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Transcript of Conflict Resolution
Using Productive Methods
Steps to Resolving Conflict
Fighting Below the Belt
Facilitating Open Expression
Fighting Above the Belt
A disagreement through which parties involved perceive a threat to their needs, interests or concerns
Person vs. Group
Group vs. Group
Parties involved in a disagreement meet with an impartial and neutral party, the mediator, and attempt to reach a mutually satisfactory resolution of their disagreement.
Increased Focus on Interests
Helps People Communicate Clearly
Find Common Ground
Solve Problem Mutually
President of Org.
Bias Free Contact
1, 5, 7
4, 9, 12
6, 10, 15
3, 11, 14
2, 8, 13
SHARK: COMPETING STYLE
TURTLE: AVOIDING STYLE
TEDDY BEAR: ACCOMMODATING STYLE
Giving in to maintain relationships
OWL: COLLABORATING STYLE
Problems are solved in way in which an optimum result is provided for all involved. Both sides get what they want and negative feelings are minimized
FOX: COMPROMISING STYLE
The middle ground approach
Define the Situation
Get the Specifics
"Go for it- and don't forget it"
Be Aware of Emotions
Pros: Creates mutual trust; maintains positive relationships; builds commitments
Cons: Time consuming; energy consuming
Pros: Minimizes injury when we are outmatched; relationships are maintained
Cons: Breeds resentment; exploits the weak
Pros: Does not escalate conflict; postpones difficulty
Cons: Unaddressed problems; unresolved problems
Pros: Goal Oriented; quick
Cons: May breed hostility
Pros: Useful in complex issues without simple solutions; all parties are equal in power
Cons: No one is ever really satisfied; less than optimal solutions get implemented
Use 'I' Statements
Focus on Behaviors
Listen for Needs
Questions? Concerns? Conflicts?
Let's talk it out!
can't we all just get along...?
you don't see me...
'bout that sharknado life
I should have something clever to say...but I reserve that for resolving conflicts.
Learn about your
conflict management style!