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Conflict Engagement and Positive Psychology: An opportunity to reframe our process

Conflict Engagement and Positive Psychology: An opportunity to reframe our process. Presented by, Bryan Hanson Assistant Director The Werner Institute Creighton University - School of Law Phone : 402.280.3365. Objectives for Presentation.

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Conflict Engagement and Positive Psychology: An opportunity to reframe our process

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  1. Conflict Engagement and Positive Psychology: An opportunity to reframe our process Presented by, Bryan Hanson Assistant Director The Werner Institute Creighton University - School of Law Phone: 402.280.3365

  2. Objectives for Presentation • Reflect upon the efficacy of current problem solving methods • Create a sense of the benefits of positive framing when engaging in conflict • Increase understanding of positive psychology/AI and its application to conflict engagement • Practice AI within a workplace conflict scenario

  3. My Hopes for the Presentation • Refine ideas for application • Develop potential lines of research • Feedback from fellow practitioners

  4. The Problem Solving Approach

  5. Typical Mediation Process

  6. Why Reframe Our Approach? • Placebo • Pygmalion • Positive Affect & Learned Helpfulness • Imbalanced Inner Dialogue • The Positive Image as a Dynamic Force in Culture • Affirmative Competence • Selective Self-Monitoring (Martinetz, 2002)

  7. Why Reframe Our Approach? “Relationships thrive where there is an appreciative eye – when people see the best in one another, when they can share their dreams and ultimate concerns in affirming ways, and when they are connected in full voice to create not just new worlds, but better worlds.” (Cooperrider, 2003)

  8. Why Reframe Our Approach? “Treatment is not just fixing what is broken; it is nurturing what is best. Psychology is not just a branch of medicine concerned with illness or health; it is much larger. It is about work, education, insight, love, growth, and play. And in this quest for what is best, positive psychology does not rely on wishful thinking, faith, self-deception, fads, or hand waving; it tries to adapt what is best in the scientific method to the unique problems that human behavior presents to those who wish to understand it in all its complexity.” (Seligman & Csikszentmihali, 2000)

  9. The Power vs Force Perspective

  10. The Power vs Force Perspective Examples of High and Low Energy Patterns: Accepting ……….. Rejecting Diplomatic ……… Deceptive Appreciative …….. Envious Conscious ……….. Unaware Confronting ……... Harassing Trusting …………. Gullible Thoughtful ……… Pedantic Powerful …………. Forceful (Hawkins, 1995)

  11. Neuroscience Findings

  12. The Appreciative Inquiry Process (Mohr & Watkins, 2001)

  13. Applications in the Workplace

  14. AI in Action http://vimeo.com/wernerinstitute/wonderfullifeproject

  15. Priming Potential* (*Process in development by Hanson, 2013)

  16. Resources Used (Books) • Barrett & Fry (2005). Appreciative Inquiry: A Positive Approach to Building Cooperative Capacity. • Hammond, S.A. (2998). The Thin Book of Appreciative Inquiry • Hawkins, David (1995). Power Vs. Force: The Hidden Dimensions of Human Behavior. • Noble, Cinnie (2012). Conflict Management Coaching. • Kahneman, Daniel (2011). Thinking Fast and Slow. • Levitan, Daniel (2007). This is your Brain on Music.

  17. Resources Used (Articles) • McClellan, Jeffrey (2007). Marrying Positive Psychology to Mediation. Dispute Resolution Journal. November 2007 • Martinetz, Charles (2002). Appreciative Inquiry as an Organizational Development Tool. Performance Improvement, September 2002 • Kellermanns, Floyd, Pearson, and Spencer (2007). The Contingent Effect of Confrontation on the Relationship between Shared Mental Models and Decision Quality. Journal of Organizational Behavior. • Coe, Richard (2010). Neuroscience: a new friend to OD and AI. AI Practitioner, February 2010. • Johnson, Richard (2010). How to Conquer Conflict with Appreciative Conversation. AI Practitioner, November 2010. • Seligman, Martin & Csikszentmihalyi, Mihaly (2000). Positive Psychology: an introduction. American Psychologist, January 2000. • Simonton, Keith (2000) Creativity: Cognitive, Personal, Development, and Social Aspects. American Psychologist, January 2000. • Ryan & Deci (2000). Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being. American Psychologist, January 2000.

  18. Final Thoughts • What further questions or thoughts have emerged during this discussion regarding the integration of concepts from conflict engagement and positive psychology?

  19. For further information regarding our program please contact: Bryan Hanson (402) 280-3365 bryanhanson@creighton.edu http://www.creighton.edu/werner

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