Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
PDB MBTI Conflict management
Transcript of PDB MBTI Conflict management
Differences Create Conflict
MBTI & conflict, Conflict resolution model,
Individuals & conflict, Teams & conflict
What is conflict?
How do we deal with our differences?
Conflict Resolution Model
Conflict and Individuals
Conflict & Team
Our conflict team type
Professional Development Breakfast
William Ury, author of "Getting to Yes," , specialist in conflict resolution in the Middle East
4 dichotomies <-> 4 conflict pairs
"What We've Got Here is a Failure to Communicate"
Since the natural drive for Extraversion is immediacy, E’s tend to want conflict addressed immediately. And since the natural drive for Introversion is reflection, I’s tend to want conflict addressed after careful thought and consideration. Then toss in a pinch of projection. When you have a preference for E, if you don’t speak up in conflict, it often means you’re not engaged or interested. When you have a preference for I, if you jump right into a conflict, it often means you have completely had it. This is then what prompts E’s to say to I’s, “You’re avoiding the issue!” Or I’s to say to E’s, “ Calm down – you’re in my face!”
What the conflict is about
Opinions and principles
Analyzing and tolerating differences
Maintaining a firm stance
Who is involved
Needs and values
Accepting and appreciating differences
Ensure give and take
=> How we respond to conflict
"The dichotomy in which people have
the greatest difficulty using their non-
Seek solution Seek clarification
Sort it out Work it through
Focus on past and future Focus on present
Concerned with output Concerned with input
Satisfied when it's over Satisfied when it's addressed
When Entering the War Zone
"Are there any issues you'd prefer NOT to discuss at the team session?"
Rules of engagement!
Is this discussion positive and constructive?
"So what do you think you could do yourself to improve the situation?"
Is the atmosphere getting aggressive, but the content is important?
Think of different ways to create space
ex. small groups, flip, fish bone,...
Is the team unaware of team dynamics?
Exercise and brief, ex. selection of job applicant, save a fictive person from a cave
Follow up with team manager
After action review on specific conflict situations
One step at the time
Close the book