Conflict is inherent part of living in diversity. It doesn't need to be painful. In fact it's a powerful engine of growth and connection. and fractals!

Mushroom - mason-unrau-BiuKlasmRwg-unsplash.jpeg

Lesson 2

Point #2

The components of conflict

Three ingredients of conflict

Three elements of good decision making

Three Necessary Ingredients of conflict

Diversity

Lack of Trust

Win-lose Process

Three-Ingredient Recipe for Conflict

Diverse Group

2 or more people with different information and life experiences. (NOTE: any two adult humans will easily meet this criteria.)

Lack of Trust

Lack of awareness of self or other.

Misunderstanding

power imbalance

negative emotion (fear, threat, shame...)

Adversarial, win/lose process

zero-sum, competitive

highly bureaucratic system/process/context

Structural obstacles to collaboration

Point #2

Three Elements of Good Decision Making

Information

Relationship

Win-Win Process

Three Elements of Social & Political Decision-Making

There are three distinct elements that form the basis of effective political analyses, social problem-solving, conflict resolution and decision-making: Content, relationship and process.

To have effective social and political decision-making, one must cultivate these three elements:

Read Less

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Content: The substance or content of the problem must be successfully identified, discussed, addressed, and resolved.

Relationship: Everyone who is impacted by a problem must be involved, and the relationship between the people who trying to solve or make decisions about it, must be respectful, constructive, trusting, and collaborative.

Process: The process of solving problems and making decisions must be inclusive, transparent, effective, and fair.

Lesson 3

Point #3

Why is Conflict So hard? and so important?

Why is Conflict so hard? and so important?

Model to teach

iceberg,

The Iceberg of Conflict

Why is Conflict so hard? and so important?

There's more than meets the Eye

Point #3

first of the Three Rules of Conflict;

First of the Three Rules of Conflict:

It's (usually) not about what it's about

Point #3

Power - Rights - Interests

Three Approaches to Resolving Conflict

Power - Rights - Interests

Breakout Group

smaill group exercise 1

Exercise 1: Breakout pod introductions, contact info exchange and discussion about hopes for course. 2nd Session: Select case study by using the "five why's" to understand what's at the heart of the issue.

Breakout Pods

Break into groups of 3 or 4

Prepare plans for breakouts.

Closing

Summary

Takeaway check

How do you feel towards conflict now?

Type Your Thoughts into chat (Don't say "opportunity")

Story

Melissa and Me.

Why it's important to understand what conflict is about.

Meet Melissa...

Upsell

Omni-Win Project Mailing list and content (join a community)? Office hours; Master course

This course is just the tip of the iceberg...

Join me.

Homework

Assignment

self-reflection survey, meet with pod. , find someone to interview for the next assignment

Homework!

Fill out the self-reflection survey

Materials

Ken Pages

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basic 15-16, 22-24, 29-30, 31-32, 33, 34

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Resources

Iceberg graphic

Material to prepare

break out exersise description, pod structure and assignments, Virtual Doc for "What is Conflict?" Exercise

Quotation

We have thought of peace as passive and war as the active way of living. The opposite is true. War is not the most strenuous life. It is a kind of rest cure compared to the task of reconciling our differences ... From War to Peace is not from the strenuous to the easy existence; it is from the futile to the effective, from the stagnant to the active, from the destructive to the creative way of life ... The world will be regenerated by the people who rise above these passive ways and heroically seek, by whatever hardship, by whatever toil, the methods by which people can agree. -Mary Parker Follett

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Design View of Module Breakdown

Design View of Module Breakdown

Opening

Title

Opening

outcome focus

Opening

Key takeaway

Group Discussion

large group Discussion

Lesson 1

Point #1

Lesson 2

Point #2

Lesson 2

Point #2

Lesson 3

Point #3

Lesson 3

Model to teach

Lesson 3

Point #3

Lesson 3

Point #3

Breakout Group

smaill group exercise 1

Closing

Summary

Closing

Takeaway check

Closing

Story

Closing

Upsell

Homework

Assignment

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Quotation

Materials

Ken Pages

Materials

Resources

Materials

Material to prepare

Closing

Opening

Slide Title

Welcome to "Facilitation & Conflict Resolution Transformation

Sub Title

Module 1: Discovering the Heart of Conflict

Description

Notes

Materials & Logistics

Module 1

Discovering the Heart of Conflict

Show hidden columns

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Welcome & Introduction

Discussion:

What is Conflict?

Answers in chat or google doc or zoom whiteboard

What do we see?

Diversity of terms

Communication is key

Lesson 1-1 - Alternative Definitions of Conflict

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`Alternative Definitions for Conflict`⁠
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Conflict is a fractal. The same patterns of conflict can be observed at different levels of society, from interpersonal relationships to large-scale social and political conflicts.

Conflict is a search, for example, in asking questions that invite authenticity, open-hearted communications, and partnership

Conflict is a way to learn about ourselves and others, and to build stronger relationships.

Conflict is an intrinsic feature sof creativity and innovation.

Conflict is a catalyst for growth and personal development.

Conflict provides an opportunity to practice empathy and develop better communication skills.

Conflict can uncover important information and perspectives that may have been previously overlooked.

Conflict can be a powerful tool for promoting change and progress.

Conflict can lead to deeper understanding and appreciation of others’ experiences and viewpoints.

Conflict can help us identify and address systemic issues and injustices.

Conflict can foster resilience and perseverance.

Conflict can ultimately lead to greater harmony, cooperation, and collaboration.

Conflict is the sound made by the cracks in a system. It is the voice of the new paradigm, a call for change in a system that has outlived its usefulness.

Conflict is an opportunity

It shows us what matters most to one another

It’s scary because it matters

Lesson 1-2 - Components of Conflict

Essential Features of Conflict (when it goes wrong)

The parties involved are interdependent; each needs something from the other, and they’re vulnerable if they don’t get it

They blame each other and find fault with each other for causing the problem

They are angry, fearful, or frustrated, or feel emotionally upset; these emotions may be obvious and known or disguised and unknown to parties involved

There are breakdowns in relationships, which impact people at an individual level, but can also reduce organizational. effectiveness and undermine movement values

There are many different kinds of cost associated with conflict, including political costs, and these can be reduced or prevented by learning how to respond more skillfully

Three-Ingredient Recipe for Conflict

Diverse Group

2 or more people with different information and life experiences. (NOTE: any two adult humans will easily meet this criteria.)

Lack of Trust

Lack of awareness of self or other.

Misunderstanding

power imbalance

negative emotion (fear, threat, shame...)

Adversarial, competitive or highly bureaucratic system/process/context

zero-sum, win/lose process

Structural obstacles to collaboration

Three Elements of Social & Political Decision-Making

There are three distinct elements that form the basis of effective political analyses, social problem-solving, conflict resolution and decision-making: Content, relationship and process.

To have effective social and political decision-making, one must cultivate these three elements:

Read Less⁠

⁠

Content: The substance or content of the problem must be successfully identified, discussed, addressed, and resolved.

Process: The process of solving problems and making decisions must be inclusive, transparent, effective, and fair.

Lesson 1-3 - The Heart of Conflict

Why Is conflict so hard and such an important opportunity.

Iceberg

Sources of conflict and why we get stuck

Power, Rights and Interests

Throughout history, there have been three ways that humans have responded to conflict:

Power-based approach: In the earliest form of resolving conflicts, power was used to determine the winner and the loser. This approach relied on the most powerful group or individual to win. Power could take various forms, such as physical strength, social influence, or hierarchical structures. However, this approach is unsustainable as the loser may seek revenge, leading to long cycles of conflict.

Rights-based approach: The next approach to resolving conflicts was based on rights. This system allowed equal access to justice for everyone regardless of demographic details. Laws were developed as guardrails of society to avoid falling into the abyss of conflict. However, the challenge of this approach was that laws tend to be made by people in power, and a rights-based approach still relied on the winner-loser binary.

Interest-based approach: The newest way of resolving conflicts is based on interests. This approach focuses on finding solutions rooted in the specific needs and interests of the individuals involved. It involves finding common ground by exploring the underlying interests and needs, which can be universally recognized. Interest-based conflict resolution requires time, effort, and skill, but it works.

The solution to institutionalizing mediation and interest-based thinking into our global culture is to change the way we respond to conflict. We need to integrate mediation into our day-to-day lives and language, making it part of our culture. It may be challenging, but it is necessary to evolve and prosper as a species.