Comment les évaluations de la résolution des conflits peuvent-elles promouvoir une culture de respect et d’inclusion ?

There are testing instruments that are truly effective in furthering understanding and discourse about how we respond to and manage conflict. A good example of this is the Conflict Dyamics Profile. However, a focus on interpersonal conflict often can often come at the expense of uncovering the route causes of conflict in organizations. A truly proactive approach is a workplace fairness assessment that looks at how we reduce the risk of negative conflict from arizing in the workplace.

When we become more aware of our own style and those of others, and begin to share the resulting insights in a mutually supportive way geared toward growth and learning, then we can start finding a platform for working together across our differences in way that is more respectful, equitable, and focused on gaining the benefits of all contributions -- and therefore more inclusive. Also, through some assessments, we can learn what behaviors we use are productive for collaboration and inclusion, and which may be less so (and even destructive), and hopefully become able to modify as needed.

Navigating conversations with our colleagues can be a bit tricky at times. Surprisingly, studies indicate that nearly 69% of us feel a twinge of unease when approaching team discussions, and when the topic gets tough that unease can amplify. A lot of this hesitation comes from the uncertainty of how our message might land. As a result, many opt to delay or even sidestep these essential chats. However, sidestepping often complicates matters, sometimes pulling others into a snowballing issue. It's evident that a bit of guidance and training could go a long way in helping us confidently handle these pivotal conversations and maintain open, effective communication.

Witnessing how conflict resolution assessments have woven respect and inclusivity into the workplace fabric has been profound. They shine a spotlight on diverse perspectives and foster mutual understanding, bridging gaps between differing viewpoints. By identifying and addressing conflict's root causes, these assessments empower everyone to contribute to a cohesive work environment. This not only elevates team morale but also flags unconscious biases, steering towards a more equitable space. The benefits? Enhanced collaboration, a robust respect for all voices, and an inclusive culture where innovation thrives.

Conflict Resolution Assessments are crucial to fostering a culture respect and inclusivity because (amongst others) : - They provide current insights/snapshot of the position the parties involved have taken towards a particular issue or fixed point of conflict. - Then once each party has some understanding of where everyone stands, they better understand the causes and motivations of their own points-of-views and/or biases. - Next, the assessments provide the parties with the map of navigating their emotional landscapes which is the "crucial" part as now everyone can work together to advance towards that middle point (the source of the conflict) in order to direct their attention and energy to desolving the conflict, instead of each other.

In my experience developing personality tests for high-risk (and conflict resolution-focused) jobs, especially in the law enforcement/public safety fields, the focus has been on placing the best candidates in those jobs dealing with the public on a daily basis. My research and publications also focused on prediction of positive outcomes in performance (see ResearchGate.com for published articles). The Inwald Emotional Intelligence Success Quotient (IESQ) assessment is a set of four short questionnaires that identify the most important characteristics for success in social situations requiring mature behavior and effective strategies for appropriate communications and conflict resolution. Available to managers seeking peak staff performance.

I have found the CDP (especially the 360 version, but also the self-assessment) to be extremely useful in coaching and in working with teams. As we gain more insight into which of our behaviors is positive and constructive--i.e., they help reduce the intensity and destructiveness of a conflict--and which may be more negative and therefore exacerbate the intensity and intractability of a conflict, we can work better with others, across more types of differences. This is very important in most work settings, because it's extremely rare that we can accomplish anything alone.

The description lists conflict resolution assessment tools. Much later in life, I learned about an OODA loop (Observe, Orient, Decide, Act). In early practice as a hospital chaplain intern, I saw that in action surrounding grief responses to death. Some families are quiet. Some are very loud. Conflict can ensue across a section of a hospital when those cultural responses to grief clash. Hospital staffs can assess potential conflicts by observing (asking questions?, etc), orienting the staff and families to the setting, deciding on how to create safe locations for varying expressions of grief, and then building those respectful places and processes that will minimize conflicting expressive styles.

Certainly! Here are two types of conflicts with real-life examples: 1. **Communication Style Conflict:** - **Scenario:** In a project meeting, the creative team prefers brainstorming sessions to generate ideas, while the analytical team prefers written proposals. - **Conflict Resolution:** Assessments reveal communication styles, leading to a compromise like incorporating visual aids in written proposals. 2. **Priority Conflict:** - **Scenario:** Marketing wants to prioritize brand aesthetics, but the sales team prioritizes product functionality, creating tension. - **Conflict Resolution:** Assessments identify priorities, enabling a collaborative strategy where design elements enhance product functionality, meeting both teams

It is a practical start of a term workshop helping people to see things in a bigger perspective and open the conversation hitting the hot topics. People tend to see the big picture from the assessment and dive into the problems easily. It is important not to focus on the most problematic issues. Rather start with the ones with biggest differences in rating the problems. It helps open the conversation about different perceptions coming from needs, values and specific issues. Then check again the answers and verify. Dig into the problem. Do not avoid it.

Any assessment is a means to an end, not an end in itself. Assure you have a clear need or objective you are seeking to achieve through thorough exploration and analysis of the reason for approaching the work with a conflict assessment. The context for the sharing of data, building understanding, and growing skills must happen in a safe environment -- do self- and group- exploration can deeply damage trust in the facilitator and the process if not handled with respect and delicacy, with clear motive.

Seja para autodesenvolvimento, formação de equipes, coaching, treinamento ou até mesmo mediação, essas avaliações proporcionam uma visão valiosa. Através delas, é possível identificar pontos fortes e áreas de aprimoramento, ampliar a compreensão sobre os estilos e preferências de conflito da equipe, e oferecer feedback e orientação para impulsionar o aprimoramento de desempenho na resolução de conflitos. Além disso, as avaliações são fundamentais para criar programas de aprendizagem interativos, alinhados às necessidades e metas específicas.

1. Assessment Process: • Conduct a conflict resolution assessment that includes questions about work preferences, time management, and communication styles. 2. Individual Insights: • Share the assessment results with the team, highlighting individual strengths and preferred working styles. 3. Facilitate Discussion: • Organize a team discussion to explore the insights. For instance, some team members may value detailed planning, while others thrive in more flexible environments. 4. Collaborative Solutions: • Use the assessment insights to collaboratively establish new project timelines that consider diverse work styles and preferences. 5. Feedback Loop: • Regularly revisit and adjust the process based on feedback.

Choosing the right conflict resolution approach tailored to your specific needs is crucial. Make sure it aligns with your values. Humility and honesty are key during the process - steer clear of biases and manipulation. Afterwards take time to reflect on the results, perhaps seeking feedback to gain new perspectives. You can review your progress. Reflect and adjust strategies as needed. It's a dynamic process that ensures continuous growth and effectiveness in conflict resolution. Good luck navigating conflicts!

An assessment is only as effective as the information that’s used to compile the results. Once the right assessment is chosen and determined it’s well fitted, the employees should take it without bias.

Conflict resolution assessments can play a critical role in promoting a culture of respect and inclusivity within an organization. In my experience, one best practice is to ensure that these types of assessments are designed to be inclusive and considerate of diverse backgrounds, perspectives, and communication styles. Another best practice is to provide training on conflict resolution skills to all employees, emphasizing the importance of respect and understanding differences. And lastly, this best practice, which I believe is most important for conflict resolution is, transparent communication. This helps foster open and honest communication, encouraging employees to express their concerns and perspectives.

Conflict resolution assessments can inadvertently oversimplify complex individual behaviours, potentially leading to stereotyping rather than understanding diverse conflict styles. For example, labeling someone as "avoidant" based on assessment results might disregard situational nuances and cultural factors influencing their behaviour. Additionally, individuals may resist honest participation due to discomfort or fear of judgment, limiting the assessment's effectiveness.

Conflict resolution has and always will be a critical component of the workplace. A conflict resolution assessment may or may not dive deep enough into the root cause of cultural differences between colleagues, but in my years of experience I have seen it work more times than not. The assessment is used to gain clarity about the nature of the conflict. It allows focus on the challenge of diversity among employees with different perspectives. When employees feel valued and respected they are more productive. An anonymous assessment allows them to express social, cultural, economical and professional opinions without fear of repercussions. The results will help leadership build successful teams and work collaboratively.

Some conflict resolutions assessments will just not get to the meat of what is happening in your workplace. Be aware of usage and consider if it would be more harmful or helpful to your team.

While conflict resolution assessments can be a good starting point, they should not be the only or the main way to promote a culture of respect and inclusivity. It is important to recognize that promoting respect and inclusivity goes beyond understanding conflict styles. It requires a comprehensive approach that addresses systemic barriers, unconscious biases, and power dynamics within the organization.

2. Limited Context: • Challenge: Assessments might not capture the complexity of real-life situations, lacking the nuances that contribute to conflicts in specific work scenarios. Limitations: 1. Static Nature: • Limitation: Conflict resolution assessments offer a snapshot of individuals at a specific time. They may not adapt well to evolving team dynamics or changes in personal preferences. 2. Overemphasis on Individual Traits: • Limitation: Focusing solely on individual traits might overlook systemic issues within the team or organization that contribute to conflicts.

Engaging in conflict resolution assessments proves to be an enriching experience. Conflicts often stem from disparities in beliefs or opinions, and these assessments shed light on the multifaceted elements contributing to such conflicts. The revelation of these assessment findings not only identifies the root causes but also offers a great opportunity to examine and understand the underlying dynamics. By sharing these results with individuals, there is a chance to raise awareness and sensitize people to the diverse cultural beliefs that may be at play. This, in turn, serves as a profound eye-opener, fostering inclusivity and nurturing a climate of respect for various cultures within the community or organization.

Make sure the conflict assessments are done in a way that uncovers deeply engrained/root causes of the conflict. Don't be afraid to question the status quo and be intentional about disrupting it especially when the status quo perpetuates and sustains exclusion. Realize that you cannot be neutral when power imbalances are creating workplaces that are psychological unsafe. Also understand how the design of the assessment could miss how racism, ableism and other -isms contribute to the conflicts. To do conflict management properly it needs to also be guided by intersectionality, anti-racism and anti-oppression. Commit to changing the power imbalances and working towards conflict resolutions that lead to inclusion and equity.

All too often conflict resolution assessments add an uneeded layer of complexity to the conflict resulting in the solution actually transcending the initial chaos. Solving a corporte culture issue with additional processes is counter productive therefore, I very seldom use them. Understanding that constructive conflict is essential to achieving the best possible solution...I embrace it as an opportunity and instead deploy my Conflict Resolution Model where one at the onset asks simple questions like "was it your intent to________". When if comes to conflict resolution...there is brilliance in simplicity.

When it comes to equity conflict, the response is often to deny as harm was not intended, defend (I followed policy) when denial is no longer possible) and to delay (promise to do better) when defense fails. What I call the 'd' grade or degrading approach. I recommend what I call the 'A' grade approach. Accept when people tell you they are harmed they are harmed, and accept you can harm without intent. Actively listen to understand from the other perspective without defending. Act not later but now, as it never feels good to know you leave others in a state of harm. Hint - try it in your personal life. You might find your relationships improve.

Conflict resolution assessments can promote a culture of respect and inclusivity by providing a structured framework for addressing and resolving conflicts. These assessments help individuals and teams understand their communication styles, preferences, and potential sources of conflict. By fostering self-awareness and promoting empathy, assessments contribute to a more respectful and inclusive workplace culture.