Managing Conflict
Is conflict good or bad?
Managing conflict: First, Identify its nature
- Conflict over facts
- Conflict over evaluation or meaning of facts
- Conflict over moral principle
- Conflict of personality
With whom should you argue?
Arguments are unpredictable and can be harmful. You should not argue lightly.
Some people are not worth arguing with because they consider changing their minds a defeat.
Many things are not worth arguing about.
Moral principles verses tactical negotiation
Should you be looking for consensus on all issues or are there principles you would never concede?
What are they?
Is the person intellectually honest?
I.e. Is the person open to reason?
Two methods of rational argument
- Accept the opponent’s position and apply the same principle to him.
- Reject the opponent’s presupposition
Group dynamics
Social styles questionnaire and feedback
Handling a “railroader
Discover the source:
- He feels is position is weak so he is blustering
- He feels his position is strong and so he is enthusiastic
- He is motivated by “power”, so is being a social bully
- He is unaware he is railroading
Body language
B.L tells you how a person is feeling, but not why.
Four stages of emotion
Perception, identification, evaluation, emotional response.
Listening for the structure of the other persons position
“Mapping” a reasoned argument
Drawing out the quiet people
Safe environments
Thoughtless criticism of ideas stifles contributions.
Simple “gimmicks” that can help bring everyone’s ideas out
Managing conflict training summary and action plan
Please call The Corporate Coach Training Group today on 01452 856091
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