Team-Building Through Conflict Management€¦ · biggest contributor to unsuccessful conflict...
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Team-Building Through Conflict Management
Transcript of Team-Building Through Conflict Management€¦ · biggest contributor to unsuccessful conflict...
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
Good Luck and Stay Strong!
