Ldrs400

Topic # 3 - Understanding Conflict Styles

Review of Session 1 & 2

Relationship Awareness Theory

Founded on 4 premises:

1. Behavior is driven by motivation to achieve self worth

2. Motivation changes in conflict

3. Strengths when overdone or misapplied, can be perceived as

weakness

4. Personal filters influence perceptions of self & others

RAT looks at how we maintain relationships in order to have

positive sense of ourselves and our value as a person

Emotional Intelligence

1. Self-awareness

2. Self-regulation

3. Empathy

4. Motivation

5. Social skill

Questionnaire – EQ #1

• Complete questionnaire EQ #1

• Identify your areas of strengths & areas of Dev

• See how you scored on self awareness

• Is you scored high, what does this mean?

• If you scored low, what does this mean?

Reading & Discussion

• Take 5 minutes and review reading: Have a Nice Conflict by Scudder, Patterson & Mitchell (2012), - Chapters 6-10, & 199-

234

• Share your thoughts in group

• Each group to present one insight to class

Topic #3 - Understanding Conflict Styles

• How individuals' approach & respond to conflict varies from personality to personality

• Our behaviors vary in conflict (RAT)

Introduction – Strength Deployment Inventory (SDI)

SDI – Understanding the Colors & the Hub

The Conflict Sequence

How the SDI helps in conflict resolution

• Ho

D-I-S-C Behavior Styles

• For Further Reading: DISC Behavior Style Document

When DISC Goes Shopping……

D – goes, buys & leaves

I – Calls 3 people & says lets go shopping; I am buying this, why

don’t you buy too…

S – Will help shopkeeper clean up, buy for others, get carried away..

C – What quality; where was it made: ingredients etc.

When DISC spots a Crocodile in park…..

D – Chase Crocodile

I – get people to join in chasing

S – Ignore crocodile – live & let live

C – Call park authorities, give details of croc, location etc.

Importance of DISC to Personal Development 1. Identifies your dominant behavior style – strengths and cracks

2. Your job/career demands another type; helps plan the adjustments needed

Examples:

(*) you maybe an S, but your new role as Team Leader may require more D & I

(*)you might be an I, but your new role as Program Control requires more C

(*) You are a D, but you have new role as HR counselor or Customer care, so you

need more S.

Highlights the need for coaching/mentoring

DISC in Conflict 1. Dominant Personalities: Skeptical and Impulsive • People with a dominant personality are direct and confrontational.

• They will address an issue head on, sometimes too quickly.

• They are impulsive and will have a tendency to go “all-in” with something they feel strongly about.

• They are skeptical people. If they do not see eye to eye on something, they are going to be hard to convince.

• They don’t have a lot of patience, but they will keep the group pushing forward.

2. Influential Personalities – Accepting and Impulsive

• People with an influential personality will feel at home in a team environment.

• They work well with others and show enthusiasm for group settings.

• They act impulsively. They are quick to take an idea and run with it.

• They will have some trouble turning down conflicting ideas, often leading to difficulties when those ideas clash.

• They are great support members within a team, but they will often lack in the leadership department.

3. Steady Personalities – Accepting and Methodical

• People with a steady personality are consistent and predictable. They will not cause distractions within a group atmosphere.

• They prioritize group harmony above all else.

• Much like influential personalities, they are great team members but lack leadership skills.

• They don’t push projects along very effectively, but they don’t create distractions or issues that could slow progress down.

4. Conscientious Personalities – Skeptical and Methodical

• People with a conscientious personality are just as skeptical as those with dominant personality traits.

• They are set in their ways and difficult to convince otherwise.

• Conscientious people take a systematic approach to everything they do.

• They are more patient, sometimes a fault.

• They are detail oriented and very logical thinkers.

• They are less likely to rush things or leave any mistakes, but they can really drag down the timeline of a project within a team environment

•

Why these Personality Profiles can Clash

• Between these four personality types, the conflict will often arise in group settings between the opposite types.

• Steady personalities will not respond with those with dominant traits and vice versa. Steady personalities will be more passive-aggressive while

dominant personalities will be more assertive and aggressive.

• Likewise, conscientious people will not always work well with influential people. Influential personalities are too impulsive. This will not sit well

with a detail oriented conscientious person.

• On the other hand, a conscientious person may nit-pick at things that aren’t needed, sometimes slowing the project down to a halt. This conflict

in the pace of the project will create friction between the two sides.

DISC Assessment

• Complete DISC Assessment

• Identify your dominant behavior style