CONFLICT MANAGEMENT John Arwin Manaloto. People are the most important Asset in any organization....
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Transcript of CONFLICT MANAGEMENT John Arwin Manaloto. People are the most important Asset in any organization....
CONFLICT MANAGEMENT
John Arwin Manaloto
People are the most important Asset in any
organization.
Why? Everything you will ever need will come from GOD but will pass through
People.
WHAT GOOD THINGS COME FROM PEOPLE?IDEAS, PLANS &
STRATEGIES
TIME & ENERGY
MONEY & OTHER RESOURCES
WHAT BAD THINGS COME FROM PEOPLE?
CRITICISM
PASSIVE RESISTANCE
ACTIVE OPPOSITION
How do you maximize the good and minimize the bad from People?It begins with the Leader’s
Attitude towards People.
Questions to ask yourself?
Do you see people primarily as Problems or Opportunities?
Do you speak to people with Gentleness?
Do you treat people with Respect or Condescension?
Key Thoughts on People Relations
Everyone is a potential Winner.
Some are just disguised as Losers.
Some are just slower than others.
Key Thoughts on People RelationsEvery potential winner
still needs you to Guide them.
They need modeling.They need mentoring.They need
monitoring.
Key Thoughts on People Relations
Everyone wants to feel needed & appreciated.
People who feel good about themselves produce good results.
Discouraged people behave poorly & produce bad results.
Key Thoughts on People Relations
No one likes to be publicly humiliated.
Praise in public, but criticize in private.
Catch people doing something right, instead of something wrong.
“The Best Minute I spend is the one I invest in People.”
(Ken Blanchard)
Prioritize People-work over Paper-work.
In spite of your best efforts, problems will still arise, and it usually comes in the form
of PEOPLE!
Your best asset is also your biggest problem!
PROGRESSION
CONCERN CONFLICT
CRISIS CATASTROPHE
RESOLVED!
RESOLVED!
RESOLVED!
The Longer you wait,
The worse it gets.The Longer you wait,
The harder it is to resolve it.The Longer you wait, The more
difficult it is to go back to what it was before.
Learning to Handle CONFLICT in Ministry
“Conflict is inevitable in any setting with any relationship.”
“Where two or three are gathered, there will be conflict in their midst.”
(Unauthorized Paraphrase)
Conflict Management Style #1THE TURTLE
Key Characteristic: DENIAL
Key Response: AVOID
Key Aim: TO WEATHER THE STORM
Favorite Statement: What conflict?
Conflict Management Style #1THE TURTLE Refuses to even consider the fact that
a conflict exists and would prefer that others do the same. Because of this, he refuses to dialogue and gather information to fix it.
Key Strategies: Flee, avoid, deny, ignore, withdraw, delay, hope & pray
Leadership Qualities: Passive & timid, tends to spiritualize everything
Conflict Management Style #2 THE SHARK
Key Characteristic: COMPETITION
Key Response: FORCE
Key Aim: TO WIN AT ALL COST
Favorite Statement: It’s my way or no way.
Conflict Management Style #2 THE SHARK He is impatient with dialogue and
information gathering and would rather everyone just submits.
Key Strategies: Compete, coerce, control, fight, outwit, outdo
Leadership Qualities: Authoritarian, seeks to maintain the status quo, feels threatened by any act of defiance and so will quash it all the time
Conflict Management Style #3THE TEDDY BEARKey Characteristic: GIVE IN
Key Response: ACCOMODATE
Key Aim: TO KEEP THE PEACE
Favorite Statement: Whatever you say.
Conflict Management Style #3 THE TEDDY BEAR Interested in other’s approval and
would rather others insist on their way.
Key Strategies: Agree, give in, appease, flatter
Leadership Qualities: Ineffective in any group discussion because he doesn’t have a solid opinion, could be easily swayed either way
Conflict Management Style #4THE FOX
Key Characteristic: TOLERATE
Key Response: COMPROMISE
Key Aim: GIVE EACH ONE A MEASURE OF VICTORY
Favorite Statement: Meet me half way.
Conflict Management Style #4 THE FOX Tolerates the exchange of ideas but finds
this uncomfortable so he would rather bargain quickly.
Key Strategies: Reduce the expectations and Split the difference
Leadership Qualities: Good negotiator, cautious but open, urges everyone to speak out but not too much
Conflict Management Style #5 THE OWLKey Characteristic: COOPERATION
Key Response: DIALOGUE
Key Aim: COLLABORATION BETWEEN ALL PARTIES
Favorite Statement: My preference is…But what is yours?
Conflict Management Style #5 THE OWL Focuses heavily on information
gathering and always prefers collaboration over compromise.
Key Strategies: Gather information, dialogue openly, explore alternatives
Leadership Qualities: Focuses on the process, open to change & growth
TEDDY BEAR:Lose-Win
Values relationshipsOver goal
SHARK:Win-Lose
Values goal overrelationships
OWL:Win-Win
Values both goal& relationship
TURTLE:Lose-Lose
Low concern for eithergoal or relationship
FOX: Win some-Lose some
Values both but iswilling to sacrifice
certain aspects of either under certain circumstances
High Concern for Personal Goals
Low Concern for Personal Goals
HighConcernForRela-tionships
LowConcernForRela-tionships
Which “animal” are you? Turtle
Shark
Teddy Bear
Fox
Owl
Which “animals” do you have in your Leadership Team? Turtle
Shark
Teddy Bear
Fox
Owl
GO TO THE ROOT!
False Humility
