Workplace Conflict Analysis: Tools for Leaders and Professionals

Conflict Skills

In this episode of the Conflict Skills Podcast, Simon Goode discusses his approach to analyzing workplace conflict, emphasizing the importance of understanding the self and the interplay of thoughts, feelings, perceptions, behaviors, and the body. He explains the framework he uses for conflict resolution, which includes self-regulation, de-escalation, understanding structural elements, and addressing data, value, and interest conflicts. Simon also highlights the importance of empathetic questioning and assertiveness while providing various strategies for managing and resolving conflicts effectively.
Approach to Analyzing Workplace Conflict

• Typical approach as a workplace mediator
• Application for leadership roles
• Use in scenarios with limited information (one side of the story)
• Coaching others on conflict awareness
• Framework vs. personal subjective experiences

Listener Feedback Request

• Different formats for podcast content (framework/theory, personal perspective, case studies)
• Feedback methods (email, positive reviews)

Self-Analysis and Conflict

• 5 aspects of the self derived from Buddhism:
  • Thoughts (cognition and the narrative we tell ourselves)
  • Feelings (emotions and subjective physical responses)
  • Perception (sensory information and attention)
  • Behavior (actions and volition)
  • Body (physical state and presence)
• Interconnectedness of these aspects during conflict
• Short-term self-regulation strategies for each aspect

Relationship Conflict Layer

• Interaction between self and the other person
• Steps for de-escalation using the 5 aspects of others

Structural Conflict

• Decision-making and communication dynamics
• Adjustments to communication modes and frequency
• Who is involved in communication
• Levels of formality
• Follow-up processes and information sharing

Drivers of Conflict

• Three main aspects that drive conflict:
  • Data Conflict (misunderstandings and differences in information)
  • Value Conflict (clash of principles, beliefs, and priorities)
  • Interest Conflict (differing desires and goals)

Setting Goals in Conflict Resolution

• Defining effective working relationships
• Minimum viable working relationship

Steps to Develop Conflict Resolution Plan

1. Self-Regulation
   • Keeping oneself calm using the 5 aspects of self.
2. De-escalation
   • Strategies to calm down the other person.
3. Raising the Issue
   • Language and approach to initiate conflict discussion.
4. Empathy
   • Questions and techniques to understand the other perspective.
5. Assertiveness
   • Defining boundaries and knowing the bottom line.
6. Next Steps
   • Deciding on a specific conflict resolution strategy (negotiation, collaboration, etc.)

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website: simongoode.com
email: [email protected]

Chapters

1. Introduction & Overview (00:00:00)

2. The five aspects of self in conflict analysis (00:02:45)

3. Self-regulation and interaction between conflicting parties (00:08:30)

4. Structural conflict and communication methods (00:13:15)

5. Three main drivers of conflict (Data, Value, and Interest) (00:19:45)

6. Setting goals and minimum viable working relationships (00:32:00)