Harness Power of Conflict to Improve Your Organization, Your Team, and Yourself!
What's your take on conflict? Is it harmful and needs to be prevented? Does it have a positive aspect to it; and to be encouraged? Can you imagine relying on conflict to improve a team's performance? Join me to get you to know the Conflict, make friend with it and even co-lead your dreams! Are you personally aware of situations where you or your team members get into conflict? What shall you do about it? Shall all conflicts be treated the same? Are all conflicts resolvable? Are all of them needed to be? What benefits a team can have of being in conflict? What about the organization, conflict at the organization level, can it be helpful at all?
If you are interested about these or is in conflict about the answers to the above questions, please join me for a session on conflict and how to harvest it for the benefit of your team and your organization. In this interactive session, we will go over different types of conflict with you. You will experience a real conflict, and how you respond to it. Would you be compromising, accommodating, competing, collaborating or avoiding? You will then identify your default conflict handling mode. This self-awareness will help you in future conflicts to actively choose to use a conflict handling mode more suited for the situation on hand.
Outline/Structure of the Workshop/Game
This is a talk with some interactions.
Opening - A quick introduction about myself, and the expectations from the session - 5 minutes
First part - Colorful Conflict - What is conflict? 10 minutes
Cards with different colors are laid on the table for the participants. I am going to ask the participants to pick a color that represents conflict for them. This is using the color cards I put on the table. The colors are black, green, blue, orange, red, white, pink. Then, I ask them to have a round table conversation on why they chose that color and what it represents them. Part of the conversation they would realize how different at each individual the definition of the conflict could be for them.
I then ask them to use an online tool (sli.do) to capture what conflict represents for them. This will give everyone in the room the realization that conflict is not defined the same for everyone. This will help if there is a table with people with the same mindset. It will show bring them the realization of how different a conflict could be for different people.
We will have a conversation around that for the debrief. At the debrief, I am going to define conflict. However I am pointing out that although we think conflict is what we define it, it has a different meaning for different people. We are even in conflict defining conflict. An important message to keep in mind when dealing with conflict, at personal level, team level and organization level. I will also ask them if each table was a table, would they be able to come to an agreement of what conflict means to them. Again that will highlight the wide range of meanings for a single word conflict.
Second Part - Conflict Handling Method - What is yours? 20 minutes
The Thomas-Kilmann model was designed by two psychologists, Kenneth Thomas and Ralph Kilmann, to illustrate the options we have when handling conflict. It's one of the most useful conflict handling methods that I learned about. It is very easy to understand, relate to, and refer to. I have used it with teams and individuals.
There are two dimensions in the model. The first dimension is concerned with conflict responses based on our attempt to get what we want which is called Assertiveness . The other dimension is concerned with responses based on helping others get what they want which is called Co-operativeness options. In this section I am going to educate the audience through this module and realization of their default mode.
Activity - Dev and Tester at Stand Up
I am going to ask the audience to act a scene. In groups of three, one is going to be a developer, one a tester and one a Scrum Master. The tester found a bug in the work of a developer, and is not willing to sign off until it's fixed. Developer is busy and not have time to work on it. The conversation is between them, and the scrum master is the observer in this situation. After three minutes, I do a debrief on stances each person took, and how they were responding to the conflict. I am going to ask them how they responded to the conflict, and what the Scrum Master saw. This will be an opening to show them the Thomas-Kliman model. We are going to discover 5 different conflict-handling modes (competing, accommodating, compromising, collaborating and avoiding), their advantages, and disadvantages. Also, the audience will find out their default conflict handling mode.
Note: Introducing the TK model, I will pass on a hand out to each participant to look at and take notes on the model.
Third part - Put all these in perspective - How to use default handling mode? 5 minute
I am going to ask the group to get back together. I would ask them to discuss what sort of different approach they would take if they knew the TK model, and their default mode. I would ask them to discuss if they have the same understanding of other player's mode in the conflict. I would ask them to share with each other the advantages and drawbacks of collaboration mode for the scenario. What does it take for them to get there? Is it worth it for them?
Closing Points - 5 minutes
I am going to close debriefing the whole talk, summarizing with what we talked about, difference in understanding of conflict, in reacting to it, and in our default modes. I am going to ask the audience to remember those when in conflict and manage each conflict accordingly. I am going to give the audience the handout on conflict-handling mode.
In this presentation, you will learn:
*Conflict does not mean the same for all, and how to utilize it in your daily life
*Different types of conflict
*Different conflict-handling modes, and discover your default mode
*Conflict handling modes in detail, their best usages, and avoidance situations
Scrum Masters, Agile Coaches, Leaders, Executives
Prerequisites for Attendees