The Conflict Paradox
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.
Outline/structure of the Session
10 minutes - Our Attitude towards conflict - Table discussion/activity
10 minutes - Types and levels of conflict
5 minutes - Individual exercise - Identifying your trigger
5 minutes - Table discussion -Debrief on the triggers exercise
7 minutes - Breaking the retaliatory cycle (cooling down and slowing down during the conflict)
7 minutes - Table Exercise - Identifying Active Constructive, Active Destructive, Passive Constructive and Passive Destructive behaviors during conflict
5 minutes - Healthy conflicts - what to do before, during and after a conflict.
10 minutes - Closing and Q & A
Understand the anatomy of a conflict
Knowing yourself - Understanding how you react/respond to your triggers
Constructive and Destructive Behaviors during a conflict
- Learning how to avoid destructive behavior and embrace constructive behavior
Scrum Masters, Managers, Leaders