Conflicts are natural. Human and Animals both have conflicts. That is the reality of life!

1. Negotiation Skills &

2. Hammad Siddiqui
http://hammadsiddiquiblog.com
http://twitter.com/hammads

3. Human and Animals
both have conflicts
That is the reality of life!

4. Conflict
 Conflict is inevitable;
 Conflict develops because we are dealing
with people's lives, jobs, children, pride,
self-concept, ego and sense of mission or
purpose;
 Early indicators of conflict can be
recognized;
 There are strategies for resolution that are
available and DO work;
 Although inevitable, conflict can be
minimized, diverted and/or resolved

5. Beginning of Conflict
 Poor communication  Needs or wants are not
being met
 Seeking power  Values are being tested
 Dissatisfaction with  Perceptions are being
management style questioned
 Weak leadership  Assumptions are being
made
 Lack of openness  Knowledge is minimal
 Change in leadership  Expectations are too
high/too low
 Personality, race, or
gender differences are
present

6. Conflict Indicators
 Body language  Conflicts in value system
 Disagreements,  Desire for power
regardless of issue  Increasing lack of respect
Open disagreement
 Withholding bad  Lack of candor on budget
news problems or other
 Surprises sensitive issues
 Lack of clear goals
 Strong public  No discussion of
statements progress, failure relative
 Airing disagreements to goals, failure to
through media evaluate the
superintendent fairly,
thoroughly or at all

7. Conflict is destructive
when it:
 Takes attention away from other important
activities
 Undermines morale or self-concept
 Polarizes people and groups, reducing
cooperation
 Increases or sharpens difference
 Leads to irresponsible and harmful
behavior, such as fighting, name-calling

8. Conflict is constructive
when it:
 Results in clarification of important problems and
issues
 Results in solutions to problems
 Involves people in resolving issues important to
them
 Causes authentic communication
 Helps release emotion, anxiety, and stress
 Builds cooperation among people through
learning more about each other;
 joining in resolving the conflict
 Helps individuals develop understanding and
skills

9. Guidelines for Reaching
Consensus
 Think Win-Win
 Strategy
 Interest versus Position
 Active Listening
 Understand - then - understood

10. Think Win-Win
 approach issue and other person(s)
with the belief that both/all of you can
have your needs met when you work
together
 working together and having all needs
met helps to support the agreement
and improve the relationship

11. Strategy
 do your homework - what is your best
strategy for reaching your ultimate
goal?
 what resources are available to you?
 start to create a plan for how you will
reach your ultimate goal and still
thinking win-win

12. Interest versus Position
 understand what you need (not just
want) and what the other party needs
(not just wants)
 what criterion needs to be met? (e.g.,
timelines, standards, requirements)
 what different options are available?

13. Active Listening
 listen - listen - listen
 ask questions (preferably open-ended
questions)
 summarize back what you understand
the other person has told you
 ask person to correct or add on to
your summary to ensure full
understanding of the information
being presented

14. Understand - then -
understood (Covey)
 take the time to find out how the other person
sees the issue - understand not necessarily
agree
 use your active listening skills
 listen to the other person(s) so that you gain
more information (eg, criterion, needs, goals)
 with a clear understanding of how the other
person sees things, you are now in a position to
go further into a discussion and bring forward
some of you criterion, needs and goals
 working together to accomplish what needs to
be done and ensuring that all needs are met

15. Visit my blog
http://hammadsiddiquiblog.com
Follow me on twitter
http://twitter.com/hammads