conflict management pat eglinton. agenda edgar kelley and conflict management coaching articles ...
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Conflict ManagementPat Eglinton
Agenda
Edgar Kelley and Conflict Management
Coaching Articles
Conflict Management and Mediation: Key Leadership Skills for the Millennium
The Impacts of Leadership on Workplace Conflicts
Principles of Conflict Resolution
Exercises and Practice Routines
Kelley and Conflict Management
The reality is that conflict exists everywhere
The introduction of different opinions inevitably results in conflict between individuals
Such interaction is necessary for organizational progress: only having a singular opinion might not result in the most efficient or effective course of action
Effective leadership does not involve reducing or eliminating conflict; rather, it focuses on the goal of increasing others’ capacity for handling conflict
Edgar Kelley : “[c]onflict can be destructive or productive….A degree of conflict is necessary to a stimulus to creativity and vitality for individuals and organizations”
Kelley and Conflict Management
Kelley’s suggestions for effective conflict resolution:
Be optimistic
Be realistic
Identify the potential for conflict
Identify the value bases in the opposing points of a conflict
Be certain to identify your own span of tolerance
Identify the possible and probable outcomes
Listen to and communicate with all points of view
Conflict Management Articles
The Impacts of Leadership on Workplace Conflicts
Conflict Management and Mediation: Key Leadership Skills for the Millennium
The Impacts of Leadership on Workplace Conflicts
Two dimensions of interpersonal conflict:
Cognitive - task-related conflicts whereby there is a difference in the approach to how the work should get done
Relational - Product of emotional incompatibilities
Both can produce a negative impact on employee performance and/or workplace satisfaction
Transformational leadership involves “encourage[ing] their subordinates to develop their full potential and to transcend their individual aspirations for the good of the organization.”
Combine the elements of collaboration and intellectual stimulation to create a mutual problem to be solved
leader's ability to create and common vision and demonstrate individualized consideration of employees
Transactional leadership will reduce emotional conflict by clarifying objectives and rewarding food performance
Conflict Management and Mediation If conflicts are left unresolved, then the prospect of
collaborative spirit will be shuttered and opportunities for shared learning lost
Effective leaders must learn to properly manage it to promote an environment of creativity
Create a culture that will highlight the value of individual contributions and new ideas
Individuals will feel encouraged and empowered to contribute to the progress of the organization
A key factor of this honesty is communicating it both up- and down-wards within the organization
Conflict Management and Mediation ‘PRIDE’ model : coaching others to communicate
effectively during conflict
Pause – See the other person as your ally – negative reactions will only encourage feelings of defensiveness and/or deepen the conflict
Report – Be objective and specific. Avoid generalizations (i.e. ‘You always…’), assumptions or accusations
Impact – Describe effects of the other persons behavior on you
Different – Be honest/realistic about what you need to be different
End Benefit – Point out the consequences/benefits of the change you request
Exercises and Practice Routines
Building on Your Strengths
Conflict Management: Building on Your Strengths
Take a few moments to reflect and consider whether one of these animals describes you:
Ostrich: I hide my head in the sand until the conflict goes away.
House dog: I timidly slouch away and chew up the furniture when no one is looking.
Hawk: I fly above it all and pick my targets to attack.
Coyote: I use my brains to win.
Dolphin: I can fight if necessary, but I would rather swim away.
Conflict Management: Building on Your Strengths
Reflect back the interaction styles of the elephant, lion and fox. Each has strengths to draw upon to help resolve conflicts. Circle the strengths you recognize in yourself:
Elephant: supportive, trusting, adaptable, optimistic
Lion: ambitious, competitive, self-confident, forceful
Fox: analytic, cautious, methodical, fair
Describe how you drew upon one of these strengths to resolve a conflict.
How might you apply these strengths during a potential conflict in your daily life?