General Chat

Sayeedul, we are calling our program the id/DEAL approach. At it's core is a commitment to move from an "avoidance of conflict" to a "welcoming of perspective." Conflict creates a win/lose mindset that often produces lose/lose. Perspective creates a learn/learn mindset that often produces win/win.

The "id" of the approach is to intentionally disagree via an integrative debate. The DEAL of the approach is to experience Discussions Elevating Adaptive Leadership.

Our workshops involve explaining the process, observing it in others, experiencing it with someone else's concerns, and then finally applying it to one's own concern. The materials are minimal ( a very short PPT presentation), the facilitation of the structured activities produces the outcome - quickly and quite inexpensively.

Hi Sayeedul, I like to use the term "Team Dynamics" and incorporate relational/interpersonal skills that can be used in many types of interactions.  Because teams will naturally have conflict at some point, I encourage teams to be proactive with their positive interactions/relationship-building so they are building their bank of trust and support once a conflict does come up.  This doesn't necessarily predict an easy time with conflict management, but will probably result in a more effective time in conflict management.

We have a similar course and we call it Productive Conflict!  

@Carla Waldeck, I love the acknowledgement that conflict when handled and worked through well can produce positive results. I'm a big fan of Tuckman's observation about group development. :)

Hi Sayeedul,

We call ours "Improving Relationships through Conflict." Personally, I like having "Conflict" in the title because when people are in the middle of a disagreement it can bring up all kinds of emotions and bad habits which can spiral out of control and damage relationships. Helping them reframe the conflict as an opportunity to built trust and create a better result can be mind-bending for some. Good luck with whatever you choose!