Confict Styles 1
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Presentation Transcript
“Oh! Did I tell you about what I overheard in the lunchroom during lunch?” “Oh, boy! You’ve got to hear this. You won’t believe it, but let me give you some background first…” “It’s a long story but you’ve GOT to hear this…” Click arrow to continue…
How would you respond? Click arrow to continue…
Situations turn into conflicts when: My trust has been violated. (Most often, “Operators” choose this response) My values have been violated. (Most often, “Harmonizers” choose this response) There has been a challenge to my beliefs. (Most often, “Developers” choose this response) There has been a challenge to my authority or position. (Most often, “Directors” choose this response) Click arrow to continue…
When things get tense I tend to: Withdraw or become defensive. I like to take time to think about things. I do not seek immediate resolutions. (Most often, “Operators” choose this response) Do whatever I can to reach a peaceful outcome, even if it means trying to hide my true feelings. I sometimes side-step conflict and rush into solutions to maintain harmony. (Most often, “Harmonizers” choose this response) Do all I can to maintain my friendships. I have a tendency to get emotional and express those emotions, although I sometimes say things I later regret. (Most often, “Developers” choose this response) I often raise my voice and appear aggressive. Sometimes I even point or bang my fists on the table. (Most often, “Directors” choose this response) Click arrow to continue…
When it comes to feelings during conflict: I exclude feelings. (Most often, “Operators” choose this response) I accept and invite feelings while encouraging others to share and acknowledge the feelings of others. (Most often, “Harmonizers” choose this response) I manage feelings in a way that creates harmonious discussion. (Most often, “Developers” choose this response) Feelings are not important in resolving a dispute—I prefer to focus on the issues. (Most often, “Directors” choose this response) Click arrow to continue…
Four Conflict Styles: • Operator • Harmonizer • Developer • Director Click arrow to continue…
Operator • Analyses many options • Likes to explore issues deeply • Seeks creative solutions • Likes to keep options open • Asks the awkward questions Click arrow to continue…
Harmonizer • Welcomes the perspectives of others • Likes to keep options open • Seeks to include everyone and ensure all voices are heard • Likes others to express feelings openly • Seeks opinions Click arrow to continue…
Developer • Seeks solutions everyone is happy with • Seeks others’ points of view • Explores viewpoints of others • Seeks a resolution with intact relationships • Listens to others Click arrow to continue…
Director • Logically assesses a situation • Assesses alternatives • Seeks closure • Quick to jump straight into analysis • Pushes for a resolution Click arrow to continue…
Four Conflict Styles: • Operator • Harmonizer • Developer • Director Click arrow to continue…
What is your style? Operator Harmonizer Developer Director
Great Job! To learn more about your selected conflict style, go to the “Content” area by clicking the button below in the course and select the Conflict Style Guide, a downloadable Word document that provides more information about each of the four conflict styles in an easy-to-read format. After reviewing the Style Guide, return to the “Content” area and continue with Conflict Styles 2.
