The Power of Asking the Best Questions for Successful ADR’s Marilee Adams, Ph.D. Inquiry Institute ADR Lunchtime Series Interagency ADR Working Group Workplace.

Slides:

Advertisements

Similar presentations

The Enterprise Skills Story

Advertisements

Constructivist Learning versus Explicit Teaching: A personal discovery of balance Tara Tetzlaff Spring 2009.

Work Fulfillment: Why Values Matter. Learning Objectives Develop a clear understanding of the meaning of values Develop a clear understanding of the meaning.

Evaluation and Feedback. some definitions Assessment = making the observation -sitting next to Evaluation = assigning value - not grading uses words -

PYP PRACTICES Planning, Teaching & Assessment Colegio Colombo Británico Claudia Fayad, PYP Coordinator.

Note: Lists provided by the Conference Board of Canada

Copyright © 2010 Pearson Education InternationalChapter Mastering Interpersonal Communication.

Difficult Conversations. A difficult conversation is - anything we don’t want to talk about Usually we worry what will happen if we do talk about it If.

“I can tell you who I am, what I think, feel, believe, want to do, and have done, without getting anxious or worrying about what you may think about.

Enhancing Relationships

Putting It all Together Facilitating Learning and Project Groups.

What’s In A Question? The Art and Science of Inquiry in Mediation Tracey Cairnie and John Settle.

Assertive Conflict Resolution Win-Win Solutions. Aggressive Behavior When I take my own rights into account and not the other person’s. Everyone should.

Mr. Le’s Health Class.  Describe how decisions affect your life and others.  Identify the benefits of setting goals  Identify the traits of good character.

Building Human Resource Management Skills National Food Service Management Institute 1 Dealing with Conflict in the Workplace Objectives At the completion.

Chapter 18: Conflict Resolution Skills.  Explain why conflicts occurs.  Describe some positive and negative results of conflict.  Suggest strategies.

Listening, Team Communication, and Difficult Conversations

Today’s Mind Menu A philosophy of communication (we are not born communicators) Character and personality ethics Turning behaviors into character Empathetic.

Emotional Intelligence (EQ) and Conflict Management

Conflict Resolution Win-Win Solutions.

“The leader of the past knew how to tell. The leader of the future will know how to ask.” Peter Drucker.

Judge James Tamm AIMC National Conference March 24, 2004 – Orlando Accountable Collaboration.

What Kind of Student are You Self Discovery. Before You Start  This is not a test, this is a chance to tell the truth about what kind of student you.

Effective Conflict Engagement: Building stronger partnerships through interpersonal communication TRAIN THE TRAINER 2010.

Leading in a Collaborative World. Collaboration n. 1.The act of working together; united labour. 2.The act of willingly cooperating with an enemy, especially.

Trauma Informed Support Groups. Objectives Understand the need for trauma informed support groups for survivors of trauma Begin to develop a framework.

Are your interpersonal skills well developed?. Objectives Examine interpersonal skills in the context of entrepreneurial behaviors Explore the impact.

Tools for Building Sustainable, Healthy Relationships.

CONFLICT in Relationships. Conflict Misconceptions Conflict is BAD If two people are in a fight, their relationship is a bad one Conflict damages relationships.

Teacher-Librarian Supported Inquiry-Based Learning

Renewal Leadership Development Coaching Program Officer as Coach Tips from a Coach On Using Conversations To Build Capacity By Pamela McLean, Ph.D.

ABC ABC ’s of Learning Teams Adrienne Keane, PMP, MAPP January 17, 2013 Content Copyright © 2013 Project JumpStart. All rights reserved.

Creating Space for Others to Grow and Heal Ephesians 4:29.

BASICS of Capacity-Building Coaching Joan M. Oakes, MSW LBLESD – PBS Trainer.

1 CHAPTER 2 CREATIVE AND CRITICAL THINKING, PROBLEM SOLVING, AND THEIR ROLES IN BUSINESS AND ACCOUNTING.

Patricia Frick Jeff Schmitt Janelle Davis

Where do I start? When I begin teaching,. What I know of the world. What I hold to be true. I begin with what I’m sure about.

Keys to Success: Building Analytical, Creative, and Practical Skills, 6 th edition Carol Carter, Joyce Bishop, and Sarah Lyman Kravits Copyright ©2009.

The Role of the Staff Governor Exploring how you feel about the role Sharing experiences of others Exploring how to prepare for meetings and asking strategic.

INTEREST BASED PROBLEM SOLVING UniServ Academy October 2007.

Queen’s Management & Leadership Framework

Assertive Conflict Resolution Win-Win Solutions. Aggressive Behavior When I take my own rights into account and not the other person’s. Everyone should.

T HE UNTAPPED POWER OF QUESTIONS Craig Dowden, Ph.D.

Independent Enquirers Learners process and evaluate information in their investigations, planning what to do and how to go about it. They take informed.

Conflict RESOLUTION Catholic Bible Institute – Diocese of Orange Dec. 5, 2015.

Chapter Three Listening, Team Communication, and Difficult Conversations McGraw-Hill/Irwin Copyright © 2014 by The McGraw-Hill Companies, Inc. All rights.

Relating to others taking different roles in different situations interacting with diverse others in a range of learning contexts knowing when it is appropriate.

Creative Thinking Thinking that focuses on exploring ideas, generating possibilities, looking for many right answers rather than just one.

Effective Conversations

Copyright © 2013, 2010 Pearson Education, Inc. All Rights Reserved.

Problem Solving, Decision Making, Negotiation and Compromise

Conflict Styles Avoiding Issue and relationship both are insignificant Accommodating Relationship is more important than the issue Forcing The issue is.

Copyright © 2010 Pearson Education, Inc. publishing as Prentice HallChapter Mastering Interpersonal Communication.

Managing Conflict: Strategies for a Better Workplace Karen Gulliford, M.Ed.

Inquiry Road Map A Guidance System for 21 st Century Learning By Mary Ratzer.

Lesson Objectives By the end of the lesson the learner will be able to Communicate with customers and present a positive image of the customer Plan task.

Conflict Management. Learning Objectives  Contrast conflict management and resolution  Evaluate win/win scenarios  Assess personal conflict management.

Conceptual Change Theory

Emotional Intelligence

LEADERSHIP ACADEMY FOUNDATIONS PROGRAM

Susan Morris, M.Ed, CPCC, ACC President Morris Consulting Group, LLC

Destructive Communication

Team Development: Wearing the Different Hats of a Team-Builder

Conflict Management.

K-3 Student Reflection and Self-Assessment

Sacred Shifts Session 1: Shifting Our Worldview.

Debriefing with Good Judgment for Supervisors

Random Case Analysis Theory and Mechanics.

Conflict Resolution – 12 Skills

Presentation transcript:

The Power of Asking the Best Questions for Successful ADR’s Marilee Adams, Ph.D. Inquiry Institute ADR Lunchtime Series Interagency ADR Working Group Workplace Conflict Management Section Copyright © Marilee Adams, Ph.D. Lambertville, NJ 2009 February 4, 2010

Objective Empower your ability to ask questions that lead to more successful resolutions: Highlight the power and purposes of questions Explore the connection between questions and results Reinforce the mediation mindset

Purposes of Questions With a partner, take turns answering these questions: In general, how many purposes can you think of for asking questions? In ADR’s, how many purposes can you think of for asking questions?

Power & Purposes of Questions Resolve problems Evaluate, assess, and critique Set and accomplish goals Clarify and confirm listening Negotiate and resolve conflicts Focus attention Create and innovate – open new possibilities Catalyze productive and accountable conversation and action

Power & Purposes of Questions Gather information Build and maintain relationships Communicate and have conversations Learn and Teach Reflect Think critically, creatively, and strategically Discover and challenge assumptions Make decisions and choices

Questions, Behavior, & Results

Learner/Judger Self-Questions Judger Learner What’s wrong with me? What’s right? What works? Whose fault is it? What am I responsible for? How can I prove I’m right? What are the facts? How can I be in control? What can I learn? Why are they so clueless? What are my choices? How will this hurt me? How can this be useful? Why is he/she so stupid What is he/she thinking, & frustrating? feeling, & wanting? Why bother? What’s possible?

Learner/Judger Mindsets Judger Judgmental, dismissive Reactive, automatic “Know-it-already” Blame Either/or thinking Inflexible and rigid Own point of view only Fears differences Defends assumptions Primary mood-- protective Learner Accepting, discerning Responsive, reflective Values not-knowing Responsibility Both/and thinking Flexible and adaptive Multiple perspectives Values differences Question assumptions Primary mood-- curious

Learner/Judger Relationships Judger Win-Lose relating Separates Listen for: Agree or disagree Right or wrong Debate Feedback = rejection Wants to be right Seeks to attack or is defensive Learner Win-Win relating Connects Listen for: Facts/perspective Learning/usefulness Dialogue Feedback = helpful Wants to understand Seeks to resolve and create

Learner/Judger Communication Judger Destructive Conflict Win-Lose relating Separates Listen for: Agree or disagree Right or wrong Debate Feedback = rejection Wants to be right Seeks to attack or defensive Learner Constructive Conflict Win-Win relating Connects Listen for: Facts/perspective Learning/usefulness Dialogue Feedback = helpful Wants to understand Seeks to resolve and create

The Choice Map ™

Switching Questions

Choice Map Practice How could you use the Choice Map in ADR situations?

Great results begin with great questions!

Marilee Adams, Ph.D. Inquiry Institute