1. ZONTA DISTRICT 4 SPRING WORKSHOP
CONFLICT RESOLUTION

2. CONFLICT Natural part of life
Doesn’t have to be negative when handled appropriately
Why it happens
Personal differences-opinion, beliefs, religion
Clash of ideas, choices or actions
Poor communication
Doesn’t have to be negative-when handled well, can help someone stand up for themselves and others, find a mutually satisfactory solution or way to work together
Clash of idea, choices of actions-different work styles, ideas on how to handle something, change and fear of this.
Poor communication-or miscommunicaton is often the cause of conflict

3. PREVENTING CONFLICT
All conflict cannot be prevented but it can be addressed
Discuss the expected behaviour of club members
Respect differences
Treat others as you want to be treated
Keep negative opinions to yourself, bring serious concerns to the appropriate leadership
Keep your distance, don’t engage in the negative topic
Respect differences-in beliefs, religion, lifestyle-learn to embrace differences
Treat others as you want to be treated-be respectful and courteous. If someone is disrespectful you can let them know you don’t appreciate how they treated you but retaliating in kind will only escalate the situation.
Keep negative opinions to yourself-people can be turned off by this particularly if they feel they are being drawn into the conflict-talk to a friend or someone outside the situation/club. Totally agree, but just don’t keep things bottled up inside or again it feasters and becomes a larger problem.
Keep your distance-not always easy to do. We tend to conflict with those close to us-set boundaries.

4. CONFLICT RESOLUTION Address the issue early
Address the issue in private (if it is safe), not in front of others
Expect discomfort
Be specific and objective
Focus on the solution
Be open
Respond constructively
Address the issue early-if have a issue with someone-don’t let it fester
Address the issue in private-find an appropriate time to talk with the person-try and resolve it by yourself before involving others.
Expect discomfort-on both sides- be honest about this
Be specific and objective-be clear about issue at hand, avoid use of broad generalizations like “always” and “never”, keep the personal out of is and any past issues.
Focus on the solution-don’t dwell on blame or the problem, but what needs to be done to resolve it
Be open-to other ideas, solutions, consider their ideas and what experience they may bring, be respectful
Respond constructively-let them know your respect what they are saying even if you disagree-don’t respond negatively or ridicule the person

5. CONFLICT RESOLUTION Keep a sense of humour Listen Learn to compromise
Don’t attempt to resolve conflict when tempers are flaring
Know when to retreat
Practice forgiveness
Keep a sense of humour-particularly about yourself, can break the tension, use it appropriately
Learn to compromise-look for a way to meet in the middle
Tempers are flaring-if necessary, take a break and come back to it
Know when to retreat-not always going to be able to resolve the issue-pick your battles-may need to back down for a variety of reasons and need to decide what is most important-winning or the health of the relationship or club
Practice forgiveness-times when someone says something unintentionally or intentionally-ok to be hurt or angry, but may need to let the negative emotion go for your own health

6. DEALING WITH CONFLICT IN A LEADERSHIP ROLE
Presidents may be called upon to resolve conflict between members
Encourage them to resolve the issue themselves
If you have to mediate, follow similar steps discussed
Ensure you take time to hear both sides of issue
Maintain boundaries
Work towards a solution with disgruntle parties but be prepared to make a decision
President’s called upon to resolve conflict-encourage club members to resolve it themselves
Ensure you take time to hear both sides of the issue-may have to do this separately
Maintain boundaries-keep personal feelings, thoughts or relationships out of the discussion
Work towards a solution but be prepared to make a decision-may not be able to resolve to everyone’s satisfaction-will need to make the best decision for the club if this is required-can take it to Area Director, executive etc. for feedback.