Leadership and Conflict: Understanding and Managing Conflict Quotient
Discover the dynamics of leadership and conflict, learn about various conflict styles, understand different conflict processes, and create a personalized action plan for effective conflict resolution. Join the session on harnessing leadership for efficient conflict management.
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Presentation Transcript
Arkansas Medical Group Management Association Harnessing Your Leadership Footprint: What Is Your Conflict Quotient? October 20, 2022 Fayetteville Public Library Presenter: Arthur T. Matthews, J.D Professor, Mediator, Arbitrator & Grandad
ARMGMA 2.0 A-ccessible R-esilient M-indfull G-regarious M-asterful A-mbassadors 2
Session Learning Outcomes Understand the symbiotic relationship between Leadership and Conflict Process the Economies of Scale related to Conflict Recalibrate your entire lens around Conflict Embrace the 5 Styles of Conflict Catapult a 4 Step Leadership Action Plan Around Conflict 3
Conflict and Leadership By the Numbers! The 25% Rule The 3%/97% Rule The10%-90% Rule The 5%/25% Rule/2.0 4
Conflict Due Diligence: What You Need To Know! Conflict is a natural part of human interaction. It is generally defined as a struggle between two or more people who perceive incompatible goals, scarce resources, and interference from others in achieving their goals. 5
https://youtu.be/S8mN70MATIA Wiliam Ury: Dealing With Difficult People and Difficult Situations
3 Leadership Styles With a Nexis to Conflict Appreciative Leadership-Dr. Diana Whitney Authentic Leadership-Dr. Bill George LBWA-Arthurism
Conflict Due Diligence: Types of Conflict Intrapersonal conflicts - mutually exclusive choices that an individual must make. Interpersonal conflicts - occur between two or three individuals and are usually focused on mutually exclusive goals. Intragroup conflicts - occur within a group and are usually focused around differences in behavior or approach. Intergroup conflicts - occurs between two or more groups.
Conflict Due Diligence: The 5 Conflict Styles! Accommodating-giving in to the issue, simply to avoid any further conflict, real or perceived, even if giving in isn t to your advantage Avoiding-down playing the importance of the conflict Competing-developing a win/lose approach. It s important to win by any means available. This is a zero sum game. Compromise-the art of negotiations approach where everyone gets something Collaboration-using negotiation and situation solving techniques to answer the interests of the parties, which underlie the situation
Find Someone Who 1. Realizes which university provides anyone to take a Implicit Bias test? 2. Knows which leadership conflict caused a game changing historical event to take place in 1848? 3. Is aware of what ableism is? 4. Can tell you what one of the costliest workplace conflicts is? 5. Knows who Bayard Rustin was? 6. Understands the best principles of leadership as a mediator of a conflict? 7. Has an understanding of the term gaslighting?
Conflict Recalibrating Conflict .One Word at a Time!
