WHY FIGHT FOR SURVIVAL IF WE CAN COLLABORATE FOR SUCCESS?

BARNEY JORDAAN

Have you in the recent past experienced a difference / conflict / dispute with someone?

Did it end positively or negatively?

What did you do right or wrong?

A QUICK POLL

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DOES THIS LOOK FAMILIAR?

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4

OR THIS?

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We sacrifice tomorrow to win yesterday

John Zinsser

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A DYSFUNCTIONAL BUT TYPICAL APPROACH TO CONFLICT RESOLUTION

RIGHTS

POWER

CO

STS

& R

ISK

S I

NC

REA

SE

AVOIDANCE#experiencevlerick

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A BETTER APPROACH

INTERESTS

RIGHTS

POWER

DIALOGUE NEGOTIATION MEDIATION

MO

RE C

ON

TR

OL

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EXERCISE

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WHY DO WE COMPETE WHEN COLLABORATION IS THE BETTER OPTION?

HERE’S THE CULPRIT

10

Emotional

Social

Cognitive

System1

System 2

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EXERCISE

12

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TOWARDS COLLABORATIVE CONFLICT RESOLUTION

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1. WE NEED TO ‘SEE’ CONFLICT DIFFERENTLY

Assumptions Strategy Behaviour Results

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Develop a definition of conflict that is entirely positive, e.g.: ‘Conflict is an opportunity to / for …’

CHANGING OUR PERCEPTION OF CONFLICT

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The most intense conflicts, if overcome, leave behind a sense of security and calm that is not easily disturbed. It is just these intense conflicts and their conflagration [heat / fire] which are needed to produce valuable and lasting results

Carl Jung

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© Vlerick Business School

STRUCTURE OF NEGOTIATION

PROBLEM

PEOPLE

PROCESS

How do we deal with the issues? What behaviours will get us there?

Who are we dealing with? Emotional or relationship issues?

What are the issues, interests & options?

CONTEXT

2. WE NEED TO MANAGE ALL ELEMENTS OF A CONFLICT

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3. WE NEED TO LEARN TO THINK BEFORE WE ACT OR REACT

Problem

Reflexive Reflective

Attack Withdraw Reason?

Conflict Stress Dialogue

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4. WE NEED TO TRY TO UNDERSTAND THEIR PERSPECTIVE TOO

If you want to change their minds, you have to know where their minds are …

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5. WE NEED TO FOCUS ON THE RIGHT PROBLEM

Position Position

Interests / Needs / Concerns

Individual IndividualCommon

Either, or …

And, and …

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TO ILLUSTRATE: THE BATTLE OF THE SEXES

Lights stay off!

They stay on!

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6. WE NEED TO LEARN MORE EFFECTIVE CONFLICT BEHAVIOURS

• Listen in a way that will encourage them to talk • Talk in a way that will encourage them to listen • Ask lots of questions • Focus on the problem, not the person

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TO SUM UP

We have a choice to collaborate or compete

Collaboration is difficult but

rewarding

Conflict & competition are

real and necessary

The right mindset, skills & behaviours

can help find amicable solutions

1. 2.

3. 4.

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© Vlerick Business School

FEEL LIKE SOME MORE?

Executive MBA Programme (start: 26 September)

Negotiating to Create Value (start: 13 October)

Executive Development Programme (start: 19

October)

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