FIGHT OR FLIGHT
Conflict Resolution Exercise

An improvisational game for learning how to resolve conflict situations.
Practice by playing real-life scenarios close to the work environment.
You learn different styles of entering into and exiting out of conflict situations and you become aware of your intuitive style.
Practice by playing real-life scenarios close to the work environment.
You learn different styles of entering into and exiting out of conflict situations and you become aware of your intuitive style.
SYMPTOMS
- Team members don’t express their opinion
- Team members avoid conflicts
- Conflicts in the team stay unresolved for long
- Team members insist on their own point of view
- The team climate can be described as artificial harmony or interpersonal attacks
RESULTS
- Team members will be able to recognize different conflict styles during conflicts
- The team will focus on win-win solutions during team debates
- Every team member will get feedback from the rest of the team on their typical conflict resolution style
- Every team member will be able to consciously adapt their behavior during conflicts
HOW TO TAKE THIS PILL
… And so on, take turns until everyone has played
The pill starts here {





Team Leader (Ivan) and Team Leader from a partner-company (Jennifer) are on a work lunch in London to discuss the development of the first project between the two companies. The project due date is soon and cannot be changed. Jennifer gives feedback to Ivan on how the team is performing.

Team Leader (James) and his direct supervisor (Tom) are on a 1-on-1 meeting. Tom gives feedback to James that James’ team is not performing well, because they are not able to meet the project’s deadline.

A designer (Emanuel) has just received negative feedback from a Quality Engineer (Linda) regarding the product look, which is a result of the design team’s work. Emanuel and Linda meet to discuss the comments.

At a parking lot in a business building, a man (Oliver) is just about to park his car and sees another car in the spot where he intended to park. A man gets out of this car (Jake).

Dev (Mary) tells Dev (Bob) that there is a problem in his work. All the requirements are described in the specification document. Two weeks ago, at a meeting, changes have been made for some of the requirements, including what Bob has been working on. Mary has sent an e-mail with the changes. The specification document has not been updated. Bob has developed the business logic based on the old requirements.

Team Leader (Megan) gives feedback to a member of her team (Vicky) on the way she is solving problems.

Team Leader (George) and a Technical Guru (Michael) discuss how the project has been technically implemented 1 week before the release. Michael comments in front of the whole team that he is not satisfied with the quality of most functionalities.

Team Leader (Alex) and a Customer (Emma) are discussing the project, planned to be released in a few weeks. Emma wants to change the plan without changing the deadline date.

Team Leader (Chris) takes aside a Dev from another team (Tony) to tell him that people from his team cannot always help him.

Maria tells her boyfriend (John) what she wants them to do in their spare time on a Saturday afternoon.

Team Leader (Julia) tells a member of her team (Paul) that this afternoon he will have to do a demo of the product’s latest version in front of the client.
Models
Conflict Resolution Styles


Iceberg Model


When two people are arguing about something or looking for a solution to a common problem, it is vital that they understand the other person’s point of view.
Very often, or at least in the beginning, people express their positions. However, to understand what the person really wants, you have to understand not only what they say they want, but what they really want.
You should get to the bottom of their iceberg.
Once the two sides in a conflict understand the real interests and needs of the other person, a win-win solution emerges. Even if there is no possibility for such a solution, the way in which the dialogue will develop during the conflict will be much more tolerant, useful, and pleasant.
} THE PILL ends here
SIDE EFFECTS
The listening and understanding within the team is improved
Conflicts are not considered as something dangerous and something to be avoided.
Role-playing could lead to discussions about real situations and real conflict resolution styles and then an improved team climate.
Realizing what’s your default conflict resolution style could lead to disappointment.
For better effect – take together with
ANXIETY
PARTY
PARTY
Getting Feedback Exercise
Symptoms:
- Team members don’t put the problems on the table
- Team members don’t trust each other
- The team is slow
LOST IN
TRANSLATION
TRANSLATION
Clear Communication Exercise
Symptoms:
- People misunderstand you
- People don’t react as you expect
- You are often involved in conflicts
TOUGH TALKS
WITH FOLKS
WITH FOLKS
Symptoms:
- You can’t defend your position
- You unwillingly agree to requests
- You attack when defending
Feedback
