Conflict management
Contents: we speak of conflict as soon as at least one party thinks that the other is neglecting, hindering or annoying him or her. Pivotal to this kind of training are cases which the participants contribute themselves. On the basis of these cases (representing them in a life-like manner or freely, representing them differently following discussion of the conflict management model) we will explain the Thomas-Kilmann-model.
This model departs from the idea that handling conflicts (or rather: opposing interests) always constitutes a field of tension between two human tendencies. On the one hand assertiveness: the wish to push through one’s (own) objectives, to fulfil assignments. On the other hand co-operation: the wish to have good relations in order to keep the process running smoothly.
Thomas and Kilmann have entered this field of tension in an axis model, whereby they distinguish between various ways to deal with opposing interests: pushing through, avoiding, co-operating, admitting or making compromises. After having exercised with these styles alternatives will be offered. It will also be examined how – depending on the type of conflict – one can act as a third party.
Objective: dealing with conflict situations more efficiently and consciously.
Target audience: anybody who wants to learn how to better deal with (apparently?) opposing interests.
Issues: dealing with conflicts, offering alternative conduct, providing insight into the effect of one’s own behaviour on others, third party interventions, mediation, styles of influence, efficiency.