1952 Module 4 Conflict Management PDF

Use this as a guide for project planning - risks And then determine how to risk management 1&2 - groups go through storming 3 - what are the constraints 4 - people struggle with change - what could the difficult situations be? 5 - know group dynamics 6 - know your stakeholders - attitude, influen...

Use this as a guide for project planning - risks And then determine how to risk management 1&2 - groups go through storming 3 - what are the constraints 4 - people struggle with change - what could the difficult situations be? 5 - know group dynamics 6 - know your stakeholders - attitude, influence, could it cause difficulty 7 - people avoiding approvals, challenging personalities, new heads 8 - if gov change look at from a scope, budget perspective need to have a pulse on whats going on in your team and project reflect on how we overcame hurdles and share with group get through difficult situations with your stakeholders Challenges should be seen as opportunities problem solve the problems - what can you do differently honesty, sharing, learning, team development Communication #1 esp through change Ultimate goal is guiding light What is going to distract us from finding out the root cause of problems Talk to as many people as possible to find out the facts Determine together how to create a solution Your solution needs feedback and buy-in in order to work Think about voice, what you’re going to say, your emotions Keep this slide in the toolbox WRITE DOWN what you are going to say be intentional about your script - what are you trying to convey Avoid - You avoid dealing with the issue by staying away or leaving without directly resolving the conflict. As such you have not achieved the personal or project goals and may diminish the relationship Accommodate - One individual gives in to maintain the relationship. The problem or challenge may have not been solved and the outcome may be a loss Compromise - You and the other party give in to certain aspects to resolve the conflict which may not be the optimal solution to the problem but it is an acceptable one. In this case, you maintain your personal goals and the relationship goals to an acceptable level or status quo Compete/Force - One individual or one team has to win. The person or team goal is high with little concern for the impact to the relationship with the other person. For example in sports competing teams do not concern themselves both their ongoing or future relationship with the other team Collaborate - Highly interactive and new ideas are brought to the table to identify the best solution possible. This method generates collaboration and team synergies resulting in high personal satisfaction as well as trusting relationships Thinking about your relationships with your stakeholders/leader pre-plan for any conflict and how you may approach it come with solutions