Connie Barnaba - Keynote Speaker - The Conflict Dynamics Model

Conflict Can Be Managed
Here Is How It Works

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Definition of Terms
Power	The ability to get what one wants or to get done what one wants done. This ability should not be construed to reside only with position and title.
Interest	That which is desired or required by a party to a conflict and the rationale. Disclosure of interests allows the parties to explore multiple ways of fashioning a solution that addresses their interests.
Position	A predetermined solution to a conflict that addresses the interest of the party who supports it. A party who “stakes out a position” creates an obstacle to conflict resolution because the only acceptable solution is the predetermined solution which may not address the interest of the other party.
Style	A party’s preferred method for resolving a conflict that is based on past experience. The Conflict Dynamics Model illustrates three styles of conflict resolution: collaboration, innovation, and coercion.
Authentic Communication	Communication style characterized by candor while being respectful of the other party’s dignity. Simply stated, it means telling the truth which is the basis for establishing trust in a relationship.
Methodology	Approach utilized for reaching a solution to a conflict that tends to be influenced by style. For example, if a party’s style is collaborative, it is likely that the party would engage in brainstorming ideas and negotiation as a methodology in attempting to reach a solution. In reaching a solution, the parties may employ more than one methodology, but the approach is usually consistent with the party’s style. The *Conflict Dynamics Model* represents three approaches to conflict resolution: negotiated solutions, manipulated solutions, and dictated solutions.

The Conflict Dynamics Model above illustrates how the basic elements of conflict resolution affect the outcome of the conflict. Those basic elements represented in the model include:

The distribution of power between the parties
The parties’ perception of their options (open or limited)
Authenticity of communication between the parties (disclosure or non-disclosure of interests)
The parties’ conflict resolution style
The parties’ preferred methodology

Scenario 1 (Upper Left Segment)

In this scenario, the balance of power between the two parties is even and both parties have authentically disclosed their interests. The parties perceive their options for resolving the conflict as open and the potential exists to arrive at a solution that adequately addresses the interests of both parties. Because the parties accept the possibility of a solution that addresses both parties’ interests, the conflict resolution style is collaborative and the resolution is likely to be negotiated.

Scenario 2 (Upper Right Segment)

In this scenario, one party has significantly more power than the other and the interest of the weaker party is known. Although the implementation of the power broker’s agenda is the ultimate goal, the power broker seeks to accomplish that agenda in a way that respects the interest of the weaker party. The conflict resolution style is innovative and the resolution is manipulated in a positive way to ensure the weaker party’s acceptance of the proposed solution.

Scenario 3 (Lower Left Segment)

In this scenario, one party has significantly more power than the other and the interest of the weaker party is not considered relevant. The power broker is predisposed to effectuate his/her own position. The conflict management style is coercion which results in a “solution” that is dictated. Because the weaker party’s interests have not been addressed and that party cannot risk a high-stakes confrontation with a powerful adversary, this conflict results in guerrilla warfare (fight) or the weaker party simply retreats (flight).

Scenario 4 (Lower Right Segment)

In this scenario, the balance of power between the two parties is even and both parties have communicated their positions. The parties are unwilling or unable to consider any other option for resolving the conflict than their own position. However, neither has enough power to impose a lasting solution. This results in repeated engagements in which one party prevails for a time and then the other prevails for a time. The parties become extremely polarized and there is no solution to the conflict. This ultimately results in an on-going feud in which battles erupt over a triggering incident (fight) or in a stalemate in which the parties withdraw into a state of detachment (battle fatigue).

Calculate Your Cost of Conflict

Conflict Dynamics Model

Conflict Can Be Managed Here Is How It Works

Definition of Terms

Conflict Can Be Managed
Here Is How It Works