conflict resolution tips for work and life
I’ve been writing and writing and writing here. Now it’s your turn, so that what I write in the future directly addresses what’s most on your mind. So, would you take 1 minute and answer my survey right now?
[This poll is now closed. Thanks for your input!]
Conflict Zen by Tammy Lenski is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 United States License. Based on a work at ConflictZen.com.
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Hi Tammy,
This poll is a great idea. I’m looking forward to reading your results. I put a link to this post at my blog hoping that it would help to create more input.
Thanks for helping get the word out about the poll, Guy!
I use this one all the time with my hypnotherapy clients. Again, I check with them first that the imagery doesn’t have frightening associations for them:
You are drifting quietly and calmly under the sea, kept safe in a bubble of protection. Everything inside that bubble is yours, and anything that’s there that you don’t need or want, you can push out through the bubble and the ocean will carry it away.
It may leave a gap within you, and if so, you can receive a gift from the ocean in return, something positive that you can replace it with and take into yourself.
There’s more to the imagery than that, but those are the essential parts.
This comment was originally posted on Conflict Zen
A clear visible start point (of the topic) followed by a ‘why’ and ‘how’ to work with it!
I am curious if such a behavior is (also) due to
- missing/ambiguous role/responsibility
- person not feeling empowered to handle it or for the fear of ‘crossing’ the boundary
- person being heavily process oriented
This comment was originally posted on Conflict Zen
Hi, Raghav, thanks for stopping in.
Sure, Donna’s behavior potentially had pieces of those components, with the exception of role ambiguity — she knew she was an admin and I was a dean, no ambiguity there nor in what her VP did and did not want her to do.
The strategies I outlined are designed to create movement and resolution regardless of her feelings of empowerment/powerlessness, orientation to work style, role ambiguity, etc.
Tell me more about your curiosity. What would be helpful for me to respond to?
Cheers,
Tammy
This comment was originally posted on Conflict Zen
Hi Tammy,
Thanks for responding to the comment.
I was referring to a situation where a person sees a problem but doesn’t take the first step to try to solve the problem. Although this is not relevant in the context of ‘Conflict’ between people – it is applicable to situation of ‘It is not my problem’
Coming to this situation, I have an opinion that peers with different hierarchical lines (functional) may find it difficult to address this.
cheers, Raghav.
This comment was originally posted on Conflict Zen
I’m interested in your opinion, Raghav, can you say more? Why do you think they have difficulty addressing this and in what circumstances?
This comment was originally posted on Conflict Zen