Easily listen to Social Skills Coaching in your podcast app of choice at https://bit.ly/social-skills-home
Hear it Here - https://adbl.co/3N9lsjI
00:01:18 In an article published in the Journal of Managerial Sciences in 2009
00:01:48 The Different Types of Conflict
00:02:02 Not all conflict is the same—take a look at some variants: Affective Conflict
00:02:23 Substantive Conflict
00:02:45 Conflict of Interest
00:03:02 Retributive Conflict
00:03:19 Conflict in Values
00:03:33 Goal Conflict
00:03:39 Displaced Conflict
00:04:29 The Thomas Kilmann Model
00:05:34 1. Competing
00:06:22 2. Avoiding
00:07:17 3. Accommodating
00:08:01 4. Collaboration
00:08:48 5. Compromising
00:09:36 VOMP
00:09:58 Ventilation
00:10:48 Ownership
00:11:53 Moccasins
00:12:20 Plan
00:14:24 Uh Oh—We Talked and There’s Still Conflict
00:15:21 How to Master High-Stakes Discussions and Stabilize Intense Emotions
00:19:17 How to Navigate a Crucial Conversation
• Conflict is inevitable whenever people differ, but it can be managed with grace and tact. Try to understand the type of conflict: affective, substantive, conflict of interest, retributive, conflict in values, goal conflict, or displaced conflict from somewhere else.
• According to the Thomas Kilmann model, people come into conflict simply because they have different ideas, values, motivations, or wants. There are five conflict-resolution strategies according to degree of empathy and assertiveness: competing, avoiding, accommodating, collaborating, and compromising. Each has pros and cons and is best used in specific circumstances. Compromising (medium assertiveness and medium empathy) is usually a good bet all around.
#Affective #Collaboration #Compromising #Conflict #CrosbyKerrMinnoConsulting #DisplacedConflict #Emotion #Empathy #GoalConflict #Kilmann #ProfessorAbdulGhaffar #QurtubaUniversity #RalphKilmann #RetributiveConflict #ThomasKilmann #Ventilation #RussellNewton #NewtonMG #PatrickKing #PatrickKingConsulting #SocialSkillsCoaching #HowtoSpeakEffectively #WhenItAllGoesWrong:EffectiveConflictResolutionPatrickKing