etc). I will be covering the bigger picture (anatomy of conflict,  types of conflict, retaliatory cycle, etc) and will be giving this questionnaire + cooling strategies away to the attendees. 

      Just while writing this up, I am also thinking about something else.  During the start of the session give a brief intro, and then  asking the participants to evaluate themselves, form 5 groups based on their hot buttons (multiple teamlets of 5-7 people each for a larger group), and then work within the group/teamlet to come up with different strategies for dealing with their hot buttons (the discussion will be guided by reflective questions).  In the end, I will summarize some of the stuff. 

      Thanks,

      Ram

  • Joel Tosi
    By Joel Tosi  ~  4 years ago
    reply Reply

    Hi Ram,

       I saw one typo in your description, a capital 'I' in 'In' - ...In an organization.  Also, perhaps you could put page breaks or new lines between the numbering?  Minor points, but would help clean it up some.

     

    What I would like to see in the description is something that speaks to me and tells me why I want to be in your session.  Why do I want to be aware of conflict?  Your description explains the session fine, but it is not grabbing someone and pulling them in.  Any thoughts on that?

     

    Best,

    Tosi

    • Ram Srinivasan
      By Ram Srinivasan  ~  4 years ago
      reply Reply

      Hi Joel,

      Thanks for your feedback. I fixed the typo, was missing the "." .  

      In my experience, conflict is unavoidable in a team, it's not a question of if, it's a question of when. I have seen teams, leaders, and organizations being conflict averse because they lack the skills to deal with conflict. There is also a misconception that healthy teams/organizations do not have conflicts. Hyper productive teams do have conflicts, it's just that they know how to del with conflíct.

      My presentation will focus on giving the audience some tools to equip them to deal with conflicts. Also, knowing about some fundamental aspects of conflict gives them a language/vocabulary to safely talk about it.

       

      I am also planning to give them a questionnaire, with which they can know more about their hot buttons/triggers.  They will work in groups , in a guided discussion setting(through presentation and through questions that I ask) to uncover different cooling strategies.

       

      Thanks,

      Ram

  • Joel Tosi
    By Joel Tosi  ~  4 years ago
    reply Reply

    Hi Ram,

       Interesting submission. Do you go into Satir at all or stages of congruence?  Those topics feel like a possible nice fit in here as well.

     

    Best,

    Joel

    • Ram Srinivasan
      By Ram Srinivasan  ~  4 years ago
      reply Reply

      Hi Joel -

      I do not go into Satir model or stages of congruence. My goal is to help people look at conflict from a neurological perspective (brain, emotional intelligence, psychology), know more about hot buttons and strategies for handling hot buttons so that they can stay away from destructive behaviors and engage in constructuve behaviors.

      Thanks,
      Ram


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    We are developing medical imaging and workflow software in an agile way with development teams distributed to several countries. One of the major challenges is how to set up and communicate within the Product Owner team. There we have to deal with the distribution, e.g., have the Product Owner either onsite with her peers or with her Scrum team, travelling, or with proxy. We need people who are good in two different fields of knowledge: medical and software development. As a third issues, the environment of the customers may be different in different countries.

    We have ramped up local Product Owners in different countries, have found local collaboration customers, and have developed a set of communication channels and workshops how to synchronize Product Owners in the team, share a common vision and backlog with their Scrum teams, and collaborate with customers locally and globally.

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    Evan Leybourn - Let's Kill an Agile Project

    45 Mins
    Workshop
    Beginner

    Other talks and games will teach you how to run a successful Agile project. Only this one will teach you how to ruin an Agile project*. In this game we will break every Agile rule, disregard the manifesto and ignore common sense in the singular pursuit of failure (and fun).

    Each of you will be part of an Agile team with a dis-engaged Customer and micro-managing boss. Being Agile, there will be daily stand-ups, planning sessions, retrospectives, and kanban boards but nothing will go as you expect.

    * More importantly, this activity will teach you "how" Agile projects can fail and the reason behind many common Agile practices.