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

There are many myths as to what strength and bravery are: It is not a sign of strength to: 1) not apologize 2) project that you are perfect 3) not let people have their experiences exist equally 4) constantly seek comfort simply to avoid your discomfort. No one makes mistakes on purpose. Each person I has two dogs in them that they feed. One is the attack dog and one is the connect dog….which ever dog we feed has a lot to do with our mindset. My mindset says what dog will I feed and that has to do with character.

” 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...respectful on the people

Conflicts do not get better with age

You notice Conflict first in the body/emotional then intellectually

So called personality conflicts are often caused by the individual(s) having 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 in understanding, adapting and managing our emotions day to day 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. Doing this requires a commitment to discomfort, to self-exploration, and ultimately, to re-claiming a shared value that you are are valued as a team members. 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 his 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%

Read Our Latest News

Listen and read more about how Brunel Group is influencing behaviors and impacting results. The below articles and podcasts help us see how creating psychological safety allows for inclusion, equity, and belonging to exit.