Conflict

What is Conflict and how do we approach it? When we train Mediators at CAOS Conflict Management, we do an exercise on our mediation training course that goes like this:

Each person is asked to write down any 4 words that come to them when they think of the word 'conflict'. When they have 4 words they are asked to pair up and then, from the 8 words between the 2 in the pair, eliminate 4 words and keep 4, meaning they have to discuss and agree on the 4 they'd like to keep. This pair then has 4 words.

We then ask each pair to find another pair and from the 8 words they now have, reduce them down to 4 again in the same way. So now the 4 people have their group's 4 words for conflict.

Depending on the numbers in the group the activity could continue to another stage, even to the extent of getting the whole group's '4 words' for conflict.

Of course every time we do the exercise the group's 4 words are different, and many people gain new understandings that a simple word can mean different things to different people.

This is a great thing to acknowledge on a Mediation training course because destructive responses to conflict often arise when a word is interpreted differently by two or more people.

As a race we've gone to war over such things.

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However, interesting though the exercise is, it often throws up words which are more about our responses to conflict rather than conflict itself, such as war, aggression, anger, etc. (Although I accept that even that is based on my own interpretation of the word which is also subjective like anyone else's.)

So here's the basis for looking at conflict that is used on this website, and, as stated elsewhere, this is based on the approach of Mediation:

However, it doesn't stop there:

Mediation sees conflict as an opportunity for learning, connection and insight.

Now that's a little different from the ways in which conflict is often thought of in organisations, families and other areas of social interaction.

We do gain learning, connection and insight on a frequent basis when we respond to conflict effectively.

But often we don't even realise we've done it.

For example, that time when we had a negative thought or view about someone and then found out that we were quite wrong about them and realised that they 'weren't so bad after all'. When they were never bad in the first place really.

In those situations we stopped 'speaking on their behalf', that is we stopped making our assumptions about them. We acknowledged that 'it is ok to make mistakes' by allowing ourselves to change our view about them rather than continue to try to 'prove' it to be true even in the face of overwhelming evidence to the contrary, because to be wrong would be too much of a loss of face and pride.

In those situations we responded effectively and constructively to a conflict arising from what we perceived to be 'difference' (in values, in language, in culture, in dress, in attitude, etc. etc.....)

But did we congratulate ourselves for being so insightful and constructive and for opening ourselves to connection with this person? Probably not, even though we deserved it.

Unfortunately the other ways in which conflict is responded to are not usually so constructive, insightful and educational.

They are Conflict as:

And so, together with the approach being promoted on this site, that is:

.......there seems to be 3 common ways of 'conceptualising' or thinking about conflict, which, in turn affects how we approach it.

Click on the links above to open up a new page for each of the different ways of responding.

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