CONFLICT RESOLUTION & RELATIONSHIP MANAGEMENT...
Appropriate Resolutions for life’s relationships.
Paraphrasing: A paraphrase is a concise response to a speaker which states the essence of the content in the listener's own words. In other words, paraphrasing is a skill which is simply reflecting to the speaker what she/he has said in a condensed version. There is no attempt to interpret or to give advice. The listener is letting the speaker know that s/he has heard and understood what has been said; it also serves to clarify for the benefit of the other party and also encourages the speaker to expand on the subject currently being discussed.
Perceptions: The way we see things. Perceptions are individual, are often based on our experience and paradigms, and will affect of the way we think, reference and act.
Position: A solution which one party perceives will satisfy their own interests. In terms of conflicting situations, such solutions often do not take into consideration the needs of other involved parties.
Power: The ability, perceived or actual, to realize and satisfy one's own interests.
Prioritization: An established prioritized agenda helps guide negotiations. The aim of prioritization is to set an initial list of topics and to work out how to cover identified topics in manageable parts. The aims of agenda setting and prioritization are to define and organize a list of all issues and concerns in neutral terms so that they can be worked on jointly and in the most efficient way.
Probe: A process by which one party explores what has been said to gain more insight or clarity. A probing question is often used to follow-up an answer to a previous question or a statement which remains unclear.
Problem- solving: Facilitated, solution-focused, problem solving involves critically thinking about the substantive issues in dispute and may involve neutral experts or may require the mediator to call upon their own experience and knowledge in respect to the field-specific issues in dispute. This process is most often required in multi-party organizational settings.
Recognition: Developing understanding of others who are involved in a dispute and being able to demonstrate empathy toward those persons/that person.
Reflection: Assessing one's own biases in terms of both motivations and behaviours in respect to issues in discussion, as well as our attitudes towards those with whom we are involved.
Refocusing: Directing communications and attention to the issue in discussion or to the agreed-upon agenda.
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.