I love this activity it really increases delegates self-awareness on their listening skills and how easily they can make assumptions. I'm in danger of over-using this fantastic exercise! Students will brainstorm to contrast positive conflict resolution and negative conflict resolution and then learn steps to positively resolve conflicts with friends. Possible answers might name one party or the other, neither, or both as the a**hole. Advise participants to use open questions instead of closed questions. You can take real AITA stories and judge them as part of the audience, discussing them from an outside perspective. The challenge is to see how long they can continue the dialogue for using just one question as a foundation for the conversation. No-one has ever got all the questions correct yet! Home Images Library Videos Library; Technology; . 1. I have used it in communication courses, management programmes and Diversity sessions. You'll Need: Flipchart paper and plenty of post-it notes. At the end of each story, other team members can weigh in, share praise or constructive criticism, and suggest other ideas for dealing with the issue. Conflict resolution activities strengthen your team. Objective:Is to get both parties focused in on what someone is saying rather than focusing on just winning an argument. Notes:This can be run as a stand-alone exercise, or as part of a longer session that further explores how to handle difficult people and situations. Andrew Pickin, Director, Motiv8 Development Ltd. Then hell want to look in a mirror to make sure he doesnt have a milk mustache.. It Takes A Village To Teach A Child Successful eyeopener about the danger of making assumptions. The story is, of course, Assumptions The Witches of Glum. Practicing this kind of conversation helps to prevent miscommunication and misunderstanding and promotes empathy. In total, allowing for discussion, we recommend allowing 20 minutes for completion. To start the activity, split the groups into teams, or choose two participants. Thus, you can promote appropriate means of handling conflict. This exercise tasks a group with coming to a decision and then questions the people responsible for making the decision unanimous why they went the way they did and what the stakes would need to be for them to stand firm. AITA? At the end of the exercise, start a discussion with the whole class. Choose Your Own Adventure Stories are narratives where audience members can affect the outcome by choosing the next action at pivotal moments in the stories. As a manager you should certainly be able to handle conflict. Vet the stories you use before you use them. Notes:A small prize for the winning team would be nice, though not essential. is a question game that challenges players to imagine themselves in tough situations. 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Group Size:Suitable for use with groups of almost any size. Ive used it in induction courses. Conflict resolution activities teach habits like active listening, empathy, negotiation, and compromise. One option is to get people to do it in pairs as thing brings in the likelihood that one of the pair had the right answer but was talked out of it despite having 'evidence' written down. We tend to train somewhat cynical engineers who really take a lot of engaging in order to deliver any Soft Skills. Notes:A great follow up for this is What is Assertiveness? in Course Modules. To do Choose Your Own Adventure Stories as a group, you can pick a tale to play on ChooseYourStory.com, or write your own script with multiple outcomes. The other person will then either just answer the question or answer and follow up with another question, but which must build on the previous question. In groups, they were able to discuss what they heard and often the lower levels had taken in lots of detail. It is a good alternative to the Goldilocks exercise. Group Size:This module can be used with groups of any size. Group Size:This module is suitable for use with groups of almost any size. Communication is vital to conflict resolution, so teach them how to talk about the issue and come to a mutually beneficial solution. Aims: To identify things participants have in common with each other. To explore the impact on relationships of finding common ground. Clio has taught education courses at the college level and has a Ph.D. in curriculum and instruction. Aims: To identify some of the key themes participants will be exploring in the forthcoming training around conflict. ", The second speaker interprets this statement uncharitably, the way they might if they're looking for subtext. Symonds Research, 11 Hermitage Street, Crewkerne, Somerset TA18 8ES, UK. 30 minute activity. Here's how it works. The problem with stereotyping also arose - which led into discussion about issues with stereo-typing internal and external clients. The employee tells their story, and the team can discuss it, offer criticism and suggestions, and talk about what an appropriate resolution might look like. Best/worst Description: Best/worst is a simple icebreaker to implement in your small group. How would you define conflict management? It comes from Reddit, where the r/AITA subreddit is dedicated to people telling stories of conflicts and scenarios in their lives. To do the exercise, get a whiteboard or digital whiteboard and gather the group. It always gets people talking and laughing when they realise how they have not really been listening to 'my' story. Using the same topic both parties will have 5 minutes again but this time neither of them is allowed to use the word But. You'll Need: Nothing other than the materials provided. I have used this in call handling training as well as to reception staff. Aims: To encourage the team to think about the team's strengths and weaknesses. To identify behaviour that the team needs to change. Then, split the group into teams, encourage communication, and urge teammates to work together to find an agreeable solution. In fact some people had been quite arrogant in their assumptions intially and quickly realised that this resulted in their undoing! Heroes | 9. Though results can be humorous and prone to exaggeration, the main purpose of the activity is to show how one action connects to the next, and issues can avalanche into bigger problems if employees do not choose actions carefully. Closed questions are those that require just a yes or no answer. Guest Contributions - Conflict Management and Conflict Resolution, How Fighting Dirty At Work Can Be A Career Stopper. People around the world are working more than ever< . Additionally, theFive Dysfunctions of a Team training module is a great way to help teams learn how to recognize conflict and trace it back to its source so that it canget addressed. Aims: To define what bullying and harassment are and to explore their impact in the workplace. Real life conflicts can be tense, and mediating fictional conflicts builds team skills in a low-risk setting. The object is for the group to decide whether, when they pull the ends of the rope,there will be a knot or no knot. How did you come to an agreement? Separate participants into groups of 4 or 5 and give them a large marker pen and a large sheet of paper. I have used this activity for over 10 years now. Normally both parties are hell bent on winning that they dont listen to the other person because they are too focused on what they are saying next. Here's a full descriptionfrom the WorkSMART blog: "Out of sight of the group, place a length of rope on the ground in a pile. I then get them to analyse what should be included in the Minutes using ABCD eg what's vitally important (the Absolutes), what are the Basics or the Background to the story, what adds Colour to your minutes to bring the story to life - and what can be left out (the Dumps - eg Christina, the wheelchair etc). Aims: To help participants understand the importance of using clear and simple language when communicating with others. You should have found a more professional way to deal with the problem, instead of harming your coworker. You'll Need:Nothing, other than the materials provided. Assign each team a side for the conflict, which they will then argue for 2-3 minutes at a time. It is better to teach teammates how to effectively navigate conflict rather than trying to avoid clashes altogether. - Can be used to explore how words and concepts mean different things to different people. I have recently used this exercise to introduce a session on cultural differences as the organisation was transferring its HR shared service to another country. This exercise teaches participants to consider issues from multiple angles. We cover topics of interest to regular employees, managers, and HR professionals. This gives participants time to really think about their choices. Time:This exercise will take about 10 minutes to complete. There is a lot you can do with this, but it's a very telling exercise when it comes to conflict resolution.". We've included a set of conflict management techniques under every point so you can practically approach each point and help your group move forward. Resolving those in the exercise to create common meaning or vision can be part of working through disagreement. You can take real AITA scenarios and act them out, with the same analysis and judgment at the end. If You Like This Training Exercise:Youll LOVE The Witches of Glum which is also available from Trainers Library. Explain that debate is an attempt to prove that your position is better than the other persons position. Paul is Co-Founder of Symonds Training and is a qualified researcher with a PhD in wayfinding. All rights reserved. Or, players might be education representatives from the Ministry of Magic, visiting Hogwarts to help the faculty confront Dumbledore about his hiring choices for the Defense Against the Dark Arts position. Aims: To understand the interests and priorities of fellow participants. To identify the benefits of getting to know those we interact with at work. Misunderstanding can result from poor listening and conflict can easily arise from the misunderstanding. Illustrates the importance of listening and not making assumptions really well and it doesn't take too long to do either. Wolf/Chicken/Grain Riddle. Click the image to learn more from the Amazon page. 3. Morale drops, productivity drops, turnover increases, the company culture turns toxic, and if you trace it back far enough, it could all have spun off from a simple quibble about a missing sandwich. Really makes people think about their active listening skills. Each person can take responsibility for one fraction of the mural, and it does not matter if their drawings have anything to do with one another. Remote/Virtual Delivery:There is a Remote Delivery version of this module available in Trainers Library. Its bad effects don't end there, however; conflict makes people unhappy, and the damage it does to company culture can overwhelm every other aspect of the work environment. Response 1 No, you are not. Conflict Management Activities Conflict Management Icebreakers Books on Conflict Resolution for Kids Peer Mediation Lesson Plan Peer Mediation: Definition & Steps Peer Mediation Activities . It is, after all, fake money and no one is going to lose anything at the end of the day! - Great starting point for conflict management exercises. The first speaker then reacts with a you heard, I meant, statement. The Positive Definitions Game Ice Breaker Activity: 20 to 30 minutes. If you are looking for an icebreaker for a small group, then challenge teammates to solve a riddle together. All other trademarks and copyrights are the property of their respective owners. This module has been endorsed by Show Racism the Red Card. Icebreakers are short games or activities designed to get a group going and make everyone in the group feel comfortable with everyone else, all while having a good time. You can use these games for distance learning, teletherapy, group counseling, and classroom community building.Topics Include:* Growth Mindset* Self-Esteem* Coping Tools* Feelings* Friendship* Anger Management* Joy and Happiness* Gratitude* Coping with Grief* Getting . 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