What is the best way to diagnose conflict in a group with limited resources?

1 The Circle of Conflict

The Circle of Conflict, developed by Christopher Moore, is a simple and visual way to identify the main causes of conflict in a group. It consists of six categories: values, relationships, data, interests, structural, and external. Each category represents a different aspect of the group's situation, and can generate conflict if there is a mismatch, misunderstanding, or disagreement among the group members. By using the Circle of Conflict, you can pinpoint the root cause of the conflict, and choose the most appropriate strategy to resolve it.

2 The Conflict Triangle

The Conflict Triangle, proposed by Friedrich Glasl, is a more complex and dynamic model that shows how conflict can escalate or de-escalate in a group. It consists of three dimensions: cooperation, emotion, and issue. Each dimension has nine stages, ranging from low to high intensity. The model suggests that as conflict intensifies, the group's cooperation decreases, the emotions become more negative, and the issues become more polarized. By using the Conflict Triangle, you can assess the current stage of the conflict, and identify the best intervention to prevent it from worsening or to move it to a lower stage.

3 The Conflict Style Inventory

The Conflict Style Inventory, based on the work of Kenneth Thomas and Ralph Kilmann, is a self-assessment tool that helps you understand your own preferences and behaviors when dealing with conflict in a group. It consists of five styles: competing, collaborating, compromising, avoiding, and accommodating. Each style has its own strengths and weaknesses, depending on the situation and the relationship. By using the Conflict Style Inventory, you can discover your dominant and secondary styles, and learn how to adapt them to different conflict scenarios.

4 The Conflict Transformation Framework

The Conflict Transformation Framework, created by John Paul Lederach, is a holistic and long-term approach that aims to transform the underlying patterns and structures that generate and sustain conflict in a group. It consists of four levels: personal, relational, structural, and cultural. Each level involves different actors, issues, and processes that influence the group's conflict dynamics. By using the Conflict Transformation Framework, you can develop a comprehensive and strategic vision for addressing the root causes and effects of the conflict, and fostering positive and sustainable change.

5 The Conflict Management Cycle

The Conflict Management Cycle, adapted from the work of Bernard Mayer, is a practical and iterative process that guides you through the steps of diagnosing and managing conflict in a group. It consists of four phases: engagement, analysis, intervention, and learning. Each phase involves different tasks, skills, and tools that help you to understand, communicate, negotiate, and evaluate the conflict situation. By using the Conflict Management Cycle, you can follow a systematic and flexible method for resolving the conflict, and improving the group's performance and relationships.