The Art of Agile Conflict

Being agile means valuing individuals over process via fluid, spontaneous, and fierce conversations. This high collaboration naturally comes with conflict. We must learn to accept, manage, and welcome this conflict. Mastering the art of Agile Conflict elevates our team’s innovation, delivery, satisfaction, and ultimately results.

In this interactive workshop, you’ll learn to:

  • Identify your personal conflict style
  • Understand the styles of others
  • Assess the root causes of conflict
  • Determine why persistent conflict reemerges
  • Be courageous and welcome the conflict that will strengthen you and your Agile teams
 
 

Outline/Structure of the Workshop

Our goal for the workshop is to give participants an overview of conflict styles, how to identify them, and how it translates into identifying the root causes of conflict. Participants actively engage with us and each other to form connections and build a healthy stance towards conflict. The agenda is:

  • 5 minute intro & why conflict should be welcomed, not feared
  • 10 minute activity where participants select how they react to certain conflict situations, leading to self-identification of their conflict style. Styles are:
    • Competing
    • Collaborating
    • Compromising
    • Accommodating
    • Avoiding
  • 15 minute explanation of the conflict styles and how they relate to each other, and how our styles adapt to situations
  • 20 minute explanation and discussion on the root causes of conflict using Moore's Circle of Conflict, which includes:
    • Structural
    • Values
    • Data
    • Relationship
    • Interest
  • 20 minute call to action to assess a key conflict in participants' work/lives and how they will move forward
  • 20 minute Q&A

We've attached the slide deck, which is lightweight, as we focus more on conversation in the workshop. Also, if you feel this submission would be better for a different Audience Level, we're happy to change it as it's very valuable for all audience levels. The workshop is very scalable and we can have any size audience. Round tables will greatly help with the break-out discussions and collaboration.

Learning Outcome

  • Identifying your personal conflict style as one of the following:
    • Competing
    • Collaborating
    • Compromising
    • Accommodating
    • Avoiding
  • Understanding the styles of others
  • Assessing the root causes of conflict as one or more of the following:
    • Structural
    • Values
    • Data
    • Relationship
    • Interest
  • Determining why persistent conflict reemerges
  • Being courageous and welcoming the conflict that will strengthen your Agile teams

Target Audience

Everyone

Prerequisites for Attendees

None

schedule Submitted 3 months ago

Public Feedback

comment Suggest improvements to the Speaker
  • Oana Juncu
    By Oana Juncu  ~  1 month ago
    reply Reply

    Hi Lieschen and William,

    Thank you for your submission.

    Can you explain a little more in your description why collaboration "naturally comes with conflicts" and what do you mean by this? Does collaboration lead to conflicts? Does it address conflicts in a open way? Other?

    Also, it would be helpful if you can give some more details about how you will facilitate the "call to action" part of your workshop.

    Kind regards,

    Oana 

    • William Kammersell
      By William Kammersell  ~  1 month ago
      reply Reply

      Hi Oana, thanks for the great questions! In the session, we encourage people to welcome conflict as the friction that occurs when two people have two different ideas.  In collaboration, people have different ideas all the time, so conflict naturally is a part of it. Some collaboration falls apart if the conflict is not addressed, such as open hostility. Or the collaboration may result in poor decisions if people avoid the conflict. To collaborate healthily to the best of our abilities, we need to be able to identify our personal conflict styles, how to best interact with other conflict styles, and assess the root cause of conflict during collaboration to move forward. This will allow us to collaborate and leverage opposing ideas to make the best decisions we can.

      In the call to action phase of the session, we encourage people to synthesize what they've learned and experienced during the session to make an action plan for an ongoing conflict they have or for a future conflict they're anticipating. They then share that plan with others to get feedback and help solidify the commitment to handle conflict in new ways.

      If you'd like more detail or have more questions, please let me know!

      • Oana Juncu
        By Oana Juncu  ~  3 days ago
        reply Reply

        Hi William,

        Your answer really clarifies the intention of your workshop.

        I would suggest to bring into the description of the submission the context definition of conflicts that you gave in your answer. I believe this will be helpful for a good understanding.

        Kind regards,

        Oana 


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