CONFLICT RESOLUTION & RELATIONSHIP MANAGEMENT...
Appropriate Resolutions for life’s relationships.
BATNA-WATNA continued: Worst Alternative to a Negotiated Agreement) The WATNA would be a potentially less (acceptable outcome if the parties are unable to come to a negotiated agreement. Considering one's WATNA and that of the other party helps to assess potential alternatives and may increase commitment towards more collaborative conflict resolution. For example, a party may have as a WATNA "the court process" which may be unacceptable in terms of financial, emotional or relationship costs.
Brainstorming: Parties explore a wide variety of possibilities or options without judging them. Having developed objective criteria and ground rules for judging the generated options, the participants then proceed to negotiate the choice of options.
Caucusing: A process or technique whereby a neutral intervener mediator holds separate meetings with the parties. Often applied to manage blocks, impasses, imbalances between the parties and high levels of emotion, this process is also very effective as an analytical resource.
Closure: The stage at which the parties confirm that each issue has reached a point of resolution to their satisfaction. Only after all interests relating to the issue have been adequately explored, can the parties achieve 'closure'.
Coercion: A process with associated behaviours, both overt and covert, through which one party attempts to manipulate or force settlement and acceptance of his/her position. Vigorous or overly inquisitorial questioning will most often be perceived by the receiver as coercion.
Collaborate: When one party in negotiations or in conflict works with the other involved party(s) in a cooperative problem-solving and sometimes transformative process dedicated to generating mutually acceptable resolutions.
Co-mediation: Co-mediating traditionally means that two mediators work as a team. In some cases, usually involving complex, multi-party disputes, teams, or panels are used. The primary benefit of multi-mediator processes is the ability of those who are not directly involved for the moment to listen for cues and to observe the dynamics without distraction. Multi-mediator teams can also reflect the cultural, gender, age or ethnic demographics of the disputants creating a more inclusive environment and helping them feel at ease.
Conflict: A state wherein parties perceive differences, actual or perceived, in respect to their individual needs/interests, values and/or wishes. As positions are concretized, conflict often generates increased stress or tension. Conflict is a normal part of being and may have either positive or negative consequences.
Confront: A behaviour, often considered or perceived to be antagonistic and/or defiant, whereby a party boldly opposes or draws attention to a position or a person they perceive to be in opposition. …more definitions…
ABOUT Conflict... What conflicts look like…
Disputes … WHAT DO DISPUTES LOOK LIKE, and how do people react or respond when conflicts escalate into disputes? (the many faces of conflict),.
CONFLICT RESOLUTION TIPS AND GUIDELINES: Strategies and behaviours for you to apply when in conflict.
CONFLICT CHRONICLES: Original stories by Joseph Ravick with a common theme. The chronicles feature real-life conflicts describing the people, their relationships, and the outcomes which they experienced whether they liked it or not.