Crafting Solutions to Conflict

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.

Bruce Hammer, based on years of experience as a psychologist, therapist, leadership and organizational consultant, offers more insights on effective interpersonal communication. Today’s episode is part two of my conversation with Bruce. Don’t miss part one, which is the regularly scheduled episode just before this one. (There’s a bonus episode in between because that covers a time-sensitive topic.) Bruce and I had been talking about how we tend to speak in groups, when we have the floor (or the talking stick). We pick up the conversation there and move on to the importance of recognizing that different perspectives are inevitable and will affect how we view – at least initially – our conversations with others. Bruce also noted the value of setting “rules of engagement”: expectations of how communication and conflict will be addressed. The setting of expectations, especially in family businesses where different spheres of life intersect, can reduce the likelihood that conflict becomes destructive instead of creative.

Advice columnist Ann Landers declared April 2 as Reconciliation Day for family and friends. Thirty years ago, a reader wrote in to the syndicated columnist and suggested that a day be set aside for family and friends to extend – and to accept – the olive branch of reconciliation on a day named Reconciliation Day. Three years later, Ann Landers declared it an annual tradition. In some countries, Reconciliation Day is a national holiday relating to the nation’s history. In this case, it’s a more interpersonal context of conflict. These reconciliations can and do happen! And sometimes it helps to have some nudge outside the conflict to get things started. Reconciliation Day, April 2, can be just that nudge.

Bruce Hammer, based on years of experience as a psychologist, therapist, leadership and organizational consultant, explores communication mindset and a number of factors that can help us communicate more effectively. This episode is part one of my conversation with Bruce. There was so much good – as in practical and positive – information that I decided to deliver it in easy-to-digest bites. In part one, Bruce talks about some specific ideas about communication, including the importance of ensuring that the message you intend to send is the one received, as well as ideas about how to do that, including considering, thoughtfully, the particular person we want to understand our message. We also talked about the concept of the talking stick, literally, figuratively, and in video communications, and how useful it can be to the speaker, the listeners, and the group as a whole. All of these ideas are useful in preventing damaging conflict. You can reach Bruce at http://www.hammerassociatesllc.com / or 516.776.0236.