Tags |
|
|
Links |
|
|
Hub You - Conflict Resolution Training- When Personal Safety is an Issue
How will you respond when you’re asked the following two questions?1.What type of boss do you like to work for?2.What are the pros and cons about your present employer?-March 2003You scan the career section. Then you see it; your dream job. Your resume is sent, calls made; an interview set up. Now you’re in the hot seat.How will you respond when you’re asked the following two questions?1.What type of boss do you like to work for?2.What are the pros and cons about your present employer?You’re leaving your present position because you can’t stand your boss. He/She drives you insane, makes your skin crawl and
Challenges with; There is a risk of wasted time and energy on issues that are considered unimportant.
4)Compromise
When two or more goals prevent collaboration.
When time is an issue and you need to reach an agreement right away.
Challenges with; You may focus on what you compromised. Problems may recur if you did not fully explore the issues to reach a resolution.
5)Competition
When quick, decisive action is require.
When your core values are at risk.
Challenges with;
May weaken relationships.
Other may not agree to your plan of action and may try to sabotage
Each has its pros and cons and a time for using them. Most often, we must look at the situation and decide which would be most effective.
If you find yourself using accommodation
"The person who constantly angers you or frustrates you...controls you." Colleen KettenhofenDo you know any difficult people? Have you ever worked or lived with a difficult person? Are YOU a difficult person?! It's amazing how many participants in my leadership trainings will come up to me at the end of a program on, "Dealing with Difficult People," or "Dealing with Difficult Employees," and confide to me, "Colleen, I think sometimes I'm a difficult person and just realized it today!" Well, we can all be difficult people from time to time. But what do you do with the person who is chronically difficult? A key component to life balance is learnin
When a person feels that their values are being challenged they generally respond the strongest. Inwardly they feel their personal safety threatened and desire to stop that threat.
Surprisingly for most people, is that one of the reasons many attempts at conflict resolution fail is the desire to keep emotion out of the equation. People will look at content and make a decision on how to proceed with the conflict but want to disregard emotions. However, how we feel about our values and the emotional aspects of the conflict is of a very high importance.
When they are not dealt with, they can become a trigger during the process, depending on any history with the people involved or other unrelated incidences.
Feelings and needs are a fundamental process and requirement of all people, men as well as women.
We can see the reason when we look at the three parts of the resolution.
Content: Is the issue to be resolved.
Process: How we talk to and treat each other. Allowing people to feel heard and acknowledged.
Emotion: How we feel about what happened. If we are angry, we shut down our thinking process and the conflicts rarely get resolved.
Many things trigger emotions;the history between the people or organization, the issue or other similar events.
People respond to conflict in many ways, some look for solutions and others just work on keeping it going. One of the most important aspects is not to jump into solution right away. Many times importance elements or ideas can be over looked. A secondary, yet highly important issue that that when we don’t give people a chance to come up with their own solutions we disempower them.
It is essential when you want a strong working team or family bond to give the belief of trust in the other person to come up with his or her own solutions whenever possible. In business, there are situations where time is of the essence, and you need to act, however, done too often will lead to a breakdown in trust and performance by workers and partners.
Your beliefs about how to deal with them also affects the process.
For example do you believe:
My way is the only way.
I can’t admit being wrong.
Talking shows weakness.
It’s normal
These will get in the way of constructive, solutions and waste time and money.
Or if you respond by:
Pretending nothing is wrong
Verbally attack
Give in
Go over their heads
Silent treatment
Complain or Blame
Make jokes
These can lead to stress, destroyed relationships, and production breakdown.
There are different styles of conflict resolution to choose from depending on the situation.
1)Accommodation
To build the relationship
When the issue is more important to the other person and relatively unimportant to you.
Challenges with; If you feel taken advantage of, you may become resentful. You may not get your needs met.
2)Avoidance
If there is a chance of danger.
When you feel that another person is much more qualified for it..
Challenges with; The conflict may grow until it boils over. Relationships will remain superficial.
3)Collaboration
With important issues- where both sides have merit.
To strengthen relationships
Challenges with; There is a risk of wasted time and energy on issues that are considered unimportant.
4)Compromise
When two or more goals prevent collaboration.
When time is an issue and you need to reach an agreement right away.
Challenges with; You may focus on what you compromised. Problems may recur if you did not fully explore the issues to reach a resolution.
5)Competition
When quick, decisive action is require.
When your core values are at risk.
Challenges with;
May weaken relationships.
Other may not agree to your plan of action and may try to sabotage
Each has its pros and cons and a time for using them. Most often, we must look at the situation and decide which would be most effective.
If you find yourself using accommodation
Truth #1: You are not a cookie.You are an individual, and incredibly unique. What's right for "everyone" isn't necessarily right for you. There is no cookie cutter solution. Look inside, do the hard work of getting to know yourself, give yourself permission to act on it, and create a career that's tailored specifically to you.Truth #2: Being who you are fills the well.When you are doing something that is in alignment with who you are and what lights your fire, you actually get energy from the work you do. It continually fills the well. That means you have more to give, in all areas of your life.Truth #3: Being who you
We can see the reason when we look at the three parts of the resolution.
Content: Is the issue to be resolved.
Process: How we talk to and treat each other. Allowing people to feel heard and acknowledged.
Emotion: How we feel about what happened. If we are angry, we shut down our thinking process and the conflicts rarely get resolved.
Many things trigger emotions;the history between the people or organization, the issue or other similar events.
People respond to conflict in many ways, some look for solutions and others just work on keeping it going. One of the most important aspects is not to jump into solution right away. Many times importance elements or ideas can be over looked. A secondary, yet highly important issue that that when we don’t give people a chance to come up with their own solutions we disempower them.
It is essential when you want a strong working team or family bond to give the belief of trust in the other person to come up with his or her own solutions whenever possible. In business, there are situations where time is of the essence, and you need to act, however, done too often will lead to a breakdown in trust and performance by workers and partners.
Your beliefs about how to deal with them also affects the process.
For example do you believe:
My way is the only way.
I can’t admit being wrong.
Talking shows weakness.
It’s normal
These will get in the way of constructive, solutions and waste time and money.
Or if you respond by:
Pretending nothing is wrong
Verbally attack
Give in
Go over their heads
Silent treatment
Complain or Blame
Make jokes
These can lead to stress, destroyed relationships, and production breakdown.
There are different styles of conflict resolution to choose from depending on the situation.
1)Accommodation
To build the relationship
When the issue is more important to the other person and relatively unimportant to you.
Challenges with; If you feel taken advantage of, you may become resentful. You may not get your needs met.
2)Avoidance
If there is a chance of danger.
When you feel that another person is much more qualified for it..
Challenges with; The conflict may grow until it boils over. Relationships will remain superficial.
3)Collaboration
With important issues- where both sides have merit.
To strengthen relationships
Challenges with; There is a risk of wasted time and energy on issues that are considered unimportant.
4)Compromise
When two or more goals prevent collaboration.
When time is an issue and you need to reach an agreement right away.
Challenges with; You may focus on what you compromised. Problems may recur if you did not fully explore the issues to reach a resolution.
5)Competition
When quick, decisive action is require.
When your core values are at risk.
Challenges with;
May weaken relationships.
Other may not agree to your plan of action and may try to sabotage
Each has its pros and cons and a time for using them. Most often, we must look at the situation and decide which would be most effective.
If you find yourself using accommodation
In any rapidly emerging market sector, there are companies that proceed with bold plans but fail to achieve their targets. Then there are those that calmly build lucrative businesses. As far as RFID (radio frequency identification) is concerned, many companies are re-evaluating their policies after disappointment, while others are succeeding.The internet is the best source of searching for RFID companies. Some examples are Baxtek Solutions, Datex Corporation, Kornyk Computer Solutions International, Inc., The L D S Corporation, and Miles Technologies, Inc. Productivity of RFID operations can change by market sector, label frequency, and position in the va
It is essential when you want a strong working team or family bond to give the belief of trust in the other person to come up with his or her own solutions whenever possible. In business, there are situations where time is of the essence, and you need to act, however, done too often will lead to a breakdown in trust and performance by workers and partners.
Your beliefs about how to deal with them also affects the process.
For example do you believe:
My way is the only way.
I can’t admit being wrong.
Talking shows weakness.
It’s normal
These will get in the way of constructive, solutions and waste time and money.
Or if you respond by:
Pretending nothing is wrong
Verbally attack
Give in
Go over their heads
Silent treatment
Complain or Blame
Make jokes
These can lead to stress, destroyed relationships, and production breakdown.
There are different styles of conflict resolution to choose from depending on the situation.
1)Accommodation
To build the relationship
When the issue is more important to the other person and relatively unimportant to you.
Challenges with; If you feel taken advantage of, you may become resentful. You may not get your needs met.
2)Avoidance
If there is a chance of danger.
When you feel that another person is much more qualified for it..
Challenges with; The conflict may grow until it boils over. Relationships will remain superficial.
3)Collaboration
With important issues- where both sides have merit.
To strengthen relationships
Challenges with; There is a risk of wasted time and energy on issues that are considered unimportant.
4)Compromise
When two or more goals prevent collaboration.
When time is an issue and you need to reach an agreement right away.
Challenges with; You may focus on what you compromised. Problems may recur if you did not fully explore the issues to reach a resolution.
5)Competition
When quick, decisive action is require.
When your core values are at risk.
Challenges with;
May weaken relationships.
Other may not agree to your plan of action and may try to sabotage
Each has its pros and cons and a time for using them. Most often, we must look at the situation and decide which would be most effective.
If you find yourself using accommodation
The People aspect of business is really what it is all about. Rule #1: Think of customers as individuals. Once we think that way, we realize our business is our customer, not our product or services. Putting all the focus on the merchandise in our store, or the services our corporation offers, leaves out the most important component: each individual customer.Keeping those individual customers in mind, here are some easy, down-home steps-to-remember when you want to keep ’em coming back!1. Remember there is no way that the quality of customer service can exceed the quality of the people who provide it. Think you can get by paying the lowest wage, gi
Give in
Go over their heads
Silent treatment
Complain or Blame
Make jokes
These can lead to stress, destroyed relationships, and production breakdown.
There are different styles of conflict resolution to choose from depending on the situation.
1)Accommodation
To build the relationship
When the issue is more important to the other person and relatively unimportant to you.
Challenges with; If you feel taken advantage of, you may become resentful. You may not get your needs met.
2)Avoidance
If there is a chance of danger.
When you feel that another person is much more qualified for it..
Challenges with; The conflict may grow until it boils over. Relationships will remain superficial.
3)Collaboration
With important issues- where both sides have merit.
To strengthen relationships
Challenges with; There is a risk of wasted time and energy on issues that are considered unimportant.
4)Compromise
When two or more goals prevent collaboration.
When time is an issue and you need to reach an agreement right away.
Challenges with; You may focus on what you compromised. Problems may recur if you did not fully explore the issues to reach a resolution.
5)Competition
When quick, decisive action is require.
When your core values are at risk.
Challenges with;
May weaken relationships.
Other may not agree to your plan of action and may try to sabotage
Each has its pros and cons and a time for using them. Most often, we must look at the situation and decide which would be most effective.
If you find yourself using accommodation
You took the time to carefully craft your resume. You secured an interview. After all the time and effort you have expended in looking for a job, don’t fail to be attentive to the small details. Many people don’t consider the follow up letter to be important. They intend to send one but do not or they assume that a company will call if interested.The job market is competitive and hiring managers may have spoken with several candidates. After several interviews, the hiring manager may forget key details of your discussion or your strengths. A follow up letter is another opportunity for you to sell yourself and reinforce your value to the organization.<
Challenges with; There is a risk of wasted time and energy on issues that are considered unimportant.
4)Compromise
When two or more goals prevent collaboration.
When time is an issue and you need to reach an agreement right away.
Challenges with; You may focus on what you compromised. Problems may recur if you did not fully explore the issues to reach a resolution.
5)Competition
When quick, decisive action is require.
When your core values are at risk.
Challenges with;
May weaken relationships.
Other may not agree to your plan of action and may try to sabotage
Each has its pros and cons and a time for using them. Most often, we must look at the situation and decide which would be most effective.
If you find yourself using accommodation all the time, you may be trying to show yourself as nice person and are at risk of becoming used. If on the other end, you are using competition most of the time, you may be seen as controlling and uncaring about the people you work with. This will destroy trust and production.
In all aspects, it is important not to generalize. Stating observable facts in a neutral tone with open the doors to resolution. People who feel attacked will close down and fight and solutions.
An example would be:
Instead of: You’re late again. Why are you so inconsiderate!
Try: We all arrived at 8 am and have been waiting for you. The last three times you have arrived at 8:30am. We need to start on time in order to meet our deadline.
There are many aspects to conflict resolution and some things seem like they are harder to deal with. However, in the end, when trust and respect are a part of your atmosphere, you will find greater success and achievements in all of your endeavors.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.iadvice.info/article/24308/iadvice-Conflict-Resolution-Training-When-Personal-Safety-is-an-Issue.html">Conflict Resolution Training- When Personal Safety is an Issue</a>
BB link (for phorums):
[url=http://www.iadvice.info/article/24308/iadvice-Conflict-Resolution-Training-When-Personal-Safety-is-an-Issue.html]Conflict Resolution Training- When Personal Safety is an Issue[/url]
Related Articles:
Becoming A Commercial Mortgage Broker
6 Tips Every Entrepreneur Should Know for Living With Life Change While Running A Small Business
Entrepreneurs Know How to Use Financial Information
Bookmark it:
|