Crafting Solutions to Conflict

The phrase “yes, and” sends a different message from “yes, but”. “Yes, and” can lead to further discussion instead of rejection. The “yes, and” phrase comes from theater improvisation, where a statement is affirmed (yes) and then built upon (and). The same concept can apply in discussions about ideas and suggestions: instead of rejecting them with a list of their shortcomings (“yes, but”), acknowledge the ideas and work together on them. It’s the best kind of conflict: ideas that clash -- and also invite collaboration and creativity.

Rogério Faé Rodrigues, currently a visiting scholar in the U.S., talks about helping enterprising families, in the U.S. and in his native Brazil. Rogério describes his work, as one of the founders of Une Consultoria, as a being a facilitator as much as a consultant: helping families to decide and implement what is best for that family. He noted that “there is no way of doing succession by imposition” (a valuable insight on avoiding damaging conflict). He also named dialogue as “the most valuable tool for my work” (always good for both preventing conflict and resolving conflict.) Rogério recommended “The Power of Openness and Trust: How to Increase the Impact of Your Management Team” by Lars Clemedson. You can reach Rogério at rogerio@uneconsultoria.com.br. His company website (which translates to English very well) is https://unesucessao.com.br/.

Managing conflicting memories of a past event can be essential to preventing and undoing damage in interpersonal conflicts. At times, it’s possible to have a civil conversation about those conflicting memories. In other cases, it’s best to agree to disagree and move on. Managing the potential damage to the valued relationship is the key. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.

Cookie cutters are great for making cookies: quick, easy, and uniform. Not so great for interpersonal conflicts. Cookie dough responds well to cookie cutters when all the conditions are consistent – that’s the idea! Humans aren’t consistent; we’re human. So, human interactions don’t respond well to a cookie cutter approach to conflict resolution. A solution crafted to address a particular conflict and, perhaps even better, a careful look at conflict management will serve humans more effectively.

Louise Duncan, Managing Director of TetraMap International, in Auckland, NZ, described the framework’s key concept that “Strength lies in valuing differences”. Facilitators use a process that allows individuals to discover their own elemental preferences in the world of nature: earth, air, water, and fire. Louise recommended: “The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth” by Amy C. Edmonson. Learn more and contact Louise through https://www.tetramap.com/ or https://www.linkedin.com/in/louiseduncan/. Louise hosts the podcast In Your Element, available for free wherever you listen to podcasts and on the TetraMap website.

The tragic fire at Notre Dame Cathedral in Paris demonstrated the value of having a plan and testing it as a way to reduce conflict and mitigate damage. The Fire Department devoted more than one hundred firefighters to rescuing artifacts in the cathedral. The plan identified key people and priorities. And it had been practice, on site, twice last year. These steps were essential in minimizing the impact of the fire.

The tragic fire at Notre Dame Cathedral in Paris highlighted some positive lessons to reduce conflict and mitigate damage. Control what you can. Adopt the good, though not perfect, solution. Start the process of improving a proposed plan, with a goal and a timeframe.

From life in an intentional community with his young family to his current passion as a patient-caregiver activist, Danny van Leeuwen, aka Health Hats, has had an appreciation for governance. Good governance can greatly reduce the likelihood of damaging conflict, and allow solutions to conflict to be crafted when needed. Danny has understood the importance of rules for a community to follow and the need to have a fair process to create -- and, when appropriate, to change -- those rules from the time he was living in an intentional community with his young family. Danny and his wife acted as champions of the process, keeping the group focused on continuing and completing the enactment of by-laws. His adult sons now live some of the lessons they learned as children, holding regular family meetings with their own families. In his life and work in the health care arena today, Danny has an appreciation for the power of governance, or decision-making, especially with regard to who has a seat at the decision-making table. You can reach Danny through his website: https://www.health-hats.com/. It has a wealth of resources.

Finding a way to broach the subject of an ongoing simmering conflict can be difficult; creating a catalyst can help. If there is a time-limited opportunity to address the conflict, or a deadline imposed from the outside, it might be fairly easy. Otherwise, how do we get past an implicit or explicit “why now”? It may work to use a specific date like Reconciliation Day (see the April 2 bonus episode), to mention an article, video or podcast on conflict, or to refer to others who have faced the same situation.

Denial can be an easy approach to conflict, but not a very good one. Pretending that there is no conflict or that an admitted conflict has no negative impact is rarely effective. Recognizing that a conflict exists and that it is doing real damage is important. You can then determine what the conflict is costing you – the first step in deciding if you want to address the conflict and attempt to resolve it.