Conflict Resolution Britt Andreatta, Ph.D.

Conflict Defined Dictionary = “fight, battle, struggle, controversy, quarrel; discord of action, feeling, or effect; antagonism or opposition, as of interests or principles; incompatibility or interference, as of one idea, desire, event, or activity with another” Natural part of group development Inherently not negative but can create negative outcomes if not facilitated properly

Stages of Group Development Tuckman’s Model Five stages: Forming Storming = conflict is NORMAL! Norming Performing Adjourning

Conflict Styles How an individual responds to conflict Orientation to win/loss paradigm Function of ratio between assertiveness and cooperativeness Thomas-Kilmann Instrument (TKI)

Conflict Response Alternative assertive Forcing Collaborating Compromising Assertiveness: Attempting to satisfy one’s own concerns unassertive Avoidable Accommodating uncooperative cooperative Cooperativeness: attempting to satisfy the other party’s concerns

Thomas-Kilmann Instrument (TKI) Accommodating (1/9) Competing (9/1) Avoiding (1/1) Compromising (5/5) Collaborating (9/9)

Interpreting Your Results 9 Accommodating(1/9) Collaborating (9/9) Compromise (5/5) 1 Avoiding (1/1) Competing (9/9) 1 9

Resolving Conflict Conflict is normal part of group development Can facilitate group through healthy process Stages: Identify the source Assess the climate Determine conditions for problem solving Generate solutions Implement action plan Monitor, evaluate and renegotiate

Identify Source of Conflict Possible sources: Lack of communication Disagreement about goals or process Differences in personality, work style, etc. Clash over status/power, ideas/issues Etcetera In collaboration model, you would identify each party’s needs, concerns, goals

Assess the Climate Do a reality check. Clarify people’s perceptions; how far apart are they? What other variables are at play? Hidden agendas, emotional attachments, vested interests

Conditions for Problem Solving What are the group’s values or norms for conflict resolution? (e.g., use of third party, solving in private, etc.) Set conditions/groundrules for meetings Assess conflict styles and educate group Determine desired outcomes and criteria for assessment of success

Generate Creative Solutions Brainstorm, idea map, etc. In collaboration, you would identify alternative resolutions and their consequences for each party.

Negotiate Acceptance Garner group agreement of “best” solution In collaboration, get to win-win – find a solution that meets needs and concerns and accomplishes goals of each party. Identify how and when to evaluate progress

Implement & Monitor Formulate action plan and implement– specifics of who does what by when Monitor over time, evaluate progress as agreed upon, and renegotiate as necessary