Turning Challenges into

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Turning Challenges into POSITIVE ACTION!
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Conflicts

• Intra-role ( uncertainty within individual)
• Extra-role (others perceive conflict)
• Personality and expectations
• Self-expectations and those of others
• Numerous individual or group expectations
• Poor Communication
• Type of Organizational Structure
• Human Factors
• Competition over limited resources

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Primary Sources of Conflict
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Other Sources of Conflict

• Direction
• Clarity
• Terminology
• Role Ambiguity
• Inaccurate Perceptions
• Intensity
• Issues of Equity
• CAREFUL PERSONNEL SELECTION

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Dealing with Conflict

• Compromise
• Consensus
• Avoidance
• Agree to Disagree
• Arbitration

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Role of Leader in Addressing Conflict

• Diagnose
• Mediate
• Build Trust
• Know when to meet each party separately
• Turn down the heat
• Establish facts
• Create Win/Win situations
• Establish a basis for compromise

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Conflict Resolution Continuum
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Conflict Management Styles
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Productive Group Work is Based on..

• Security
• Trust
• Value
• Sharing of Goals
• Cooperation and Teamwork
• Commonalities and Diversity

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Structure of an Effective Meeting

• Purpose
• Agenda
• Advanced Planning
• Setting (equipment, comfort)
• Leading
• Facilitating Participation and Discussion
• Minutes

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Resolving Conflict

• Members state their conflicting positions
• Ask that group members state their opponents
  position
• Clarify with group members if conflict still
  exist
• Request that group members state why their
  viewpoints continue to be valid
• Ask for a position that posses a compromise for
  the conflict or agree that no resolution can be
  achieved

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Activity

• Role play conflict resolution using the model
  previously discussed.