1. AUSTRALIAN INDIGENOUS LEADERSHIP CENTRE
Course/Program: Conflict Management

2. Day 1 Session Outline: Managing Conflict Creatively
1. Setting the scene
2. What is Conflict?
3. Analysing Conflict
Morning Tea
4. Conflict Management group exercises and lecture
5. Managing conflict- The competences key principles and skills of Conflict Management
Lunch
6. Introduction to the group case study
7. Group case study
8. Group case study presentation
9. Introduction to individual assessment projects
10. Session closure

3. Day 2 Session Outline: Managing Conflict Creatively
11. - Element 1. Assess potential conflict Case study (small group work )
12 . Element 2. Consider the conflict situation Case study (small group work )
Morning Tea
13. Element 3. Carry out strategies to resolve Conflict Case study
14. Mapping conflict
Presentation of small group case studies, small group presentations
Lunch
15. Developing options
Individual Project. Developing a conflict management strategy.
16. Negotiation. Presentations of Individual case studies
Afternoon tea
17. Managing Conflict: A governance competence; A group case study
18. Group Case Study Presentations
19. Course closure and Evaluation (20 Minutes)

7. Two Worlds

8. What are the elements of conflict?
There has to be at least two parties
There has to be some kind of a struggle or threat, either real or suspected
There must be some interaction or interference
The transaction can be emotional
What are the elements of conflict?
The facilitator examines each of the groups pictures and then using individual elements of one or more pictures makes the following comments.
A conflict issue can be large or small, interpersonal or between community groups. It can be a situation as simple as a parent wanting a pre-schooler to eat a food the child doesn't want, or as complex as two countries claiming the same territory. Whether conflict is large or small, it has certain characteristics.
There has to be at least two parties -- two or more people, two groups, two countries, person and a group, or a country and a group.
There has to be some kind of a struggle or threat, either real or suspected.
There must be some interaction or interference.
The transaction can be emotional.
Each person has ways of resolving conflict. How he or she reacts in situations when differing wills clash is learned behaviour. Many of these reactions are patterns learned as children. The people around an individual model behaviour that can either be used or rejected. Everyone was brought up differently, therefore styles of solving conflicts are different. Those methods of dealing with conflicts may carry over into the way one deals with community conflicts

9. The conflict Cycle Tension Development Role Dilemma Adjustments
Confrontation
Injustice collecting

10. Conflict Management Styles
1. Aggressive/Confrontal
2. Assertive/Persuasive
3. Observant/Introspective
4. Avoiding/Reactive
1. Aggressive/Confrontal. This is a method which uses direct tactics. There is a strong need to control situations and/or people. The style is directive and judgmental. The idea is to straighten out the other person, to argue about who is right, and to be ready to defend ideas forcibly.
2. Assertive/Persuasive. This position describes a readiness to defend a stand without being pushy. The willingness to work toward a solution through negotiation is the characteristic attitude. Verbal skills are used to bring the other party around.
3. Observant/Introspective. A process of observing others and examining oneself analytically in response to conflict situations is typical. Other behaviours commonly include a striving to understand and listen, and to put oneself in the other person's place. The mood is cooperative, even conciliatory.
4. Avoiding/Reactive. To be passive and withdrawing from conflict situations is the customary manner. A person using this method is usually accepting and patient, often suppressing strong feelings to avoid confrontation.
None of these methods is always right or always wrong. Methods 2 and 3 above are often most productive.
Aggressive behaviour usually victimizes others and tends to make people uncooperative. Avoidance behaviour usually victimizes one's self and tends to make it difficult for others to know there is a problem. Adapted from Managing Conflict Creatively, Family Community Leadership Project.

11. The 12 key principles of Conflict Management
1. Analysis
2. Preparation
3. Effective communications
4. Collaboration
5. Process
6. Problem solving
7. Negotiation
8. Third party facilitation
9.Flexibiltiy
10. Resolution
11. Reality
12. Training

12. The 12 key Conflict Management Skills
Win Win Approach
A Creative response
Empathy
Appropriate Assertiveness
Cooperative Power
Managing emotions
Willingness to resolve
Mapping the conflict
Designing Options
Negotiation
Mediation
Broadening perspectives

13. Using the competency unit - Manage Conflict is one way of Conflict management
The key is to apply the principles of conflict management to each of the elements

14. Competency Unit-BSBATSIL 503A-Manage Conflict
There are three element of the unit they are:
Assess potential conflict
Consider the conflict situation
Carry out strategies to resolve conflict
Each of the elements has a number of performance criteria

15. Element 1. Assess potential conflict
Performance Criteria
The causes of conflict are identified and listed
Potential situations of future conflict are discussed
Strategies to prevent conflict are identified and documented

16. A Win Win Approach
To consider types of behavior we use to resolve conflict
To understand the principles and the value of a Win Win approach
The Conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia

17. Creative Response
To understand how powerful the messages we give ourselves effect the outcomes, when faced with conflict
To explore ways of transforming our thought patterns
The Conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia

18. Empathy To understand the concept of empathy To explore
To develop and practice the skill of active listening
The Conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia
To explore
communication patterns
which block and which
foster empathy

19. Mapping the conflict To learn the technique of mapping
To understand how mapping can be applied in a range of setting and for many purposes
The Conflict Resolution Network PO Box 1016 Chatswood NSW 2057 Australia

20. Element 2. Consider the conflict situation
Performance Criteria
The implications of the conflict are identified and listed.
The conflict is considered and responsibilities identified.
Resolution strategies are developed and documented in consultation with the conflicting parties.
Professional advice is sought where needed.
The integrity of individuals and the organisation are ensured.
Discretion and confidentiality are respected.

21. Appropriate Assertiveness
To explore the differences between aggressive, passive and assertive behaviors
To learn the formula for “I” statements
The Conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia

22. Co-operative Power
To identify and explore our attitudes and uses of power
To consider way to harness and to use power effectively not at the expense of others
The Conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia

23. Managing Emotions
To realize the importance of acknowledging and expressing emotions
To learn skills for identifying and managing emotions more effectively-both ours and other peoples
The conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia

24. Willingness to resolve
To explore reasons for being unwilling to resolve conflict
To consider and learn process to assist in increasing our willingness and our ability to resolve conflict
The conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia

25. Element 3. Carry out strategies to resolve conflict
Performance Criteria
Strategies which respect culture are employed.
Strategies are implemented promptly, appropriately and impartially.
Time is allowed for the conflict to be resolved.
The process of resolution is evaluated.

26. Designing options
To identify and understand the steps involved in designing options
To learn how developing options is separate from selecting options
The Conflict Resolution Network PO Box 1016 Chatswood NSW 2057 Australia

27. Mediation To explore the meaning and uses of mediation
To apply the key principles
of mediation to the conflicts
we deal with
The Conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia

28. Negotiation To explore the key skills and the structure of negotiation
To practice negotiation
The Conflict Resolution Network PO box 1016 Chatswood NSW 2057 Australia