Master Facilitator Journal

Master Facilitator Journal | Issue #0572, February 26, 2013

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Dear Friends,









I've seen a lot of great conflict resolution models and theories over the years. Many of them take a bit of cognitive capacity to grasp and especially to remember in the heat of conflict. When conflict shows up in a group, the higher mental faculties (of those in conflict and my own) aren't often operating at their peak. During times like these, if we use a model at all, it needs to be very simple and memorable. In this week's article, Got Conflict? Take an ASPIRIN and Call me in the Morning, we present just such a model. I hope you find it useful and as always, I look forward to your feedback.

Only 8 spots left in our Journey of Facilitation and Collaboration (JOFC) Workshop. Our next Journey of Facilitation and Collaboration Workshop is coming the week of June 17th in Madison, Wisconsin. Check out this opportunity to learn an Integrally Informed Approach to Facilitation and Leadership that will help you find and facilitate flow with your groups. Click here for details and registration!

Job Opportunity. Technology Analyst Trainer Program

An associate is looking for instructors to support a Software Development Life Cycle IT & Professional Development Boot Camp training solution for a leading financial services organization. This is an intensive 6-week session focusing on the development lifecycle as well as organizational culture, values, tools and technologies, with hands-on, project-based sessions. T3 will be June 24-July 12 in Ohio. The 6-week trainings will follow in Ohio, New Jersey, and London. Project concludes end of October 2013. Trainers will co-facilitate with the financial companies SME's in various areas during the training. The students are recent college graduates hired for the following positions: Business Systems Analyst, Infrastructure Engineer, Application Developer and System Support Analyst.

Candidates must:
* Have END-TO-END SW DEVELOPMENT LIFE CYCLE experience
* Have a strong technical background, including programming experience Java, iRise, ClearQuest, Jira, Quality Center, Subversion, JUNIT, NUNIT, Peregrine, Tivoli
* Be well versed in Agile
* Exhibit extreme professionalism and decorum at all times
* Minimum of 5 to 7 years of facilitation experience
* Be energetic
* Have the ability to keep a diverse audience engaged and participating over a full 8 hour day

If you are interested, reply to this email with your contact info.

We hope our work continues to bring inspiration to your world. Thank you for being a part of our growing community and please continue to send your wonderful feedback.

Blessings,

Steve Davis

Founder, FacilitatorU.com



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The Point

Got Conflict? Take an ASPIRIN and Call me in the Morning.
Learn this simple strategy for dealing with conflict.



Group Process Skill


conflictI've seen a lot of great conflict resolution models and theories over the years. Many of them take a bit of cognitive capacity to grasp and especially to remember in the heat of conflict. When conflict shows up in a group, the higher mental faculties (of those in conflict and my own) aren't often operating at their peak. During times like these, if we use a model at all, it needs to be very simple and memorable.

Go back to the last time you were in the midst of a conflict. What did it feel like in your body? For me, my head heats up and thoughts are coming fast. It almost feels like I need an aspirin. I offer the following model that we can hopefully remember and actually use when things heat up. Tell me what you think.



Application

When people get bothered and tension rises, it may be time for an ASPIRIN...

A: Ally. Befriend the conflictor(s). Let them know that you are there for them, looking out for their needs and interests.

S: Specifics. Ask the conflictor to describe their specific concern. Find out what they see, hear, and feel and the meaning they ascribe to these perceptions.

P: Protection. Balance protecting the group with protecting the conflictor(s). Maintain an environment that is safe for everyone. You may have to be a traffic cop here, enforcing basic operating agreements, and putting a stop to disrespectful behavior. A break might even be required to let everyone cool down for a few minutes.

I: Interests. Inquire into the conflictor's personal or professional interests. Find out how what they want and why they want it.

R: Review. Rephrase what you've heard so far and help the group decide if they would benefit by processing this issue now or deciding on another time and place.

I: Improvise. Use the above guidelines to generate and synthesize options for a course of action that feels right for all concerned. Trust your instincts and intuition.

N: Norms. Is the source of the problem you just encountered covered in your operating agreements or ground rules? If not, check in with group to see if they should be modified to prevent similar issues from arising in the future.

Add Your Comments



Action


Is this a strategy you'd be willing to try in your groups or in your own life? What simple model have you used for resolving conflict that you've found to be effective? I'd love to hear from you! Please click on Add Your Comments to share your questions, feedback, or experience.


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