Conflict Resolution

Conflict Resolution

When emotions run strong, opinions vary, and the stakes get high, anger fuel helps no situation.

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The Big Idea for Conflict Resolution

Many are mistaken in their understanding of strength. It is not a sign of strength to: 1) withhold an apology 2) project that you are perfect 3) deny someone’s experiences to exist equally or 4) constantly seek comfort simply to avoid discomfort. But no one makes this mistake of understanding on purpose. Our understanding is like owning two dogs: a dog that attacks and a dog that connects. The dog we chose to feed directly influences our mindset. And our mindset ultimately influences our strength of character. So, which dog do we feed? The dog that attacks or the one that connects?

” We’re not capable of making our circumstances ready enough so that we can join in without the risk of getting scraped.” ~Johansson & Lankow

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Principles of Life Applied to Conflict

Be hard on the problem. Be respectful of the people.

Conflicts do not get better with age.

You notice Conflict first emotionally, then intellectually.

So-called personality conflicts are often caused by poor interpersonal skills.

The course of the world has been changed because the people who knew better didn’t.

87% of all conflict is not personal. It is personality.

Take the P.D. Cultural Assessment

Takes only 5 Minutes!

People. Pressure. Personality.

ADW Assessment focuses on our agility to understand, adapt, and manage our daily emotions in order to guide effective thinking and meaningful behavior. This means we must be self-aware, be aware of others, manage our emotions, and be strong enough to take meaningful action.

Self Regard

55%

Relationship with stress

70%

Emotional Intensity

95%

Curiosity and change

83%

Valuing Differences

62%

Aligning Towards others

55%

Direction of energy and emotional expression

70%

The Invisible Habits of EQ: The Skills of Courage, Compassion, and Building “We”

We all agree, EQ is important. However, the common problem that leads to under-implementation, under-execution, and under-utilization is not a lack of recognizing EQ’s importance; rather, the challenge has been knowing how to turn EQ skills into habits. This requires a commitment to discomfort, to self-exploration, and ultimately, to to re-claiming a shared value that you are a valued team member. Creating these new invisible habits requires more than a single serving of EQ. Here are six building blocks of the EQ development journey.

Build Mindset Skills

Mindset determines how we show up in every situation.

Identify Disruptions

A Disruption is a change to what we thought we knew.

Cultivate Self-Awareness

We comprehend and interpret our situations through multiple dimensions of information: Intellectual, Physical, Emotional, and Spiritual.

Integrate Whole Officer: Situational Identity

We each have Minds, Bodies, Hearts, and Souls. Each part of the whole self must be given consent to be, in order to be wholly present to our situation.

Solidify Psychological Safety

The term Psychological Safety is defined as a belief that one will not be punished, threatened, or humiliated for speaking up with ideas, questions, concerns and mistakes.

Do the Next Right Thing

Do we choose that direction based on serving selfish needs, or do we make that choice based on what is best for everyone involved?

Roll With the Resistance

When emotions run strong, opinions vary, and the stakes get high, it is best to be principled, prepared, and skilled. Negotiating at the collaborative level takes more than good will; it takes real skill.

Collaborative, Cooperative, Competitive Relationships

70%

Aligning Towards Interdependent Needs

95%

Making Concessions Not Easily Won

55%

Optimal Return For Both Parties

70%

Meeting needs not demands

55%

Shared power

95%

Implicit Trust

95%

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