Coordinated Community Response Team: Working Through Conflict Barbara Paradiso/Shannon Collins Training and Technical Assistance Institute II June, 2016 FY 2015 Grants to Reduce Sexual Assault, Domestic Violence, Dating Violence and Stalking on Campus Program 

Two Truths and a Lie! Welcome Homework Check-in Ask the winner of each team to stand and share the most revealing thing they learned about one of their team mates Give a small prize to the winner of each team Close with a statement about the importance of building strong relationships and trust for a high functioning CCRT. If a small percentage of schools have completed the exercise – let them know it’s not too late, they can do it this evening and still win a prize!

Our TTI Goal & Work for Today TTI Goal - Enhance the capacity of the CCRT to work collaboratively and to problem solve. Session Goal – Share a common language for improved communication and the resolution of conflict  Session Objectives: Understand best practice approaches to addressing sexual assault, domestic and dating violence and stalking across disciplines and how that knowledge effects the work of the CCRT Recognize the importance of establishing standards for conflict resolution within the CCRT and appreciate the domestic violence movement’s history of ethical communication. Practice one model for resolving conflict

Top Two Take-a-Ways – TAKE 2 QUICK TALK! Top Two Take-a-Ways – TAKE 2 Share Your top two take-a-ways from the day’s track sessions with members of your TTI Team. Then together answer this question: How does this new information effect our strategic plan for implementation ?

Can’t We All Just Get Along? Conflict is inevitable The question is not how to avoid conflict but how to manage it effectively When handled with training and expertise, conflict can lead to positive outcomes, improved solutions to problems, and major innovation Conflict abounds in most every environment, certainly in the workplace. People at all levels in a corporation or institution must learn to accept conflict as an inevitable part of their work environment.   A study conducted by CPP Human Capital in 2008 found that an overwhelming majority (85%) of employees experience conflict to some degree. Furthermore, it found that U.S. employees spend 2.8 hours per week dealing with conflict, equating to approximately $359 billion in paid hours. If managed improperly, businesses’ productivity, operational effectiveness, and morale are negatively impacted. CPP report findings that 27 percent of employees have witnessed conflict morph into a personal attack, while 25 percent say that the avoidance of conflict resulted in sickness or absence from work. Many models of conflict resolution across the ages – religious teachings to Crucial Conversations

The Thomas-Kilmann Model Competing Accommodating Avoiding Compromising Collaborating Designed by two psychologists, Kenneth Thomas and Ralph Kilmann, to illustrate the options we have when handling conflict

Quick Talk! At your table, share with your TTI team which of the Thomas-Kilmann response options is your preferred mode of conflict resolution

Kat Evans A Feminist Perspective on the Ethics of Communication Explored in the Context of an On-Going Group of Women with Decision Making Responsibility (1980). One of the gifts to the world of the domestic violence movement

Ethical Communication A Tool for Resolving Conflict

Seven Steps to Successful Conflict Resolution Stay Clear Commitment Resolution Honesty Information Listen The Means is the End

Helpful Hints Prepare: jot down notes (e.g. what the problem is; a concrete example; what you would like to see changed) and practice what you'd like to say Agree on a specific course of action and write it down If it doesn’t work call in help – a mediator, the team or group

Practice!

Not Too Late… Homework Two Truths and a Lie Write down three facts about yourself on a sheet of paper. Two of them are true; one is a lie. One at a time each person will read off their “facts.” The group will discuss the information (the fact giver should remain quiet) and will vote individually on which fact is the lie. Scoring: A point is given to the fact giver for each person they fooled. A point is also given to each participant that guessed the lie correctly. The person with the most points after all participants have shared their facts wins the game. Report back tomorrow who won!

Questions? Thank You! Contact: Barbara.paradiso@ucdenver.edu Tomorrow = a scenario