Effective Partnering & Conflict Management

Effective Partnering & Conflict Management & Resolution : 

Effective Partnering & Conflict Management & Resolution Shawn Paul, Founder & CEO Organizational Development Leadership Trainer, Consultant & Coach The Break Away Group, LLC www.breakawaygroup.net 404-671-6627 spaul@breakawaygroup.net “Helping people and organizations break away from the herd and stand out in the crowd.”

Session Objectives: 

Session Objectives Understand the three pillars of effective partnering Discuss Communication Styles & Conflict Conflict Management & Resolution Strategies Collaborative Problem Resolution (CPR) Model

PowerPoint Presentation: 

Three Pillars of Effective Partnering A shared understanding of the Project, Vision and Values A clear sense of Roles & Responsibilities A high level of trust. “Partnership working is fundamentally a communicative process, one that includes a nonverbal, experiential, and emotional communication . ~ Minzberg

Pillar One: Shared Understanding: 

Pillar One: Shared Understanding Are we sure we are on the same page? What happens if the plans needs adjusting? What is “good, effective & timely” communication? How will you resolve issues?

What can influence our understanding?: 

What can influence our understanding? Differing word usage & their intended meaning Body Language Personal Experience Personality Culture Communication Styles Conflict Management Skills

4 Communication Styles: 

4 Communication Styles

Clashing Communication : 

Clashing Communication CONFLICT!!! What Happens when my style doesn’t mesh with yours?

Some Assumptions About Conflict…: 

Some Assumptions About Conflict… Conflicts are a normal part of life It is how these conflicts are managed that affect the health of our relationships and trust Not all conflict management strategies will be effective in all situations Not all conflicts can be resolved Not all conflicts are of equal importance You are part of the equation

Signs of a Well Managed Conflict…: 

Signs of a Well Managed Conflict… People involved do not lose their self-esteem, self-respect or sense of self-worth The conflict stays focused on the issue, not the person or personality The interests of the participants are identified and acknowledged In the end, those involved in the conflict can work together in the future

(CM)Conflict Management Strategies: 

(CM)Conflict Management Strategies Avoidance : Incompatible goals that you do not take the time to discuss because the relationship has low meaning and the resolution of the issue is low on importance. Generally not the most effective conflict management strategy in the workplace as it is pretty hard to completely avoid someone. Accommodate : Incompatible goals are discussed and one person agrees to do things the other wants because the relationship is valuable and the issue is low in importance. Being too accommodating too often can weaken your position to the point where your voice is never heard or valued.

Conflict management (CM) Model: 

2. Accommodate 4. Compromise 1. Avoid 3. Compete Conflict management (CM) Model Low Issue High Relationship High Non-Assertive Personality Style Assertive Non-Cooperative Cooperative

(CM)Conflict Management Strategies: 

(CM)Conflict Management Strategies Competition : One person wins while the other loses. Issue is important but relationship value is low. The win-lose approach is useful if there is an important deadline to meet; however, this approach may get things done, but there will be no one there to catch you when you fall. Compromise : Each of you gets some of what is important to you. The issue is important enough to need a resolution and the relationship is important enough to consider a compromise. This is the spirit of collaboration and it is about acknowledging and accepting differences, and exploring alternatives that meet everyone’s needs and concerns.

Conflict management (CM) Model: 

2. Accommodate 4. Compromise 1. Avoid 3. Compete Conflict management (CM) Model Low Issue High Relationship High Non-Assertive Personality Style Assertive Non-Cooperative Cooperative

Conflict Resolution Strategies: 

Conflict Resolution Strategies Don’t ignore conflict Increased resentment Escalation Choose the right time and location Equal prep time for participants to be prepared to work through conflict Neutral space = fair playing field

Conflict Resolution Strategies: 

Conflict Resolution Strategies Set ground rules before you begin (example) I talk, you listen, you tell me what you heard; we agree about what I said. Your turn… We identify the problem Both suggest solutions We agree on solution No interruptions

Conflict Resolution Strategies: 

Conflict Resolution Strategies Be accommodating Go in prepared to accommodate by keeping an open mind. Your accommodation opens the door for them to do the same. Aim to preserve the relationship Don’t get side-tracked on other issues Refer back frequently to the problem at hand so as not to digress Kitchen sink…

Conflict Resolution strategies : 

Conflict Resolution strategies Conflict, generally, is a result of someone not meeting someone else’s expectations. Conflict between leaders Most damaging to an organization/team Requires both to “move” Visualize the conflict situation from both sides so that an effective strategy can be developed to get rid of the gap in expectations. Use the tools Create a culture that allows conflict to be resolved

Pillar Two: Roles & responsibilities: 

Pillar Two: Roles & responsibilities At the heart of the matter is how are final decisions made in a team setting? Is everyone clear on their role, responsibility and level of autonomy? Conflict can be caused by unclear roles or duties.

Pillar Three: Trust: 

Pillar Three: Trust Building trust by working together to solve problems, create solutions and expand your work Handling conflict respectfully, immediately and addressing the issue not the person Always keeping in mind communications styles and the degree of importance of the relationship The team is only as good as it’s weakest relationship It takes everyone on the team to hold each other accountable “I've learned that it takes years to build up trust, and it only takes suspicion, not proof, to destroy it.” unknown

A Vision of the Ideal : 

A Vision of the Ideal The team has a project to accomplish and it has the tools, skills and knowledge to meet the objectives of the project Partnering Charter Tools to identify the best ways to communicate Tools to address conflict in a respectful and timely manner The team successfully completes the project and all relationships are in tact and ready to take on the next project

Respect, the answer to calm waters: 

Respect, the answer to calm waters