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Conflict Resolution

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CONFLICT INTERVENTION A Model for Successful Conflict Resolution
Conflict Intervention ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Intervention ,[object Object],[object Object],[object Object],[object Object]
 
 
Conflict Intervention ,[object Object],[object Object],[object Object]
Conflict Intervention ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Resolution Left Hand Column What I was thinking but did not say... Right Hand Column What was actually said...
Conflict Intervention ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Intervention ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Intervention ,[object Object],[object Object]
Conflict Intervention Model ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Intervention Model ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Intervention Model ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Intervention Model Dismiss Distract Discuss/Develop Detonate Avoids the Conflict Effective Resolution
Constructive Responses ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Destructive Responses ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Conflict Response Categories Constructive Destructive Passive Active Avoiding Yielding Hiding Emotions Self Criticizing Reflective Thinking Delay Responding Adapting Winning at All Costs Displaying Anger Demeaning Others Retaliating Perspective Taking Creating Solutions Expressing Emotions Reaching Out
Conflict Intervention ,[object Object],[object Object]
The AEIOU Model for Resolving Differences A SSUME that the other person means well. Attempt to identify a positive intention, state it to the other person, and affirm that position . E XPRESS your feelings about the behavior/incident. Indicate your own specific concerns. I DENTIFY what you would like to see happen. Nondefensively, nonjudgmentally propose the changes you would like to see occur. O UTCOME EXPECTED Both positive and negative outcomes are possible. Indicate the potential negative outcome, but emphasize the positive expectations for all involved. (WIIFT?) U NDERSTANDING ON A MUTUAL BASIS Ask if the proposed change is workable for the other person. What can both parties agree to? Be open to considering alternative options . Commit to a common understanding of what is expected. .

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Conflict Resolution

  • 1. CONFLICT INTERVENTION A Model for Successful Conflict Resolution
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  • 8. Conflict Resolution Left Hand Column What I was thinking but did not say... Right Hand Column What was actually said...
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  • 15. Conflict Intervention Model Dismiss Distract Discuss/Develop Detonate Avoids the Conflict Effective Resolution
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  • 18. Conflict Response Categories Constructive Destructive Passive Active Avoiding Yielding Hiding Emotions Self Criticizing Reflective Thinking Delay Responding Adapting Winning at All Costs Displaying Anger Demeaning Others Retaliating Perspective Taking Creating Solutions Expressing Emotions Reaching Out
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  • 20. The AEIOU Model for Resolving Differences A SSUME that the other person means well. Attempt to identify a positive intention, state it to the other person, and affirm that position . E XPRESS your feelings about the behavior/incident. Indicate your own specific concerns. I DENTIFY what you would like to see happen. Nondefensively, nonjudgmentally propose the changes you would like to see occur. O UTCOME EXPECTED Both positive and negative outcomes are possible. Indicate the potential negative outcome, but emphasize the positive expectations for all involved. (WIIFT?) U NDERSTANDING ON A MUTUAL BASIS Ask if the proposed change is workable for the other person. What can both parties agree to? Be open to considering alternative options . Commit to a common understanding of what is expected. .