1. QUALITY EDUCATION FOR MINORITIES (QEM) NETWORK TCUP LEADERSHIP DEVELOPMENT INSTITUTE (LDI) COHORT II-SESSION III Sofitel Minneapolis Hotel  5601 West 78 th Street Bloomington, Minnesota August 3 to 7, 2009 Involvement in Conflict Management and Negotiations Gerald Carty Monette QEM Senior Advisor cartym@aol.com

2. QEM/TCUP Leadership Development Institute What Causes Conflict?

3. QEM/TCUP Leadership Development Institute DISAGREEMENTS = CONFLICT …………….and can happen at any time. In the workplace Away from the workplace Can even be rooted in something that happened decades ago.

4. QEM/TCUP Leadership Development Institute As the Leader, How would you Manage Conflict? Some Types of Leadership Practices

5. QEM/TCUP Leadership Development Institute “My way or the highway!” “Do as I Say, Not as I do!”

6. QEM/TCUP Leadership Development Institute: Forms and Styles of Leadership http://www.see.ed.ac.uk/~gerard/MENG/ME96/Documents/Styles/styles.html Three Leadership Styles: (of many) The Leader Who Dominates The Leader Who Exercises Little Control The Leader Who Consults, Encourages, Delegates

7. QEM/TCUP Leadership Development Institute The Leader Who Dominates Is Good at Meeting Urgent Deadlines Is an Accepted Style Is Preferred in Some Cases Results in Resistance Requires Continuous Oversight

8. QEM/TCUP Leadership Development Institute The Leader Who Maintains Little Control Good When “team” is Skilled/Motivated Can Empower Others to Achieve Goals Participates Little

9. QEM/TCUP Leadership Development Institute The Leader Who Consults Yet Maintains Responsibility Allows Others to Make Decisions Encourages Participation & Delegates Identifies and Uses Talents of Others Guides with a Loose Reign Can Be Seen as Being Unsure of Self Viewed as Not Leading

10. QEM/TCUP Leadership Development Institute Negotiating Conflict 1.Learn the Conflict 2.Apply Methods

11. QEM/TCUP Leadership Development Institute Learn the Conflict What Causes? Power? Perception? Need? Values?

12. QEM/TCUP Leadership Development Institute Apply Methods Consensus Compromise Compete Accommodate Avoid

13. QEM/TCUP Leadership Development Institute Reach Consensus through Collaboration – Your own interests matched with the interests of the other person. This strategy is generally used when concerns for others are important. It is also generally the best strategy when larger interest is at stake. This approach helps build commitment and reduce bad feelings. Takes time and energy. The others' trust and openness can be taken advantage of.

14. QEM/TCUP Leadership Development Institute Compromise Win some/lose some. Temporary solutions Can lose sight of important values and long-term objectives. Can distract the partners from the merits of an issue and create a cynical climate..

15. QEM/TCUP Leadership Development Institute Competition Your own interests with less concern for other. Bargaining. Can cause the conflict to escalate and loser may try to retaliate.

16. QEM/TCUP Leadership Development Institute Accommodation High concern for the interests of other person. Used when the issue is more important to others than to you. Appropriate when you recognize that you are wrong. Your own ideas and concerns don't get attention. You may also lose credibility and future influence.

17. QEM/TCUP Leadership Development Institute Avoidance Low concern for your own interests and of the other. Used when the issue is trivial or other issues are more pressing. When confrontation has a high potential for damage. Important decisions not made or made by default.

18. QEM/TCUP Leadership Development Institute Conflict Develop a Plan Deal With it Directly Do Not Avoid Focus on the Future Respect the Community Be Preventive