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Dispute Resolution for Troubled Organizations

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If your organization is suffering from negative conflict in the workplace, here's a process to follow to surface and resolve it.

Publié dans : Business, Carrière
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Dispute Resolution for Troubled Organizations

  1. 1. Resignation with and Adaptation to the work place, supervisors, roles, positions, and expectations. Change what we can, accept what is
  2. 2. Sources of Power • Age • Experience • Authority • Threats • Ridicule • Power to build coalitions • Power to Withhold –cooperation –benefits
  3. 3. What’s Your Super Power?
  4. 4. Bullying B is for Bully copyright 2010 Reason Press • Irrational demands • Belligerent refusals to cooperate • Last minute requests • Name calling • Shunning • Back Biting • Misleading comments • Obstruction
  5. 5. Deliberate and repeated abuse of power B is for Bully copyright 2010 Reason Press
  6. 6. Deliberate & Repeated Abuse of Power • Extortion – Quid pro quo – threats • Shunning • Gamesmanship • Shaming V is for Victim copyright 2010 Reason Press
  7. 7. Who Bullied you? Who Have You Bullied?
  8. 8. Bullying is a Behavior Not a Person
  9. 9. Left out Isolated Unwelcome Disconnected Judged Misunderstood Targeted Overwhelmed Frustrated Disappointed Guilty Embarrassed
  10. 10. People who have experienced trauma will reflexively play out all the trauma roles of victim, predator and savior.
  11. 11. The Truth
  12. 12. Tit for Tat? Cooperate Retaliate for Betrayal Forgive Return to Cooperation Z is for Zen Master copyright 2010 Reason Press
  13. 13. conditional cooperation is more effective than threats, shaming, shunning, back- biting and the like F is for Friend copyright 2010 Reason Press
  14. 14. Tit for Tat is never repeatedly victimized & never gets locked into mutually costly chains of mutual betrayal
  15. 15. Difficult People D is for Drama Queen copyright 2010 Reason Press
  16. 16. They are not irrational; they have hidden constraints – Institutional – Precedential – Promises to others – Deadlines P is for Paranoid copyright 2010 Reason Press
  17. 17. They’re not evil; they have hidden interests – Personal (unrelated to you or deal) – Relational (related to you but not to the deal, i.e., “face”) – Political, social, cultural O Is for Outlaw copyright 2010 Reason Press
  18. 18. • They’re not difficult, they are uninformed – Educate them about their true interests, consequences of their actions – Help them understand what is in their best interest – May have misunderstood or ignored a crucial piece of information I is for Idiot copyright 2010 Reason Press
  19. 19. Be a conflict hero H is for Hero copyright 2010 Reason Press
  20. 20. Form Circles of Four
  21. 21. • Listen respectfully • Focus on understanding the problem • Separate the problem from the people • No emotional bullying • Hopeful to find solutions
  22. 22. • What problems are important enough to address • What problems do not need resolving • Address each problem separately • Encourage each member to explain why a suggested solution serves their interests and the group’s interests at the same time • Address all fairness issues
  23. 23. Tell the Story• What happened • Each member of each circle tells their own part of the conflict story • Actively listen • Keep an open-mind, • Ask if anything has been missed • Identify miscommunications or incorrect assumptions • One member shares table’s story with the rest of the group
  24. 24. • What, if anything, did you contribute to the conflict? • What, if anything, did you do to fix the problem? • Did this conflict have any negative effects on your work life? • Did this conflict have any positive effects on your work life? • What would work be like if this problem were solved? Tell Your Part In it