Ryan Dunn

Student Organization Services

February 18, 2004

Introduction• Ryan, not Mr.

– Program Advisor for Student LeadershipDevelopment– Contact Info:

– 293-8201- direct line– ryan.dunn@mail.wvu.edu– 293-4397--main office, appointments– www.wvu.edu/~sos

Thank you!!!

• Most conflicts begin because of misunderstanding.• “If only THEY would change that behavior we

could get along.”– Individual needs are hard-wired in our heads

and are almost impossible to change.• Your goal should be to understand the other

person’s behavior, not to change it.• Until you understand who you are, you will never

end difficult interpersonal relationship cycles.

Know Yourself

Know Yourself (cont.)

• Myers-Briggs Type Indicator (MBTI)–4 preferences lead to 16

personality types• Extroversion/Introversion• Sensing/Intuition• Thinking/Feeling• Judgement/Perception

Know Yourself (cont.)• Type explanation

– Thinking types do their best work when pursuing logical order.

– Feeling types do their best work when their hearts are in it.

– Sensing types do their best work when their practical skills are needed and valued.

– Intuitive types do their best work when pursuing an inspiration.

Check these out!!!!

http://www.personalitypathways.com/type_inventory.html

http://www.umich.edu/%7Esalead/resources/managing.conflict.html

Lessons Learned

Share Your Experiences

Communication Skills to Breakdown Conflicts

• Collaboration– Definition: process by which individuals work

together to find some solution which fully satisfies the concerns of both parties.

• Collaborating Approach– Determine the nature of the conflict.– State the real effect the conflict has on the

organization.– Listen carefully to the other person. What is the real

effect on them?

Communication Skills to Breakdown Personality Conflicts

• Collaborating Approach (cont.).)– Initiate the problem solving process

• Clarify the issue.• Discuss each person’s wants and needs.• Generate a list of possible solutions.• Decide together on the solution most acceptable to both

parties.• Discuss how solution will be implemented.• Develop process to evaluate solution after specified time.• Discuss how discrepancies/problems with solution will be

handled.

Communication Skills to Breakdown Personality Conflicts

• Mediation– Ask an impartial third party to hear both

sides of the story.

– Ask him/her to control the conversation.

– Advisor or Officer

• Should explain outcomes in advance, but not the path to outcomes.

Other Suggestions to Breakdown Conflicts

• Do not ignore the problem.• Get the facts before making a

decision or judgement.• Keep calm during

confrontation.• Treat the other person with

respect.• Keep focused on the actual

disagreement.• Get your thoughts and

concerns in writing before verbal confrontation.

• Do not include unneeded parties.

• Role Play.

• Keep private matters private.

• Get to the root of the problem.

• Move to resolution.– Agree to disagree

– Agree to compromise

– Both parties must adjust to change.

Cliques• Definitions

– A narrow circle of persons associated by common interests or for the accomplishment of a common purpose--generally used in a bad sense.

– A defensive alliance formed when people feel threatened or have mutual feelings of uncertainty.

Dealing with Cliques• Determine the causes of

anxiety and address them.• Emphasize the importance

of other’s opinions.• Include everyone for the

good of the organization.• Create committees that

include clique and non-clique members.

• Recognize the value of all members.

• Emphasize cooperation.

• Discuss organizational goals openly with all members.

• Encourage individuals to express needs to achieve goals (entire groups will understand each other’s roles)

• Use mediation if necessary.

• Change is slow.

Future Workshops• March 9: Membership Retention

– 4pm -5pm: Mountainlair, Shenandoah Room

• April 15: Dealing with Unmotivated

Members

– 4pm -5pm: Mountainlair, Monongahela Room

Questions????

Evaluation