Conflict Facilitation and Resolution
Avoiding conflict is simply unrealistic. Learning to deal with it effectively within your organization entails an understanding of differences regarding how we each approach conflict. In an interaction that may range from denial, to passive aggression, to heated emotions, different people will respond with anything from recoiling to being fully engaged.
At the core, conflict exploration is about being curious — about each other, our viewpoints, our interpretations and understanding of events, and about the meaning we make of our environment. Conflict exploration also entails learning more about ourselves — our hot buttons (triggers), as well our preferred and forced responses when we enter conflict.
By facilitating a process of conflict exploration, Primary Goals will help you gain
- An ability to be present and engaged, including during times of conflict. This is essential if people are going to hold each other to higher standards and continuous improvement.
- Greater contact and understanding with those with whom you disagree. We will address skills that allow you to sit with your own discomforts long enough to reach a point of greater mutual understanding.
- Greater understanding of the real sources of your conflict. Often, the conflict that people engage in is really a symptom of a larger issue in the organization which has yet to be uncovered or addressed.
- An ability to see conflict as an opportunity to create more ideal working relationships.
Potential areas of focus and tools that we may use together include:
- Thomas Killman Conflict Inventory
- Strength Deployment Inventory
- Communication Skills Training
- “Pinch” model of conflict
- Difficult Conversations
- Formal Mediation Practices (based on the KCDRC model)
- Conceptual Models
Contact Primary Goals for facilitation skills exploring conflict between individuals within your team, as well as more systemic levels of conflict that exist throughout your organization.