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Conflict Resolution II.

Conflict Resolution II. Agriculture Education Instructor:. Little-Professor Moment. Einsteins: Get Ready!.

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Conflict Resolution II.

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  1. Conflict Resolution II. Agriculture Education Instructor:

  2. Little-Professor Moment Einsteins: Get Ready! http://images.google.com/imgres?imgurl=http://theory.uwinnipeg.ca/images/einstein.gif&imgrefurl=http://theory.uwinnipeg.ca/&h=374&w=342&sz=10&hl=en&start=3&tbnid=cJQGMU-pIlIYXM:&tbnh=122&tbnw=112&prev=/images%3Fq%3DEinstein%2BCartoon%26gbv%3D2%26svnum%3D10%26hl%3Den%26sa%3DG

  3. Conflicting Information • What to do : when there is conflicting information about an Issue • FIRST OFF: Approach problems as if they are an opportunity for everyone to learn together

  4. Conflicting Information • THEN: Consult everyone involved in the issue about: • Questions that need to be asked, • Information that should be gathered, • Methods for data collection and analysis, • Who would be trusted to conduct further investigation • Focus on information relevant to the decision, not on available information • Assume there may be more than one definition of the problem; use all definitions as a basis for inquiry and problem solving. • Use vocabulary that everyone can understand. • Respect different types of knowledge and different ways of knowing. • Remember that science isn’t necessarily the underlying cause of the dispute –public opinion, values and morals play a huge role

  5. Little-Professor Moment Michelangelos: It's Your Turn! http://images.google.com/imgres?imgurl=http://www.abcgallery.com/M/michelangelo/venusti1a.jpg&imgrefurl=http://www.abcgallery.com/M/michelangelo/michelangelo.html&h=259&w=204&sz=4&hl=en&start=1&tbnid=vFQ8CiIJ8G1ROM:&tbnh=112&tbnw=88&prev=/images%3Fq%3DMichelangelo%26gbv%3D2%26svnum%3D10%26hl%3Den%26sa%3DG

  6. Conflicting Information: Reaching Consensus • Identify areas of agreement and disagreement, • This allows people to find common ground and begin resolving their conflicts.

  7. Conflicting Information: Reaching Consensus • To begin reaching consensus, especially when different parties have conflicting information: • Convene workshops of experts – this creates a shared picture of what is and isn’t known — and what remains in dispute. • Provide open forums to discuss competing studies; identify similarities and differences • Form a technical working group to support policy discussions on an ongoing basis. • Invite a panel of experts, selected by the parties, to address questions in an interactive format • Explicitly list unanswered questions and make recommendations to appropriate individuals or organizations for future research.

  8. 'Difficult People' DO • Establish and Enforce Groundrules. • Refer back to them if problems arise. http://mits.doi.gov/CADR/Main/images/Posse_Cartoon.png

  9. 'Difficult People' DO • Promote Trust & Personal Relationships • It’s harder to behave badly towards someone known as an individual than someone perceived merely as a symbol. • Have a meal together. • Learn something about one another personally. http://www.stripersonline.com/Pages/rockfish/images/rock25.jpg

  10. 'Difficult People' DO • Remind participants of their agreed-upon goals • Steer back towards these goals often. http://www.berro.com/images1/Cool4.jpg

  11. 'Difficult People' DO • “Separate the People from the Problem“(Getting to Yes, Fisher & Ury) • Focus on the issues • Focus on the interests underlying the issues • Look past the way the issues are raised.

  12. 'Difficult People' DO • Use humor • Defuses tension • Deflects attention from personality issues.

  13. 'Difficult People' DO • Identify • Why is the individual behaving in a difficult way? • Address causes of behavior

  14. 'Difficult People' DO • Privately Coach "problem" individuals • Teach them how to advance their interests through the process.

  15. 'Difficult People' DON'T • Discount the legitimacy of concerns • Let one or more individuals dominate. • Everyone must have the opportunity to be heard • Everyone must have their concerns addressed OR • They will lose interest

  16. Implementing Agreements 3 Ways to ‘Get to’ and Implement an Agreement "Look, everyone here loves vanilla, right? So let's start there."http://www.conflictresolution.org/cartoon/negotiation.htm

  17. Successful Implementation • Putting an agreement into practice: • Secure an agreement • Create incentives for all sides to comply with the agreement • Establish ongoing communication between all parties • Hold parties to their commitments • Anticipate unexpected future events

  18. Why Agreements Fail • Agreement Failure Happens for many reasons: • Agreement was not technically feasible • Agreement was not institutionally feasible • Changes in circumstances • Bad faith • Process did not involve all parties • New parties emerged • Negotiators lacked the ability to hold parties to their commitments

  19. Avoid Implementation Problems • Satisfy the interests of all parties • Ensure ALL key parties are at the table • Create Continuing relationships • Be explicit about who does what, when

  20. Conclusion Mother-Goose Moment

  21. Conclusion Common Courtesy LISTENING to Others Respect Other's Opinions Work Together; Create Common Resolution

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