CONFLICT IS THE BEGINNING OF CONSCIOUSNESS                      ~M. ESTHER HARDING


Conflict Resolution

The basic premise of conflict is that something is trying to be seen and cannot. The parties involved are holding steadfast to their beliefs, attitudes and assumptions. There is a foundational belief that we can listen and communicate more effectively when we are being Response able as opposed to Reactive. The reactivity comes from the need to protect and hold onto our beliefs for dear life.

What if conflict could be used to create growth, collaboration and innovation? What a concept. In today’s everyday life conflict is alive and well. It weaves its way in and out of conversations, innovations, mergers and acquisitions, corporate takeovers, falling in love, and falling apart. Conflict is more than a foe to idealism – it is the springboard from which all new and exciting ideas are born.

Conflict is inherent in all relationships – both in ourselves and with others. It is necessary for growth, collaboration and innovation. There is no way to create new ideas without different, conflicting ideas and opinions.

“When ya gotta hitch in the git-a-long, you gotta find a way around or to fix the hitch to git-a-long.” Or agree not to ride together.

The key to understand here is that something is trying to be born in all conflict. There is something that is being repressed that needs to be expressed. Often difficult to do when opposing parties have the need to make someone right and the other wrong. For many the definition of conflict has been

“To fight or contend; do battle. A fight, battle, or struggle, especially a prolonged struggle; strife. A striking together or collision.”

We see a new paradigm for conflict as two opposing viewpoints simultaneously vying for the same position. Through a process of facilitated dialog, we begin to see the underpinnings of the conflict. This can then give us information necessary use to get through the conflict, and to the other side with a new viewpoint create by the parties involved. Conflict will always be present in a workplace and it’s important to seek resolution not just to contain the issues and forget about them, but to see the value it is trying to bring.

As an organization leader, manager or supervisor, you are responsible for creating a work environment that enables people to thrive.

As a partner you need to look at what is at risk if you let go of your viewpoint just long enough to hear your partners’. Are you willing? Is the relationship worth it?

Does the benefit of being right or being safe outweigh the cost of what is happening?

Would you rather be right or happy?

Objectives:

  • Learn the difference between dialogue and discussion
  • Be able to stand in another’s shoes
  • Go from Reactive to “Response-Able” behaviors
  • See the benefit in being with conflict vs avoiding it
  • Gain awareness of the impact on all the parties affected by unresolved conflict
  • Be facilitated to new ideas that promote creativity and high productivity

Benefits:

  • Learn a tool to use for future challenging conflicts
  • See conflict in a whole new light and be able to use it for innovation
  • Have strong relationships that can withstand change
  • Bring people together and mine for the greatest creativity
  • Create intimate partnerships
  • Enhance all your relationships
  • Live with greater ease and safety
WE LIVE IN AN ERA OF INTENSE CONFLICT AND MASSIVE INSTITUTIONAL FAILURES; A TIME OF PAINFUL ENDINGS AND OF HOPEFUL BEGINNINGS. IT IS A TIME THAT FEELS AS IF SOMETHING PROFOUND IS SHIFTING AND DYING WHILE SOMETHING ELSE WANTS TO BE BORN ~ OTTO SHARMER

If you or your organization is experiencing…

  • Avoiding behaviors with conflict and just hoping it will go away.
  • Low productivity
  • Missed deadlines
  • Difficulty coming to consensus
  • Lack of accountability
  • The constant need to micro manage others – micromanaging
  • Blaming and defensive behaviors
  • Lack of curiosity
  • Too much work
  • Lack of trust and safety in your work or personal lives
  • Stress and burnout
  • Retention problems
  • Difficulties in maintaining connected relationships

Call 847-537-7691 to create a conversation about the conflict that is happening in your life or in your organization or fill out the form on the Contact Us page.