Team-Building Through Conflict Management

Our Agenda

1. Introduction2. Why Pay Attention to Conflict Management in Sports?3. Your Three Step Approach4. Now What. Some Next Steps5. Questions

Nice to meet you!I’m Nadia Kyba

Conflict is Uncomfortable.

UNMANAGED CONFLICT will distract you from your purpose and prevent you from reaching your goals.

Anywhere from 70% – 93% of all communication is nonverbal.

We believe the reliance on email and texting is the biggest contributor to unsuccessful conflict resolution on sports teams and within sports organisations.

Prevent

Address

Our Three Step Approach

Anticipate & Recognize

Step 1. ANTICIPATE & RECOGNIZE

Normalizing Conflict

4 Stages of Team Development

Your Team’s Conflict Styles

Circle of Inference

Conflict may be inevitable…

but

In the middle of DIFFICULTY is OPPORTUNITY.-Albert Einstein

How Can Conflict Help Your Team?

● Builds Trust

● Teaches us to Collaborate

● Allows for Consideration of New Ideas

● Creates New Ways of Doing Things

● Introduces Issues from Different Perspectives.

4 Stages of Team DevelopmentWhere’s your team? How will you get to the next level?

Forming

● Team members are polite● Low levels of conflict● No risk taking

Storming

● personality differences emerge● relationships become strained● cliques become entrenched● unmanaged conflict shows up● possible lack of alignment on goals

Norming

● teams anticipate conflict● tricky conversations start to happen● trust is built● transparency with decision making● team members align on team goal● cliques are broken down● different personalities are acknowledged

and accepted

Performing

● conflict anticipated, addressed and prevented

● team is aligned on goal● new team members are able to come and

go ● high level of trust

Know Your Team’s Conflict Styles?

Avoiding

Giving In

Standing your Ground

Compromising

Collaborating

THE CIRCLE OF INFERENCE

It’s all in the mush.

Step 2. ADDRESSCreate and All-Win by Moving from Positions to Interests

Tricky Conversation Script

Moving from POSITIONSto INTERESTS

Positions

Positions are perceived fixed solutions to a problem. “It’s my way or the Highway.”

Interests

Interests are what is important to each person involved in the conflict.

Tricky Conversation Script

Acknowledge Thank the other person…

Describe Describe the problem starting with “I.” “I heard…” “I saw…”

Feeling Describe how the problem is making you feel. “I feel…”

Need Explain what you need in order to feel better about the problem.

Request. Suggest a solution to benefit both of you. “Would you be willing to…?”

Step 3. PREVENTGroup Guidelines

Team Planning Meetings

Group Guidelines

HOW DO WE AGREE TO BE TOGETHER?

Group Guideline Examples…

● Confidentiality● Listen to Understand● One Person Speaks at a Time● No Blaming or Shaming● Give Feedback, Not Criticism● Take a Break if You Need One● Phones Away● Allow Chairperson/Facilitator to Guide

the Meeting

Team Planning Meetings

•Purpose•What’s working well?•Concerns•Options/Ideas/Resources•Plan

Prevent

Address

Our Three Step Approach

Anticipate & Recognize

Now What.•Team Building through Conflict Management Workshops + Follow-up Team Meeting

•Team Building through Conflict Management Sports Guidebook

•THIS IS HOW WE ROLL A Coach’s Guide to Transforming Conflict into High Performance

QUESTIONS?

nadia@nowwhatfacilitation.com

@nowwhatfaciliation

www.nowwhatfacilitation.com

Good Luck and Stay Strong!