CONFLICT RESOLUTION & RELATIONSHIP MANAGEMENT...
Appropriate Resolutions for life’s relationships.
Conciliation: Conciliation, like mediation, is applied to bring together or to harmonize the parties and their respective interests. Commonly understood to be one strategy in the conflict/dispute resolution continuum, conciliation is sometimes labelled as 'shuttle diplomacy' and is frequently used in labour-management mediations. Although conciliation may involve face to face facilitated negotiations, it is also perceived to be a process whereby the conciliator/mediator meets with the parties individually in separate rooms.
Disengage: The process whereby by parties in negotiation or conflict separate to diffuse potentially explosive situations, to reflect on what has transpired, and/or to strategize their next moves. This also a technique/strategy applied by neutral interveners.
Empathy: The overt acknowledgment of the feelings underlying a disputant's statement, and the verbal content of that statement. An empathic response may refer only to the feeling, or to the feeling and the surrounding context. The intent is to show that the listener 'cares' about the emotion demonstrated and to convey an understanding of the speaker's message.
Empowerment: Recognizing, valuing, acknowledging, and accepting one's own strengths, so as to guide one's own direction. In the context of a third party intervener, the process of power-balancing between the parties is a strategy designed to empower each.
Expectation: The behaviour of the parties, their level of collaboration and their apparent wish or refusal to compromise and ultimately reach agreement will depend on the relative satisfaction of their expectations. Persons and organizations have expectations that their interests be satisfied.
Expectation Analysis: A process whereby a disputant or neutral third party makes note of dynamics which identify a disputants expectations through an ongoing and evolving 'expectation analysis'. Such an analysis of expectations will identify agenda items which will have to be addressed and ultimately resolved.
Facilitation: A solution-focused group process led by an objective and often neutral party and dedicated to reaching objectives set collectively at the outset and amended by consensus as the process evolves.
Immediacy: An overt verbal and assertive description of what one party perceives to be happening in the moment between the parties. Immediacy will be viewed as either empathetic or confrontive depending on the style and content of the communication.
Impartial: A person not in any way connected to the parties nor directly or indirectly involved in a conflict or dispute. The perception of impartiality is critical. There is a moral, ethical, and legal obligation by those involved as third party interveners to disclose any issue or connection which may compromise their impartiality.
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.