Description
Explaining about how to deal with conflicts using interpersonal relationships.
Conflict Resolution
INTERPERSONAL RELATIONSHIPS
WHAT
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? ?
Conflict resolution is a range of processes aimed at alleviating or eliminating sources of conflict. With most conflicts, it’s important to find a resolution Ongoing conflict can actually have a negative impact on your health and longevity.
TYPES OF CONFLICTS Workplace Negativity ? Dealing with difficult people ? Holding a difficult conversation ? Confrontation
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MINIMIZING WORKPLACE NEGATIVITY Learn about Workplace negativity:
Identify the symptoms of negativity.
?
?
Diagnose Workplace negativity:
Know what the people are negative about and the nature of the issues that sparked their unhappiness.
TIPS
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? ?
? ? ?
Provide opportunities for people to make decisions Make opportunities available for people to express their opinion Treat people as adults with fairness and consistency Do not create “rules” for all employees, when just a few people are violating the norms Help people feel like members of the in-crowd Afford people the opportunity to grow and develop Provide appropriate rewards and recognition
DEALING WITH DIFFICULT PEOPLE
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Why you must deal with difficult people Worse Case Scenario If You Fail to Deal With Difficult People
DEALING WITH DIFFICULT COWORKER
? ? ? ? ? ?
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Start out by examining yourself Explore what you are experiencing with a trusted friend or colleague. Approach the person with whom you are having the problem for a private discussion. Follow up after the initial discussion You can confront your difficult coworker’s behavior publicly If you have done what you can do and employed the above approaches with little or no success, it’s time to involve others If these approaches fail to work, try to limit the difficult person's access to you.
HOLDING A DIFFICULT CONVERSATION
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Certain behavioral aspects call for a responsible feedback: - Inappropriate Dressing - Personal Hygiene - Vulgar Language - Flirtatious behavior
PROVIDING FEEDBACK IN A DIFFICULT CONVERSATION
? ? ? ? ? ?
Seek permission to provide the feedback Use a soft entry. Don’t dive right into the feedback Do not give in to the temptation to amplify the feedback Follow-up with a clarification if necessary The best feedback is straightforward and simple Tell the person the impact his attitude will have
HEALTHY CONFRONTATION
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It’s not necessary to confront every action Confrontation is necessary if it affects you mentally
HOLDING A REAL, NECESSARY CONFRONTATION
? ? ?
?
Make your initial statement and stop talking. Avoid arguing during the confrontation. Figure out the conflict resolution you want before the confrontation. Focus on the real issue of the confrontation.
doc_795585181.pptx
Explaining about how to deal with conflicts using interpersonal relationships.
Conflict Resolution
INTERPERSONAL RELATIONSHIPS
WHAT
?
? ?
Conflict resolution is a range of processes aimed at alleviating or eliminating sources of conflict. With most conflicts, it’s important to find a resolution Ongoing conflict can actually have a negative impact on your health and longevity.
TYPES OF CONFLICTS Workplace Negativity ? Dealing with difficult people ? Holding a difficult conversation ? Confrontation
?
MINIMIZING WORKPLACE NEGATIVITY Learn about Workplace negativity:
Identify the symptoms of negativity.
?
?
Diagnose Workplace negativity:
Know what the people are negative about and the nature of the issues that sparked their unhappiness.
TIPS
? ?
? ?
? ? ?
Provide opportunities for people to make decisions Make opportunities available for people to express their opinion Treat people as adults with fairness and consistency Do not create “rules” for all employees, when just a few people are violating the norms Help people feel like members of the in-crowd Afford people the opportunity to grow and develop Provide appropriate rewards and recognition
DEALING WITH DIFFICULT PEOPLE
? ?
Why you must deal with difficult people Worse Case Scenario If You Fail to Deal With Difficult People
DEALING WITH DIFFICULT COWORKER
? ? ? ? ? ?
?
Start out by examining yourself Explore what you are experiencing with a trusted friend or colleague. Approach the person with whom you are having the problem for a private discussion. Follow up after the initial discussion You can confront your difficult coworker’s behavior publicly If you have done what you can do and employed the above approaches with little or no success, it’s time to involve others If these approaches fail to work, try to limit the difficult person's access to you.
HOLDING A DIFFICULT CONVERSATION
?
Certain behavioral aspects call for a responsible feedback: - Inappropriate Dressing - Personal Hygiene - Vulgar Language - Flirtatious behavior
PROVIDING FEEDBACK IN A DIFFICULT CONVERSATION
? ? ? ? ? ?
Seek permission to provide the feedback Use a soft entry. Don’t dive right into the feedback Do not give in to the temptation to amplify the feedback Follow-up with a clarification if necessary The best feedback is straightforward and simple Tell the person the impact his attitude will have
HEALTHY CONFRONTATION
? ?
It’s not necessary to confront every action Confrontation is necessary if it affects you mentally
HOLDING A REAL, NECESSARY CONFRONTATION
? ? ?
?
Make your initial statement and stop talking. Avoid arguing during the confrontation. Figure out the conflict resolution you want before the confrontation. Focus on the real issue of the confrontation.
doc_795585181.pptx