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

10 minutes - Our Attitude towards conflict - Table discussion/activity

10 minutes - Types and levels of conflict

10 minutes - Individual exercise  - Identifying your trigger

15 minutes - Table discussion -Debrief on the triggers exercise

10 minutes - Breaking the retaliatory cycle (cooling down and slowing down during the conflict)

10 minutes - Table Exercise - Identifying Active Constructive, Active Destructive, Passive Constructive and Passive Destructive behaviors during conflict

10 minutes - Healthy conflicts - what to do before, during and after a conflict.

10 minutes - Closing and  Q & A

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 2 years ago

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