Conflict

The **five stages of team development** have been characterized as:
 * STAGES OF TEAM DEVELOPMENT:**
 * 1) **Forming** - formation of team happens when the team comes together, members feel anxious and spend their time finding out about each other, individual roles and responsibilities are unclear, highly dependent on the leader.
 * 2) **Storming** - friction / debates / arguments / challenges / power struggles may arise and compromises may be required to enable project success
 * 3) **Norming** - team begins to work together, roles and responsibilities are clear and accepted, team decision making happens by group agreement, commitment, trust and unity increases
 * 4) **Performing** - team is achieving goals, highly motivated and working together, high level of respect and great interpersonal relationships
 * 5) **Adjourning** - project completed, achievements celebrated




 * CONFLICT IS ...**
 * natural and inevitable
 * positive or negative
 * a dynamic process
 * influenced by perceptions, thoughts, values and emotions
 * incompatible concerns, goals or values
 * incompatible concerns, goals or values


 * CONFLICT ...**
 * comes in the form of choice, action, or issues
 * occurs when individuals or groups are not obtaining what they need or want or when there is a clash of self-interests
 * situations are those in which the concerns, goals, or values between two or more people appear to be incompatible
 * is unavoidable - while it may be positive or negative, the challenge is to manage it in such a way as to minimize the risks and maximize the benefits
 * is a process which may escalate or de-escalate depending upon how differences in perceptions, goals, values, facts, expectations and needs are managed
 * can increase the motivation and energy level, prevent stagnation, stimulate interest and curiosity and foster creativity and motivation


 * CAUSES OF CONFLICT ...**
 * Different perceptions and/or information
 * Different goals and/or methods to achieve goals
 * Expectations (too much, too little)
 * Misunderstandings (faulty communications, false assumptions)
 * Resources (time, money, position, space, materials)
 * Opposing values or beliefs
 * Needs which are not being met
 * An irrational view of the other person or group

1. Prepare in advance
 * CONFLICT MANAGEMENT MODEL FOR PO - IDEAS FOR SUCCESS** (R. Trehearne, Dominica 2009)
 * Hunch other person's interests
 * Think about what is causing you to be upset
 * Plan to use "I statements" and try not to become positional eg "How can we make this work for everyone?" or "Ï am worried about the effect this is having."
 * I statements: **I feel ............**. (name an emotion - anger, fear, disappointment) **when you ....................** (say what behaviour bothers you) **because .........................** (explain why it bothers you)

2. Set up time to sit down and talk to the person involved
 * Express collaborative/team approach eg. "Let's work together on this situation."
 * Establish guidelines for discussion - respectful; seek to understand the other's point of view.
 * Pick a time you are both calm and have the opportunity to talk in private.

3. Define issues and set agenda
 * Set goal for session eg. "How can we work more collaboratively as a team."
 * Clarify issues from both sides eg "I am concerned about this ... do you have concerns we should discuss?"

4. Explore interests
 * Gather and exchange information eg "Tell me what is happening for you?"
 * Specify your interests and elicit theirs eg "This is how the team is being affected and I am worried because ....."
 * Identify common interests.
 * Form a neutral goal statement eg "We both want to be treated respectfully."

5. Problem solve and form agreement
 * Generate options.
 * Specify who will do what, when and to what degree.
 * Determine criteria for evaluation eg "Let's touch base in a day or two and see how we are doing."


 * CONFLICT RESOLUTION MODEL** (A. Giambroni, Dominica 2007 and Team Dominica 2007)
 * Can't happen when there is an angry side. Vent first. Approach when calm.
 * All sides have to agree to solve the problem.
 * Mediator optional - must be as objective as possible; all parties have to agree to the mediator.
 * 1st party - tells her/his side of the story - shares feelings; 2nd party - listens without interruptions and then paraphrases when 1st party is done.
 * 2nd party - tells her/his side of story - shares feelings; 1st party listens without interruptions.
 * Develop clear statement of the problem.
 * Brainstorm possible solutions - no judging.
 * Cross out possible solutions that do not work for any of the people involved.
 * Review possible solutions that remain and decide if they will work or if they are,at least, a start.
 * If no solutions remain, take time to think, further reflect, and try again later.


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 * Presentation en Francais:**