What are some tools or frameworks that can help you analyze and manage group conflicts?

1 Thomas-Kilmann Conflict Mode Instrument

The Thomas-Kilmann Conflict Mode Instrument (TKI) is a self-assessment tool that helps you identify your preferred style of dealing with conflict. It measures your tendency to use five modes: competing, collaborating, compromising, avoiding, and accommodating. Each mode has its pros and cons, depending on the situation and the relationship. By understanding your own and others' conflict styles, you can choose the most appropriate mode for each conflict and communicate better with your group members.

2 Interest-Based Relational Approach

The Interest-Based Relational Approach (IBR) is a framework that helps you resolve conflicts by focusing on the underlying interests and needs of the parties, rather than their positions or demands. It involves four steps: separating the people from the problem, focusing on interests rather than positions, generating creative options, and using objective criteria. By using this approach, you can foster a cooperative and respectful atmosphere in your group and find solutions that satisfy everyone's interests.

3 Circle of Conflict

The Circle of Conflict is a tool that helps you analyze the sources and types of conflict in your group. It identifies six common causes of conflict: data, relationship, values, interests, structural, and moods. By mapping the conflict onto the circle, you can see which causes are most relevant and how they interact with each other. This can help you diagnose the problem and choose the most effective strategies to address it.

4 Conflict Resolution Process

The Conflict Resolution Process is a framework that helps you manage conflicts in a systematic and structured way. It consists of six steps: prepare, listen, acknowledge, explore, generate, and agree. In each step, you use specific skills and techniques to move the conflict towards a positive resolution. For example, in the prepare step, you set the ground rules and goals for the discussion. In the listen step, you use active listening and paraphrasing to understand the other's perspective. In the acknowledge step, you express empathy and validation for their feelings and concerns. And so on. By following this process, you can build trust and rapport with your group members and reach a mutually acceptable agreement.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?