Be honest – if you didn’t have, or fear having, conflict, you wouldn’t even be looking at this page, would you?
Conflict is inevitable. Resolving conflict is critical, but far from easy. The CLOC approach to resolving conflict is grounded in developing common and joint understanding. We help participants in a conflictual situation identify the root causes of their conflict and then move toward a resolution using an exploratory, non-blaming and trust building approach.
Our neutral stance allows us to learn and understand both sides of the conflict and then help those embroiled in it build a common understanding of the situation and acknowledge their shared interests in a way that allows for resolution and forward movement.
Conflict resolution is not only about resolving a current situation. Sometimes it’s about getting past astorehouse of pent-up frustration and anger that has lead to unproductive work relationships; sometimes it’s about preventing future situations.
This process helps teams to...
This service might be for you if...
Some activities might include:
- Skill-building for individuals, including constructive confrontation and improved listening;
- Making agreements about how issues will be addressed in the future;
- Developing an understanding of the ways that personal styles and temperament affect communication;
- Learning to appreciate different approaches to conflict;
- Setting up new systems to improve communication;
- Building an appreciation of how differences – the multiple dimensions of diversity – come into play.
Our conflict resolution processes move people’s energy in a positive, constructive direction, aimed toward resolution. What a relief from the toxic, destructive effect conflict can have on an organization! Conflict resolution processes cultivate a climate where there is an assumption about the positive intentions of others and a storehouse of goodwill between participants that they can call on in the future; this, along with improved skills and systems, will greatly diminish future conflicts. But not rid you of them entirely – conflict is inevitable.
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This service might be for you if:
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- There is a “walking on eggshells” feeling in the workplace.
- The tension with one or more people is so bad that it is resulting in stress related symptoms like sleeplessness, outbursts, stomachaches, headaches, etc.
- Agreements don’t get implemented because people are not really committed to them.
- People talk behind each other’s backs, and your workplace if rife with gossip and rumor.
- You have an “either she/he goes or I do” feeling, even though you actually like your work.
- There are important matters that don’t get discussed because they are too close to some longstanding unresolved conflict – “we don’t want to go there…”
- There are significant turf issues with another department or unit that you must work with to serve your students or constituents.
- On a continuum, the climate in your environment is somewhere between unpleasant and downright hostile.
- There are people in your area who won’t talk with or even greet each other.
- There are people in your area who yell and scream, are blaming or condescending, won’t listen to others, and always think they are right.
- There is a general sense of discomfort but it is not clear why.
- Everyone avoids seeing, naming or discussing the “elephant in the room.”
- Formal or informal power differentials result in one or more people feeling silenced.
- You feel emotionally or physically threatened.
- You realize you haven’t been completely open and honest; you have let resentments or real issues fester and believe outside support could help you do that.
- People say one thing and do another.
- There is a stuck or paralyzed feeling in the environment.